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                                                                      Myers	briggs	color	personality	test	pdf
  In	1943,	Isabel	Briggs	Myers	and	her	mother,	Katharine	Cook	Briggs,	developed	the	first	version	of	the	Myers-Briggs	test.	Students	of	psychology,	they	built	their	ideas	on	the	theories	of	Carl	Jung.	The	Myers-Briggs	Type	Indicator	-	or	MBTI	as	it	would	become	known	-	was	created	in	order	to	provide	people	with	insight	into	how	people	think	and
  behave.Today	it	is	the	most	widely	used	personality	test,	and	often	gets	called	the	16	personalities	test,	named	for	its	16	possible	outcomes.	The	easiest	way	to	find	your	MBTI	is	to	answer	four	questions	-	these	will	all	give	you	insight	into	the	way	that	your	personality	behaves	and	interacts	with	others.Also	known	as	the	MBTI,	the	test	itself	breaks
  down	personality	traits	into	preferences.	These	then	enjoy	a	four-letter	code	which	groups	personality	types	together	by	the	way	they	prefer	to	interact	with	the	world.The	MBTI	sorts	you	by	type.	It	operates	on	the	fundamental	assumption	that	you	will	answer	questions	by	preferring	one	thing	over	another.	How	do	you	get	your	energy?How	do	you
  see	the	world	&	gather	information?How	do	you	make	your	decisions?How	much	do	you	like	to	plan	ahead?	olaser	/	Getty	Images	When	it	comes	to	the	ways	in	which	you	get	your	energy,	there	are	two	possible	options.	Extraverts	are	usually	sociable	people.	They	like	to	start	conversations	and	think	their	way	through	talking.	Extraverts	also	find	that
  they	get	energy	from	spending	time	with	other	people,	and	will	often	have	many	friends,	and	many	interests.	Typically,	an	extravert	is	focused	on	what’s	going	on	in	the	outside	world.	izusek	/	Getty	Images	Then	maybe	you’ll	find	yourself	more	of	an	introvert.	Introverts,	in	general,	are	focused	more	on	their	interior	worlds.	They	recharge	their
  batteries	by	spending	time	alone	and	take	their	time	when	it	comes	to	talking.	They’ll	typically	have	fewer,	but	very	deep	and	meaningful	friendships,	and	a	refined	set	of	interests.	Slower	to	take	action,	introverts	like	to	weigh	up	all	the	options.	If	you	think	of	yourself	as	an	extravert,	your	first	letter	is	E.	If	you’re	more	of	an	introvert,	it	is	an	I.
  SilviaJansen	/	Getty	ImagesThe	next	question	is	about	how	you	get	around	in	the	world.Sensors	like	to	think	in	practical,	concrete	terms.	Their	priorities	are	focused	on	what	is	real	and	true,	and	what	can	be	measured	or	observed.	Typically,	they	prefer	to	do	things	in	a	way	that	has	already	been	established	and	can	be	verified	by	the	five	senses.	In
  general,	their	focus	is	on	the	details	that	make	a	moment.	SolStock	/	Getty	Images	Diametrically	opposed	to	sensors	are	the	intuitives.	With	a	flair	for	the	imaginative	and	creative,	intuitives	prefer	to	think	in	terms	of	the	bigger	picture.	They	are	looking	for	new	ways	of	thinking,	and	delight	in	abstract	theoreticals.	Often	they	may	prefer	to	depend	on
  their	gut	instinct,	trusting	their	sixth	sense	to	steer	them	right.	If	you’re	a	sensor,	your	second	letter	is	an	S.	Intuitives,	your	second	letter	is	an	N.	FluxFactory	/	Getty	ImagesThe	decision-making	process	is	a	huge	part	of	anybody’s	disposition.In	the	Myers-Briggs	test,	if	you’re	a	logical	and	scientific	decision	maker,	you’re	considered	a	Thinker.
  Thinkers	tend	to	be	predisposed	to	consider	the	power	of	things	and	ideas.	What’s	important	to	a	thinker	is	fairness,	and	treating	everybody	the	same.	Thinkers	align	themselves	more	with	their	head	than	their	hearts.	andresr	/	Getty	Images	The	opposite	of	a	Thinker,	as	far	as	the	MBTI	is	concerned,	is	a	Feeler.	Feelers	are	empathic	and	believe	in	the
  power	of	compassion.	They’re	far	more	interested	in	people	and	emotions	and	would	connect	with	their	heart	and	their	gut	more	than	ice-cold	logic.	Feelers	typically	base	decisions	on	their	value	systems	and	see	the	world	as	less	of	a	logical	decision	and	more	of	a	poetic	structure.	If	you	consider	yourself	to	be	a	Thinker,	then	the	third	letter	of	your
  Myers-Briggs	code	will	be	a	T.	If	you	consider	yourself	to	be	a	Feeler,	your	letter	will	be	an	F.	PeopleImages	/	Getty	Images	Your	final	opinion	comes	from	how	it	is	that	you	like	to	plan	ahead	and	live	your	life.	If	you	are	organized	and	structured,	then	you	can	elect	to	be	more	of	a	Judger.	Typically	this	is	an	organized,	decisive	type	of	person	who	likes
  to	make	plans	in	advance	and	then	stick	to	the	plan	once	it’s	made.	Control	is	very	important,	and	a	Judger	will	typically	want	to	decide	there	and	then	the	decisions	that	they	want.	jimkruger	/	Getty	Images	And	the	opposite	of	a	Judger?	These	are	Perceivers,	who	are	far	more	likely	to	go	with	the	flow,	and	take	a	relaxed	and	casual	approach	to	plans.
  They	can	readily	change	and	adapt	to	plans	and	would	like	to	find	out	more	information,	which	may	convince	them	to	change	their	plans.	If	you’re	a	Judger,	your	final	letter	is	a	J.	If	you	are	a	Perceiver,	you’re	a	P.	skynesher	/	Getty	Images	Your	MBTI	code,	which	highlights	your	preferences	and	personality,	will	then	be	a	combination	of	four	letters.
  Extravert	or	Introvert.Sensor	or	iNtuitive.Thinker	or	Feeler.Judger	or	Perceiver.	When	it	comes	to	the	MBTI,	it’s	quick	to	note	that	one	option	isn’t	preferable	over	another.	It	simply	has	to	do	with	the	way	that	you	choose	to	engage	with	the	world.	The	different	personality	types	are	a	hugely	popular	tool	in	everything	from	team	building	to	business.
  Not	only	do	you	get	insight	into	yourself,	but	it	encourages	you	to	consider	the	alternative	perspectives,	to	make	sure	that	you’re	aware	there	is	another	way	of	seeing	the	world	than	just	the	way	you	do.	RyanJLane	/	Getty	Images	Image:	PeopleImages/E+/Getty	Images	You	can	have	the	best	tactical	skills	and	best	marksmanship	skills	on	the	squad,
  but	not	having	the	right	personality	for	the	military	could	be	a	disaster.	Thankfully,	we	are	experts	on	Myers-Briggs	personality	types,	and	we	can	let	you	know	if	you're	cut	from	the	right	cloth.	All	you	need	to	do	is	march	through	the	trenches	of	our	questions!	With	16	distinct	personality	types,	the	Myers-Briggs	scale	can	tell	you	if	you	are	more
  introverted,	extroverted,	feeling	or	perceptive.	You	might	not	think	these	are	valuable	traits	for	those	that	serve	in	the	military,	but	they	are	more	important	than	all	the	training	that	takes	place	at	boot	camp.	If	you're	not	the	right	fit,	you	can	rest	assured	that	your	personality	is	made	for	something	even	bigger	than	the	Navy's	fleet	of	ships.	As	we	go
  through	our	questions,	our	job	is	to	figure	out	which	type	of	Myers-Briggs	personality	you	have.	Once	we've	accomplished	that	mission,	we'll	need	to	get	to	know	what	makes	you	think	you	are	a	good	fit	for	the	service.	When	you	read	our	questions,	do	not	take	them	lightly.	Your	future	career	is	on	the	line	--	or	is	it?	After	this	quiz,	you'll	know!	
  PERSONALITY	Which	Branch	of	the	Military	Do	You	Belong	In,	Based	on	Your	Myers-Briggs	Personality?	5	Minute	Quiz	5	Min	PERSONALITY	Is	Your	Personality	More	Army	or	Marines?	5	Minute	Quiz	5	Min	PERSONALITY	Fill	In	the	Blanks	and	We'll	Guess	Which	Branch	of	the	Military	You'll	Join	5	Minute	Quiz	5	Min	PERSONALITY	Which	Branch	of
  the	Military	Do	You	Belong	in	Based	on	This	Skills	and	Personality	Assessment?	5	Minute	Quiz	5	Min	PERSONALITY	What	Military	Rank	Matches	Your	Personality?	5	Minute	Quiz	5	Min	PERSONALITY	What	Rank	Will	You	Earn	in	the	Army	Based	on	Your	Life	Skills?	5	Minute	Quiz	5	Min	PERSONALITY	What	Rank	Could	You	Earn	In	The	Military?	5
  Minute	Quiz	5	Min	PERSONALITY	What	%	Military	Material	Are	You?	5	Minute	Quiz	5	Min	PERSONALITY	What	Style	of	Military	Combat	Matches	Your	Personality?	5	Minute	Quiz	5	Min	PERSONALITY	Take	This	Personality	Assessment	and	We'll	Guess	Which	Branch	of	the	Military	You	Will	Join	5	Minute	Quiz	5	Min	How	much	do	you	know	about
  dinosaurs?	What	is	an	octane	rating?	And	how	do	you	use	a	proper	noun?	Lucky	for	you,	HowStuffWorks	Play	is	here	to	help.	Our	award-winning	website	offers	reliable,	easy-to-understand	explanations	about	how	the	world	works.	From	fun	quizzes	that	bring	joy	to	your	day,	to	compelling	photography	and	fascinating	lists,	HowStuffWorks	Play	offers
  something	for	everyone.	Sometimes	we	explain	how	stuff	works,	other	times,	we	ask	you,	but	we’re	always	exploring	in	the	name	of	fun!	Because	learning	is	fun,	so	stick	with	us!	Playing	quizzes	is	free!	We	send	trivia	questions	and	personality	tests	every	week	to	your	inbox.	By	clicking	"Sign	Up"	you	are	agreeing	to	our	privacy	policy	and	confirming
  that	you	are	13	years	old	or	over.	Copyright	©	2021	InfoSpace	Holdings,	LLC,	a	System1	Company	At	Bridgewater	Associates,	the	world’s	largest	hedge	fund,	every	new	employee	takes	the	Myers-Briggs	personality	test,	among	others.	The	results	are	shared	with	everyone	else	at	the	firm,	on	a	“baseball	card”	documenting	each	person’s	strengths,
  weaknesses,	and	dispositions.When	I	was	getting	to	know	my	colleagues	during	the	year	I	worked	there,	we	would	exchange	Myers-Briggs	acronyms	before	almost	anything	else—a	replacement	for	typical	office	small-talk.	It	was	strange,	and	thrilling.I	was	proud	to	be	an	“ENTJ”	(the	Myers-Briggs	acronym	for	Extraversion,	Intuition,	Thinking,	and
  Judgment).	At	their	best,	ENTJs	are	bold,	unemotional,	and	outspoken—traits	that	helped	me	navigate	Bridgewater’s	culture	of	radical	transparency	and	critical	feedback.	ENTJs	also	can	be	arrogant,	but	they	do	get	stuff	done.But	telling	people	I	was	an	ENTJ,	or	learning	that	my	desk	mate	was	my	foil	(an	“ISFP”:	Introvert,	Sensing,	Feeling,
  Perception),	meant	little.	What	mattered	was	the	conversation	that	followed.Just	after	stating	our	acronym,	we’d	usually	begin	qualifying	it.	“I’m	an	extrovert,	but	I	actually	prefer	to	spend	a	lot	of	time	alone.”	“I’m	‘Thinking’	over	‘Feeling,’	but	I	actually	get	pretty	offended	by	critiques.”	“I	like	seeing	the	forest,	not	the	trees,	as	a	‘P,’	but	I’m	worried
  my	boss	thinks	I’m	spacey.”	“My	results	show	I	can	be	aggressive,	but	I’m	actually	really	frightened	of	conflict.”If	you	listen,	you’ll	hear	people	sharing	the	same	kinds	of	knee-jerk	self-reflections	when	asked	about	their	zodiac	sign,	their	Harry	Potter	House,	or	any	other	inventory	sorting	us	into	fixed	“types.”	There’s	a	good	reason	people	do	this.
  None	of	us	fits	neatly	into	boxes,	and	no	personality	test	can	fully	capture	the	complexities	of	our	character.	That	doesn’t	mean	the	assessments,	even	the	silly	ones,	aren’t	valuable.What	the	skeptics	miss	is	that	the	test	itself	isn’t	what’s	valuable.Inventories	like	Myers-Briggs,	zodiac	signs,	and	the	Enneagram	personality	assessment	act	like
  Rorschach	tests,	forcing	us	to	reconcile	the	gaps	between	what	the	test	results	tell	us,	and	what	we	know	to	be	true	about	ourselves.	This	process	is	an	invaluable	resource	for	managers,	as	it	illuminates	nuances	about	an	employee’s	personality	and	dispositions	that	otherwise	can	take	months	(or	years)	to	learn.A	guide,	not	an	endgameSelf-reflections
  prompted	by	personality	tests	form	a	guide	to	each	employee’s	approach	to	the	world.	This	knowledge	is	key	for	optimizing	employee	satisfaction	and	productivity—which	really	should	be	happening	at	the	individual	level.	As	Jason	Fried,	CEO	of	the	software	engineering	firm	Basecamp,	articulated	in	a	recent	New	York	Times	interview,	“There’s	really
  no	such	thing	as	a	group	of	people.	There’s	a	physical	group	of	people,	but	everyone’s	an	individual,	and	you’ve	got	to	pay	attention	to	what	drives	each	person.”When	people	read	their	assessment	results,	they’re	typically	getting	a	paragraph	describing	one,	or	a	few,	elements	of	their	personality.	“So	introverts	are	reading	an	amalgam	of	what	the
  population	of	introverts	tend	to	say,”	explains	Jean	Greaves,	CEO	of	the	coaching	firm	TalentSmart,	“and	when	it	generally	rings	true,	they	accept	the	result,	and	say	something	like	‘Wow	that	really	nailed	me!	How	did	it	do	that?'”	This	is	amusing	for	people	in	the	business	of	developing	assessments,	she	says,	because	if	you	answer	questions	about
  yourself,	of	course	the	results	will	ring	true.“What	people	don’t	realize	is	that	the	assessment	itself	isn’t	the	endgame—it’s	really	the	launching	point	of	the	more	important	aspect	of	why	you	assess	people,	which	is	the	conversations	you	have	afterwards,”	Greaves	says.	“My	work	as	an	executive	coach	is	to	read	through	the	personality	results	of	a
  client	and	determine	which	nailed	them	right	on,	which	didn’t,	and	discard	the	results	that	were	off.	Then	I’m	looking	for	an	end	product—an	action	plan	or	development	plan.”Managers	at	all	levels	should	do	the	same	with	their	direct	reports.	Here’s	how	to	get	started.1.	Pick	a	reputable	personality	test	and	clarify	its	purposeEvery	test	reveals
  different	elements	of	our	personality.	If	your	company	doesn’t	already	use	a	test,	start	with	one	of	the	most	reputable,	like	Myers-Briggs	or	Workplace	Personality	Inventory.	First	and	foremost,	clarify	that	personality	test	results	will	not	be	used	for	selection	purposes,	and	that	no	one	is	defined	by	their	“type.”	“No	one	personality	is	best	fit	for	one
  profession	or	job,”	says	Greaves,	“and	assuming	an	employee’s	behavior	can	be	explained	or	predicted	based	on	their	type	hinders	their	ability	to	grow	and	evolve.”2.	Prompt	the	right	questions	for	reflectionOnce	results	are	in,	for	the	highest	return	on	the	investment,	each	employee	should	take	a	half	hour	or	so	to	write	a	reflection	on	their	results,
  asking	themselves	questions	like:	Which	results	jive	best	and	worst	with	your	self	image,	and	why?	What	are	some	previous	professional	experiences	in	which	you’ve	demonstrated	these	personality	traits,	or	their	opposites?	Which	results	are	you	most	proud	of,	and	which,	if	any,	are	you	embarrassed	by?	If	you	could	edit	any	of	these	descriptions	to
  better	match	your	personality,	what	would	you	change,	and	why?Managers	should	then	review	these	reflections,	and	schedule	a	time	to	chat	about	them	with	their	report	one-on-one.	Understanding	that	no	personality	test	result	is	good	or	bad,	right	or	wrong,	this	conversation	should	be	driven	by	one	question	only,	says	Greaves:	How	can	we	put
  these	new	insights	into	practice	so	as	to	achieve	your	goals?3.	Use	the	results	to	get	to	know	the	people—not	just	the	personality	types—in	your	workplaceAt	Bridgewater,	my	colleagues	and	I	knew	we	weren’t	defined	by	our	Myers-Briggs	test	results—nor	did	we	want	to	be.	There	were	people	within	our	“type”	that	we	admired,	and	those	we	disliked;
  stereotypes	we	aligned	with,	and	those	we	resented.Reflecting	together	on	the	accuracies	and	inconsistencies	we	perceived	between	our	test	results	and	our	own	self-image	revealed	our	insecurities	about	our	jobs,	insights	about	which	communication	tactics	we	liked	and	disliked,	and	our	professional	strengths—all	of	this	before	we	knew	one
  another’s	neighborhoods,	alma	maters,	or	relationship	statuses.	It’s	good	to	know	those	things,	too,	of	course.	But	the	information	gleaned	in	these	discussions	offered	a	different	kind	of	intelligence	on	the	people	in	our	work	environment,	intelligence	that’s	typically	tough	to	gain	otherwise.