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Susan M. Heathfield

Emotional Intelligence and Your Personal Styles

By October 29, 2013

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How to increase emotional intelligence is a popular and pursued topic on this site. The first step is knowing where and how you need to improve emotional intelligence.

Some people gush emotional intelligence to the point that they are dysfunctional as business advisors because of their single fixation on emotions and people. Others are clueless about their impact on coworkers, executive colleagues, and reporting employees. Each is a significant downside for employees and their careers.

In my quest, and belief, that people can improve their emotional intelligence, I found this test applicable and interesting. So might you.

Emotional Intelligence Insights

The Jung Typology Test gives the same results, in the same terminology, as the Myers-Briggs. Learn your "type" for insights into your personality and leadership style. Taking the test is easy and informative. You'll learn your preferred style of interacting with the world. Even if you have taken the test in the past, it's important to explore how you may have changed over time. Want to compare scores?

My Myers-Briggs leadership and personality scores have remained consistent over my adult life. I'm an INTJ and the description fits fairly well. Once in a while, I score slightly into E for Extrovert as opposed to my I for Introvert.

Humanmetrics provides an online opportunity to take an inventory similar to the Myers-Briggs at no cost. The best part about the results you'll receive is that each page links several pages that provide information and insight into your score. Take the test. It's well worth your time: Humanmetrics Jung Typology Test

I've shared my style. How about yours? Please share your thoughts in comments.

Find additional personality and other tests for more insight.

Image Copyright Digital Vision / Getty Images

October 30, 2013 at 1:55 am
(1) Chris Golis says:

Most of us have suffered from one of the more common cognitive biases: the Illusion of Superiority. We all tend to overestimate our positive qualities and abilities and to underestimate our negative qualities. Parents in particular do this with their young children. However once you have studied statistics and learned about the Normal Distribution you realise that half of us are below average and half above. Even more significant is that 2/3rds of any population cluster within plus or minus one standard deviation. It is not called the Bell Curve for nothing.
Despite the popularity of Myers-Briggs I was never comfortable with its forced divisions I or E, S or N, F or T, P or J.

Over 2 million people take the MBTI annually and are accepted or rejected accordingly either into employment or for promotion. Yet despite its widespread use, the test is highly questioned by the scientific community. No major journal has published research on the MBTI, which academics consider a strong repudiation of the testís authority. Carl Thoresen, a long-time and highly regarded professor of psychology at Stanford, is the Chairman of company that markets Myers-Briggs, CPP. Yet of the roughly 150 papers he has published in his career, there isnít one mention of Myers-Briggs.
Please note that I am not arguing against personality tests. There has been considerable progress in personality testing since the Myer-Briggs test was first published 50 years ago. Tests such as the Five Factor pass reliability and validity tests, unlike the Myers-Briggs, and are based on legitimate scientific models such as the Normal Distribution. A scientifically based personality test can reduce the people risk when hiring or promoting someone by around half. Yet many organisations continue to use Myers-Briggs despite it being an instrument rejected by the scientific community and probably causing more harm than good.

October 30, 2013 at 4:19 pm
(2) Susan Heathfield says:

I use any test such as the Myers-Briggs as a tool for understanding yourself and others who are on your team. I would never base any employment or promotion decisions on the results of this or similar personality inventories. I don’t recommend that any employers do.

Regards, Susan

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