Myers-Briggs – Ivor Jones

[gareth.jones@business-analysis.com.au]

Ivor Jones
1/16/19
Anyone in the BAPL Brains Trust have a view on this recent article from the ABC?
I ask because the project sponsor on my project here seems to be a fan and has a habit of telling me about the M-B profile of other stakeholders after he’s introduced them.
My philosophy is to take people as I find them, by which I mean keep an open mind and form an opinion based on direct observation – “actions speak louder than words”, after all.
But other perspectives on the subject would be very welcome.
Cheers,
IPJ.

References (1)
The mother-daughter team behind the ‘scientifically … – ABC
The mother-daughter team behind the ‘scientifically … – ABC

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Miles, Robert
1/16/19
Other recipients: ivor…@busanalysts.com.au
We have had a fair bit of discussion around this topic recently as the new PMO lead is in favour of this approach.

My current opinion is this, ultimately it can be good shortcut for people who do not have strong interpersonal skills to understand why their approach may not be working. As consultants it can help us step into environments a bit easier and quicker. Ultimately I would feel confident that most of our BAs would quickly get to the same point

Inwardly looking it can be an opportunity to look at how you personally approach certain situations and reflect.

I also know that people tend to adapt to fill certain needs for certain group dynamics (e.g. if you have a group of introverts, the least introverted will tend to adopt mannerism of a more extroverted person) and the test can be easily biased dependant on mood/recent activities (general “pre-suasion” techniques c.f. Robert Cialdini). So results received may not reflect actual personalities of individuals.

Background:- have done just about all the personality tests over the years, spoken with experts and worked in environments using it.

/INFP reporting in (or healer if you are doing that other one that gives it names. )
//Am I doing this right?

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Regards,

Rob Miles
Think Differently

T: 1300 331164 | M: 0407 969 945 | E: rober…@busanalysts.com.au |
W: http://www.busanalysts.com.au

Melbourne | Sydney | Brisbane | Canberra | Adelaide

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Mike Starrs
1/16/19
Other recipients: ivor…@busanalysts.com.au
ITB in QLD Education is currently pushing High Performance Teams for team meetings and collaboration work, and one of the initial steps was personality traits of the team and getting to know each other. We did various MB tests, identified who we were by personality type, including a Simpsons version, colour-coded cards and animals. We then dug deeper in sessions where we went through the MB handbook that comes with HPT, talked about the typical traits for each personality, then did a yay/nay roundtable to see if that fit the people in the teams or not. That’s the part that made it effective. We could point out which negative traits we had, what we were already doing to address them, or that they were no longer issues for us. We also looked at strengths and weaknesses, ways of learning and communicating, what we like/don’t like etc. and the point of that was to create a data wall in the office (ours is on a plasma TV running in Powerpoint) with personal bios, traits, ways of working etc. all on display. When you have a meeting and someone is frustrated, you can go back to what you learned about them, and more importantly what they have identified as ways of dealing with them or helping them, and providing useful support when needed.

It basically goes a step beyond just knowing the traits as we dug in to what it actually means and how it works in reality, and how we can engage with people as a result. Incredibly handy and useful, but prior to that knowing if someone was INTP or ENFJ made no difference to me, there wasn’t enough context with it or actionable information on how to deal with those people, it just came with time and learning who they were rather than what their traits were.

If the sponsor wants to use MB across the team, they may want to explore it a bit more openly with the team and look at what it actually means and how it can help everybody.

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Mike Starrs

specialists in business analysis

T: 1300 331164 | M: 0416 938 008

E. mike.starrs@busanalysts.com.au | W: http://www.busanalysts.com.au

Melbourne | Sydney | Brisbane | Canberra | Adelaide

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Derek Lynch
1/16/19
Other recipients: mike….@busanalysts.com.au, ivor…@busanalysts.com.au
If anyone is interested i built a pretty cool MB testing model as a Flash file quite a few years ago…happy to share with the group.

Kind Regards

Derek
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Rosemary Dixon Ward
1/16/19
Other recipients: ivor…@busanalysts.com.au
Hi Ivor,

I think I like your method but I also like to know “who’s who in the Zoo” before I start planning.

Rgds
R

Rosemary Dixon-Ward| Business Analysts Pty Ltd
consulting services – experts in business analysis

T: 1300 331164 | M: 0402301263| E. rosemary.dixonward@busanalysts.com.au | W:www.busanalysts.com.au

Melbourne | Sydney | Brisbane | Canberra | Adelaide

On Wed, Jan 16, 2019 at 8:50 AM Ivor Jones wrote:
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Miles, Robert
1/16/19
Other recipients: rosemary…@busanalysts.com.au, ivor…@busanalysts.com.au
I think Mike (and Derek for reminding me about OSSSIO) hit the nail on the head a bit. The greater value to us may be from an empathy mapping/role play/customer focus point of view. It may encourage people to think about how information is received and how they interact with others.

It can be great stepping stone to help us refocus stakeholders to a more CX mindset.
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Regards,

Rob Miles
Think Differently

T: 1300 331164 | M: 0407 969 945 | E: rober…@busanalysts.com.au |
W: http://www.busanalysts.com.au

Melbourne | Sydney | Brisbane | Canberra | Adelaide

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Derek Lynch
1/16/19
Other recipients: rober…@busanalysts.com.au, rosemary…@busanalysts.com.au, ivor…@busanalysts.com.au
Fond memories of the “Colours” training we did at OSSSIO…apparently i had the one of the highest “green” scores the trainer had ever encountered – which basically makes me a robot suited to data projects.

Nailed it…

D
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Jones, Ivor
1/16/19
Other recipients: derek…@busanalysts.com.au, rober…@busanalysts.com.au, rosemary…@busanalysts.com.au
Thanks all – glad I was able to trigger some happy memories for you Derek.
Rob, funny you should mention Cialdini, I’ve just finished reading ‘Win Bigly’ by Scott Adams (subtitled ‘Persuasion in a world where facts don’t matter’) – he mentions Cialdini and ‘Pre-suasion’ many times, always in glowing terms.
Cheers,
IPJ
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Regards,

“think differently”

Ivor Jones
specialists in business analysis
T: 1300 33 11 64
M: 0412 005 693
E. ivor…@busanalysts.com | W: http://www.busanalysts.com.au
Melbourne | Sydney | Brisbane | Canberra | Adelaide

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Nikesh Parbhoo
1/17/19
Other recipients: ivor…@busanalysts.com.au, derek…@busanalysts.com.au, rober…@busanalysts.com.au, rosemary…@busanalysts.com.au
I agree with much that has been said. MB or any other form of profiling or testing methodology is merely a tool in our arsenal of analysis and management. It cannot and shouldn’t be the one source of truth about an individual’s work style / profile.

I can talk from personal experience where I was better able to match work assignments with particular individuals better after having access to the team member’s test results. However, these I had used in conjunction with understanding individuals one-on-one and what influenced them, what made / didn’t make them tick, what their ambitions were, etc. etc. For these tools to work better in a team, every member of the team needs to be profiled and everyone needs to know that a M-B (or any other) profile is being utilised for various purposes. Tools can be useful if used prudently.

A good analogy: When one is trying to determine the health of a listed company and using only its P:E (Price to Earnings) ratio is used to determine if the company is cheap or expensive. This approach is not holistic, since other ratios need to considered, and non-financial dimensions also need to be considered (Like a Porter analysis, SWOT analysis, getting a feel of management’s ambitions, etc.). Using just the P:E ratio is likely to lead to an incorrect conclusion. Similarly, placing too much weighting on a M-B assessment is short-sighted.

Ultimately, human relationships and connections mean more than any tool out there.

Kind Regards,

Nikesh Parbhoo
specialists in business analysis
T: 1300 33 11 64
E. nikesh…@busanalysts.com.au | W: http://www.busanalysts.com.au
Melbourne | Sydney | Brisbane | Canberra | Adelaide

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Esther Herzog
1/21/19
Other recipients: ivor…@busanalysts.com.au, derek…@busanalysts.com.au, rosemary…@busanalysts.com.au, rober…@busanalysts.com.au
Deanne and I will be involved in a team development day at Flight Centre where psychometric testing will be used to understand how different people think. The test is a HBDI – Herrmann Brain Dominance Instrument.
Forming storming norming team concept
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Esther Herzog

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