According to Myer-Briggs Type test, the INTP personality category is significantly rare and only makes about 3 percent of world’s population. INTPs are analytic and creative leaders, and they have a unique perspective and dynamic intelligence. Their personality is usually easy going nature until their principles are violated, after that they may become blunt and inflexible. The fears of INTPs include the sense of awaiting failure in organisational goals. Generally, they are good leader in careers such as psychology, architecture or professor. There have been numerous scientific discoveries by INTP personality peoples (INTP 2017).
Effects on Leadership Skills
INTP personality peoples prefer to second guess their leadership decisions. They believe there decisions could have several alternate solutions for one conclusion and it is possible that critical data could be missing from the solution. In the case of a debate, the INTPs convince themselves along with their employees. The INTP personalities are entirely different from INTJ personalities because INTJs are considerably more confident in their acts and capabilities as a leader, compared to INTPs. The leadership analysis of INTP personality includes introverted planning, extroverted instinct, introverted recognising and extroverted feeling (Humanmetrics 2017).
The INTPs might appear to be undependable to become leader but in reality, they are significantly passionate and capable of recognising a problem in the organisation. As a leader they consider various aspects and details that include the issue and develop a solution for such problem. The mathematics is the playground for INTP personalities, including languages, computer programs, and other complex structures. As a leader the INTPs prefer to recognise, discover, master and manipulate systems that can surpass the ideas of their personalities (Vernon 2014).
According to Myer-Briggs Type test, the most suitable technical leadership jobs profiles for an INTP personality include computer science, software engineering, technology teaching, mechanics and automotive repairing. The social service jobs for INTP character include legal services and librarian. As a leader they do not prefer practical, daily activities and maintenance, but they expend all of their time and energy in developing a solution, once they find the organisation where they could express their potential and intellect (Myersbriggs 2017).
The test questions covered internal and external factors ascertaining the leadership quality of a person. Various traits and features suggested by the personality test matches my personality. The test did not predict my entire personality instead it matched few of my personality features. Those features include logical intelligence, unique perspective leadership, creativity and easy going nature. But certain factors, such as interest in mathematics, computer science, low confidence in leadership planning and not preferring practical activities, did not reflect my character. The Myer-Briggs Type test has the ability to evaluate several personalities of a leader but it is not based on a perfect science.
Criticism of MBTI Test
Myer-Briggs Type test is considered to be most broadly used personality test in the world. More than 2 million people take this test annually, for various human resource department, managerial posts, colleges, and even government departments. The organisation that developed and markets the test makes more than $20 million each year. Many people consider that the test is not based on any scientific principles and it is not beneficial in ascertaining a leader’s personality.
According to Adam Grant, the test does not have any science behind it. Grant is working at the University of Pennsylvania as an organisational psychologist. According to him the features analysed by the test have no power of disarming person leadership or their performance in a certain situation. For example, according to the test, a person is either extrovert or introvert but there is no middle ground. The human nature did not work this way, no normal person is either 100 percent extrovert or introvert (Colbert, Judge, Choi & Wang 2012).
The test was developed in the theories given by Carl Jung in the 1940s, which were not tested or certified. Jung has warned that the personalities introduced by him are just rough tendencies that he had observed in peoples, rather than a strict science. The test is like horoscope because it used positive statements to tell people what they want to hear, such as “you have unused potential in your work”. The scientists of Indiana University have tried to evaluate the principle of Myer-Briggs test, but they decided that the test is not based on any psychological principles. Many predictions of the test have not been confirmed or they are either wrong. The result generated by the test has no evidence of being stable or that it measured anything of value in a leader (Stromberg & Caswell 2015).
Professor David J. Pittenger, who is currently dean of the college of Liberal Arts at Marshall University and an expert researcher in the field of social science statistics, has published various doubts about MBTI test. Accounting to Pittenger research, the methods for determining a leader’s personality resemble each other. There is standard error of measurement between various personalities of Myer-Briggs Type test because it just states the features of a leader’s personality without criticising them. There is no evidence which shows that there is a positive relation between MBTI type test and success in a leadership (Post 2010).
After the downfall of Myer-Briggs type test in 2014, several other personality tests are used by the organisations for evaluation of personalities of their employees. Some popular alternatives include Big Five, Predictive Index (PI), and Traitify. Big five is focused on a more binary approach to evaluating the degree of relative strengths of a leader. Unlike Myer-Briggs, the Big five evaluate the person based on depression, anxiety, and anger. The Predictive Index test is specially designed for a business structure. The test evaluates the supremacy, sociability, patience, and formality of a leader. The organisations could use various tests in order to ascertain the qualities of a candidate. The results of personality test are not significantly liable since the personalities of peoples change according to different situations (Pittenger 2005).
Colbert, A. E., Judge, T. A., Choi, D., & Wang, G. (2012). Assessing the trait theory of leadership using self and observer ratings of personality: The mediating role of contributions to group success. The Leadership Quarterly, 23(4), 670-685.
INTP Personality (“The Logician”) | 16Personalities. (2017). 16Personalities. Retrieved 14 August 2017, from https://www.16personalities.com/intp-personality
Leverage Your Personality Type. (2017). Manaagement. Retrieved 14 August 2017, from https://www.humanmetrics.com/personality/intp-type?EI=-44&SN=-9&TF=6&JP=-19
Myersbriggs. (2017). The Myers & Briggs Foundation. Retrieved 14 August 2017, from https://www.myersbriggs.org/my-mbti-personality-type/
Post, J. M. (Ed.). (2010). The psychological assessment of political leaders: with profiles of Saddam Hussein and Bill Clinton. University of Michigan Press.
Stromberg, J., & Caswell, E. (2015). Watch: Why the Myers-Briggs test is totally meaningless. Vox. Retrieved 14 August 2017, from https://www.vox.com/2014/7/15/5881947/myers-briggs-personality-test-meaningless
Vernon, P. E. (2014). Personality Assessment (Psychology Revivals): A Critical Survey. Routledge.Pittenger, D. J. (2005). Cautionary comments regarding the Myers-Briggs Type Indicator. Consulting Psychology Journal: Practice and Research, 57(3), 210.