I’m an ENFP. That makes me a “champion” according to the MBTI.
Now you know everything about me, right? What if I told you I used to be an ENTJ — a “fieldmarshal”? Think differently of me?
Well, what makes managers think that taking days out of their schedule to, in effect, pin a label on themselves and their employees is a good use of time? What’s the benefit of labeling employees, no matter the diagnostic?
I often think of what Henry Ford said: Whether you say you can or you can’t, you’re right. Labeling makes it so. Labeling is dangerous.
{ 6 comments… read them below or add one }
Labeling is, partly, crap. And the MBTI is a blunt instrument, administered or interpreted often very poorly, and is certainly no substitute for just getting to know people, as they are, and as they hope to be.
That said, I find it interesting that you and I have the same results, backwards – I uses to test as an ENFP, and now mostly test as an ENTJ, perhaps in part because my impatience with the entire process shows in my responses. And we do seem to resonate with each other pretty often, maybe because we share similar values and drivers according to the MBTI, and maybe because we’re both absolute geniuses.
Franny, you and I would be fast friends, I just know it. Some day we’re going to be in the same city at the same time…I’m gonna dig that.
What you say about MBTI being poorly interpreted is so right. I am not a fan of amateur psychs. Too dangerous. Better to do without labels, unless that label is “Cool person that I really admire.” That would be you.
I totally agree with you, and actually wrote an article on this subject of personality testing (which was featured as a guest post over at renegadehr.net).
http://renegadehr.net/personality-test-snake-oil/
Forgetting Myers-Briggs, the label I struggle with the most is the ‘chirpy HR girl’. Especially working with a group of old-school, construction background men who have operational jobs, it is a challenge.
Will I still wear a pink cardigan, yes. But will I make sure that I speak up at the meetings and try to make them understand the benefits of performance management, definitely.
Stephanie…it’s a small world. I commented on your post at the time…really liked it…then got a letter from someone who is going through that very thing…and a lot of labeling. It’s crazy. I hate it.
Yes Frank, I remember!
It is crazy eh? Maybe I’m bitter because of my own slashed and scarred training budget, but honestly I think the majority of this market is a racket.
If you can’t figure people out, don’t work in HR. Or actually – do work in HR and keep your sanity!
Stephanie, I want to tell you that your writing is outstanding. I have Cosmic Noodles in my Google Reader and have a blast reading what you write each time. Really good stuff. Thanks for the smiles.