Learn about your personality type
You can now use our new SJP (Shaype Jungian Profile) personality test. The test is online – and the first 500 users get to use it free!! So if you want to be one of the lucky ones, follow the link here.
You can find out more about personality types, including yours by following the links in the table below:
Sensing(S) Intuition(N) Thinking (T) Feeling (F) Feeling (F) Thinking (T) - -
ISTJ ISFJ INFJ INTJ Judgement (J) Introversion (I)
ISTP ISFP INFP INTP Perception (P)
ESTP ESFP ENFP ENTP Perception (P)
ESTJ ESFJ ENFJ ENTJ Judgement (J)
At ShaypeMe we want to show you how a personality test can help you understand yourself and where your successes may come from.
If you’ve been working for a few years, at some point you may well have been asked to complete some kind of personality questionnaire or psychometric test. There are a plenty to chose from and probably two of the most well known are Belbin and Myers Briggs (MBTI). Each has its own strengths and weaknesses. Each is well suited to specific purposes. You can find lots of examples online,the better ones charge a fee though there are some free ones, though from our research they don’t stay free for long.
Our goal at Shaype is to help organisations build great teams, so its important for us to understand as much as possible about the existing team members and candidates to join them or to create new ones. At the core of our Unique Selling Proposition (USP) is Modelling which is another approach to finding out about how the team works. But we also use personality profiles where they provide helpful extra information.
Personality questionaires such as Myers Briggs try to find out about your preferences. They are really asking “how do you like to think and behave”. “The purpose of the Myers-Briggs Type Indicator® (MBTI®) personality inventory is to make the theory of psychological types described by C. G. Jung understandable and useful in people’s lives. The essence of the theory is that much seemingly random variation in the behavior is actually quite orderly and consistent, being due to basic differences in the ways individuals prefer to use their perception and judgment.” (from http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/) .
So the question we asked at ShaypeMe, is “how does this help” keeping in mind our goal of helping you find what sort of team you might work well in?
As quoted above, Isabel Myers Briggs, set out to make theory practical. When we started to use some of the tests and see how they help people understand their own behaviour, it was interesting to see the confidence it gave. Comments such as “Oh, so that’s why I prefer to ……..” are common. One of the things we also found interesting was the subtleties of the results. With Myers Briggs, the “result” is a a four character type (see the table further up this page).
Each character has two possibilities. For example – one of the pairs indicates how the person prefers to perceive things – do they prefer Sensing (S) or Intuition (N)? In my case, on this particular factor my preference is very slight. It seems in different situations I am comfortable with perceiving using my intuition (my gut) or from my senses (what I see, hear, feel etc). So what does that mean for me, my career, my role in teams? The “result” of a an MBTI questionnaire will come out as either N or S, but in truth, its quite important to look at the detail behind the raw score. Were I to just accept the N (or S), it might make me take more or less notice of specific types of roles where one of those traits is considered vital (or undesirable). By knowing that I have only a slight preference for sensing or intuition, I should be able to operate well where either is more appropriate. There’s more to it – for example, part of the theory is that we tend to become more expert at our preferred behaviours – so if you have a strong preference for sensing, your sensing skill and expertise should become highly honed. But if you have no real preference, do you become expert at both, mediocre at both or something else?
Equally important for us, is that as we look at the team and start to construct a model of how it might work best, we may want to think about the kind of personality types that may fit in best. If someone were to come and tell us they have a particular personality type, which included a preference for Intuition, but in truth that preference was very slight, and they may equally choose a Sensing approach, the response to them as a possible team member might be very different.
Overall, the information is only part of the complete picture, but understanding it and how it can be used well – is important. If you’re tempted to try these tests (or apply them) – then make sure you really have enough information to go on. Just as a further example, particularly if you have a marginal preference for one or more of the traits , then different tests may give different results. Sometimes, the same test could give a different result. This doesn’t mean the tests are flawed, just that one needs to look at the detailed results and not just the headlines.