Using MBTI To Help HR

MBTI is the most widely used character testing tool in the world today. It has been translated into nearly 20 main languages in the world, with up to about 2000000 users every year. There are many large enterprises in the world's top 500. MBTI The full name Myers-Briggs Type Indicator is a forced choice and self reporting style. Personality assessment tool It is used to measure and describe the mental activity rules and character types of people in obtaining information, making decisions and treating life. It is based on the personality theory of Swiss psychologist Carl Jung, developed jointly by Katherine C Briggs and Isabel Briggs Myers mother and daughter in the United States. Currently, there are nearly 200 qualified MBTI surveyors active in the field of management consulting and training, career planning, marriage and school education, and they all have CPP or APP qualification certificates. Myers-Briggs Type Indicator and MBTI are registered trademarks of Myers-Briggs Type Indicator Trust in the United States and around the world.

Human resource management: MBTI has become the most widely used personality type test tool in the world. What is the main difference between it and the nine types of personality assessment tools?

Zhu Decheng: the advantage of MBTI lies in its very deep foundation of Carl Jung's psychological theory and its high reliability and validity. Compared with other tools, it emphasizes people's deep psychological function, that is, the difference between people's personality types, and helps you understand other differences caused by personality differences both inside and outside. For example, you can understand the source of your stress through MBTI and ease it, so you don't need to use other decompression tools or training. In addition, MBTI can also improve your EQ, leadership, communication and so on. Therefore, it should be said that its greatest advantage is that what it describes is extremely essential and deep.

For example, at the level of personal growth, it is not enough to change only in behavior and in the short run. If you want to get a deep and fundamental development, you must start from the psychological level of your individual. MBTI can help you clearly realize why I want to develop, what direction I want to develop and how I develop, which is the real sense of personal growth.

In addition, MBTI's research proves that different personality types are different in interests, values and needs. We have different ways of working, different ways of learning, different kinds of negative reports, and different responses to different behaviors. It can be said that if you have enough MBTI knowledge, you can penetrate the hidden characteristics of everyone's behavior just like Carl Jung, and you can explain why this person shows this kind of behavior, why he says such things and why he looks at them in this way. Further, you can predict what he may do next.

It can be said that MBTI's psychological theory is a methodology. After mastering this tool, you can deduce other related ways of using it on the basis of it. For example, MBTI is applied to leadership, teamwork, communication, stress management, negotiation skills, interview skills, and so on.

Human resources management: you have served as a HR manager for 8 years, and have served in well-known enterprises such as Dragonair and Yahoo. From a HR perspective, how do you see the important value of MBTI in the various modules of HR and its development process?

Zhu Decheng: this question is related to the last answer. The purpose of our HR is to enable employees and enterprises to achieve a win-win situation.

For example, in recruiting this link, we often say that we should "match people and jobs". In addition to facts such as knowledge, skills, experience and so on, what other intangible factors will have an impact on a person's work performance? Because character affects his behavior, values, communication style, EQ level, leadership style and so on. Therefore, if our interviewer has grasped the theory of MBTI, he will have a way to judge whether the candidate's character is suitable for the job itself and whether the candidate's style matches the whole team. This has another advantage. When you evaluate a person, you will use many non-standard common sense language to describe, for example, "A is very fond of speaking; B is not very good at expressing; C is very flexible; D likes to act according to plan." This kind of description is trying to explain the candidate's personality characteristics, but due to the different standards of each person, everyone's expectations are different. Eventually, when a person takes office, he may not be able to meet the real needs of the work and team. Then you need to set up a common language, so you can use MBTI language to describe candidates at this time. The result is that you can use professional language and tools to analyze and describe people who are expected to find a character, then you can analyze those candidates, and you can also reach a consensus on standards, so as to achieve a real job match.

Human resource management: MBTI in Performance communication Where are the main functions of this project? And would you like to talk specifically about how to use MBTI to solve some problems in performance communication, so as to stimulate the organization's potential and performance?

Zhu Decheng: let's talk about communication in leadership. A leader should lead a team to win a battle. His duty is to set a good example for his subordinates in addition to his work. He also instruct his subordinates to help them grow. This involves the issue of "performance interview and counselling". But let's ask each organization to see how effective this kind of performance interview is. Everyone is motivated by different reasons. Some people care about money, some people care about the future, others like to work smoothly and some people love challenges. Therefore, leaders need to know what motivations their subordinates are inclined to, and leaders need to understand their leadership style, because perhaps your innate natural leadership style is a factor that constrain subordinates. What is a good leader? It is a good leader to let subordinates accept it willingly. Only when the leadership style matches the motivating factors of the subordinates, the performance interview will have the biggest effect. So we will help leaders improve themselves through MBTI, and grasp the psychological characteristics of their subordinates, so as to improve their performance level.

Human resource management: MBTI can help us understand ourselves and understand others better. However, how can MBTI be integrated into enterprise training to integrate MBTI with work practice?

Zhu Decheng: This is a problem that puzzles many human resources workers. Sony has made a successful attempt in this respect.

Since 2003, Sony has greatly adjusted the training system of human resources, implemented individual development plans adapted to the working environment in various branches, and set up a training system for employees at all levels. In the semiconductor sector (the Department adds nearly 100 employees every year, including senior practitioners and inexperienced novices), Sony identifies development priorities as team building. Sony is convinced that the most important part of team building is to enhance employees' self-awareness and start concentrating on this aspect.

Sony tried various methods, mostly with little effect. The employees who participated in the training course performed well during the period after the end of the course. The effect of training is not sustainable. This is almost a rule, and it seems to be gradually fading away from the enthusiasm of people for training -- "there is little use in the course of self cognition" and "raising self cognition is meaningless". Complaints like this are increasing and even become a major obstacle to further implementation of the training plan. {page_break}

However, when Sony introduced MBTI into the training course, the situation changed greatly. The semiconductor Department of Sony first opened a 2 day personal development course, invited all senior executives to participate, arranged for them to accept MBTI test, and explained to them the theory and application of MBTI. The course received the desired results. Although some people were initially skeptical about psychological type theory and character observation, they mostly said that MBTI was "very effective" after class. This course has been a good start. With the support of senior executives, MBTI has soon been promoted in the training of employees at all levels.

Sony launched a 4 hour interactive course for ordinary employees, and invited senior MBTI surveyors as consultants. As expected, this course is equally popular and highly motivated.

Next, Sony will embark on the development of MBTI related training courses. Some top executives who took part in the previous two courses required follow-up courses to enhance the application of MBTI in their work, especially in team building. So, Sony tried to design a new training plan based on the original personal development curriculum, aiming at clarifying how to use MBTI to improve communication and communication in the work. This plan has been passed through trial in the human resources department. The speaker is the staff of the human resources department. They have known MBTI to varying degrees. But after experiencing the new training program, they still express their new understanding of the application of MBTI.

In addition, Sony is also preparing to offer courses on a regular basis to help employees trained by MBTI to learn and use MBTI more deeply. The content of the course is updated every 3 years and keeps pace with the development of MBTI at any time.

The successful experience of Sony shows that the scientific theoretical basis and extensive practice tests ensure that MBTI can help us to enhance our self cognition and improve our work performance. It is the guarantee for MBTI to play the best role to follow the guidance and usage criterion of the certified surveyor. The promotion of MBTI from top to bottom and the application value of MBTI in combination with practical work are a practical way to use MBTI in staff training.

Human resource management: would you like to talk specifically about how to use MBTI to coordinate and promote cooperation between teams and departments so as to enhance productivity and cohesion?

Zhu Decheng: let's give an example of the company's internal support department. We have a customer financial department (including finance, forensic and IT) nearly two years "internal customer satisfaction" survey is always hit the lowest score, one of them from the company Top Sales "blood and tears" mail has attracted high-level attention. I worked very hard to run down a list and go to your finance department to reimburse the travel expenses. You not only don't understand my hard work, but also have a very tough attitude. Let me fill out the new version of reimbursement list. Can't you help me fill in it?! do you know how hard it is for me to run down a client? You are all raised by us! And last time, the legal department, our company's big customers are having trouble signing the contract. After you finish the contract, you throw me a sentence, "how do you talk about this contract clause? It's totally unreasonable, we can't approve it!" I've been angry with customers all day, and I'm going to get angry with you again! I tell you, you mess with me again!

So the company's HR has found us, hoping that we can improve the service level of the financial department and do internal support work well. So we designed the "internal customer service" consulting project, in which we used the MBTI tool in the training section.

Let's take a look at the financial work. They have to face up to their superiors, subordinates, peers, and other departments within the company, and so on. The typical impression of the financial department is that it is rigorous, realistic, detail oriented and logical. Let's see if these characteristics are related to "people". Yes, this is due to their personality traits. If we want to serve well, what characteristics do we need? It must be "understanding, initiative, enthusiasm and so on." This is precisely the lack of the overall character of the financial sector. Therefore, the application point of MBTI came, and the steps of training were clear.

Through MBTI, we first need to help financial personnel realize what their own personality characteristics are, so that they can understand their own character characteristics and ignore the blind spots.

It helps them see that there are people in the world who are opposite to their personality.

To help them sort out the concept of "internal customer service";

Mastering the communication styles of people with different personality characteristics;

Combine MBTI and some skills of customer service to match their internal customers. In other words, it is to communicate with them in a way that customers like.

Finally, through our project, the internal satisfaction of the finance department rose to the top of the company at the end of the year. This is the remarkable result of applying MBTI. Because MBTI emphasizes that it is the first to help individuals develop, so everyone's acceptance is very high. What follows is the improvement of behavior.

Human resource management: how to use MBTI to build leadership style and enhance leadership, and how to guide the career development of leadership?

Zhu Decheng: similarly, if you want to improve your leadership, you must know where you are and where to go and how to go. At this point, you can use MBTI to understand your unique leadership style. There must be some unique advantages in this style, but at the same time there will be some blind spots you never realize. By combining MBTI with a series of content of leadership, you will see where you need to develop in every aspect. Combined with other related content we provide for leaders' career planning, your detailed development plan is presented. And this development plan is scientifically based on your personal practical operation plan, with high reliability and validity and operability.