Talent Management Perspectives

Published August 2009

How to Properly Use a Personality Assessment

Rich Thompson

Despite, or perhaps because of, its insight and ubiquity, the Myers-Briggs Type Indicator instrument - the world's most widely used personality assessment - is sometimes misused by individuals and organizations. Proper use of the instrument results in expanding vision and opportunity, while misuse can result in pigeonholing and exclusion.

Based on Carl Jung's theory of personality type, the Myers-Briggs assessment sheds light on the environments, situations and tasks that individuals of 16 unique personality types are likely to find stimulating, challenging, fulfilling, etc. Understanding core preferences - both one's own and those of others - provides insight into motivations, natural strengths, potential areas for growth and style differences and lays a foundation for team building, conflict resolution, career development and numerous other talent management functions.

Misconception: It's a personality test.
The truth: The term "test" connotes right or wrong answers, better or worse scores, passing or failing - none of which applies to Jung's theory or the Myers-Briggs assessment. Careful attention was paid to this issue in naming the instrument, which is referred to as an "indicator" rather than a "test." This value-neutral approach to personality expands, rather than limits, the assessment's usage possibilities. While pigeonholing stymies development, understanding personality type reveals new opportunities.

Misconception: It can be used to identify people's weaknesses.
The truth: The Myers-Briggs assessment does provide a basis for identifying potential "blind spots" for the 16 personality types, so why not use the assessment to pinpoint weaknesses? The fact that one tends to rely more on one preference in a dichotomous pair does not mean that he or she can't or doesn't use the opposite preference. Many successful individuals have overcome their blind spots by developing their ability to use both preferences effectively.

Misconception: It predicts behavior.
The truth: The assessment suggests "predisposition" but not "predetermination." Rather than boxing them in, learning about type empowers individuals to make more informed career and life choices based on a clear understanding of their tendencies and inclinations.

Misconception: It measures personality traits.
The truth: Though the terms "trait" and "type" are often viewed as synonymous, they describe quite different theoretical concepts. Trait theory holds that behaviors - for example, sociability - are quantifiable, meaning they come in different levels, amounts or degrees that can be measured. The trait concept may be more quickly grasped, as Western cultures in particular teach us from an early age to evaluate the world and ourselves by measurement - How tall? How fast? How smart?

Rich Thompson manages CPP’s research team, leading the company’s research efforts in the United States and worldwide and providing strategic input on cross-functional product development efforts. Thompson earned his master’s and Ph.D. in psychology, with minors in management, from Texas Tech University. Thompson has an extensive background in developing surveys and assessments, used both for organizational information gathering as well as in predictive research.

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