Quote:
Originally Posted by IndySam
When I was young my boss fell in love with this test and decided a certain personality type would be the only kind he would hire. It didn't matter that I was his best tech and didn't fit the desired profile at all, somebody at some seminar sold him on the idea.
Fat forward three years later and we ended up with a very boring group of people with no dynamic at all. Nobody was fit for leadership (except for me and another guy who was there pre-test.) The group was practically dysfunctional and took a long time to be rebuilt.
It was a interesting picture of what happens when a company relies on this kind of test too much.
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When they taught us about Meyers-Briggs in Professional Development I, it came with the caveat that actually using it to make choices was "outside of the scope" of the test. I couldn't get the leadership TA to give me a straight answer as to what its use was other than to get to know yourself better.
They stressed that Meyers-Briggs reveals
preference not skill. For example, someone who is Introverted is not necessarily shy, or even quiet. What it does mean is that to recharge at the end of the day they would prefer a few quiet minutes alone or in a small group as opposed to heading out to dinner with a large group of people they didn't know well.
INTJ
