The Myers-Briggs Type Indicator® (MBTI) is a preference indicator program created by Katherine Briggs and Isabel Briggs Myers in the 1950?s. It is a self-report instrument, which reveals personal preferences for making decisions, source of energy, focus and orientation to the outer world. An individual?s preferences are reported: extraverted-introverted, thinking-feeling, sensing-intuition and, a fourth preference, judging-perceiving. This fourth preference was added by Briggs and Briggs Myers, and is unique to MBTI. MBTI does not measure competence, intelligence, satisfaction, or skill.
The MBTI system is based largely upon C.G. Jung?s theory of personality type, with some exceptions. It identifies 16 ?types? through a possible combination of preferences: E (Extraversion) or I (Introversion), T (Thinking) or F (Feeling), S (Sensation) or N (Intuition), J (Judging) or P (Perceiving), e.g., ENFP.
Information is printed for the 16 types, but is restricted to 16 types only.
MBTI has been available for 50 years and has been widely used and adopted as a means of identifying different personality types. Programs which address specific interpersonal issues in the workplace have not been developed by MBTI, rather are custom-designed and delivered by accredited MBTI practitioners. This additional development time can make the process more protracted and lead to additional expense.

Correlations between Insights & MBTI:
The 16 MBTI ?types? correlate with Insights 4 Colour Quadrants and 16 Types, as follows:


Benefits of Insights vs. MBTI:

Insights profiles are more highly customized to the individual than MBTI.
The language used in the Insights program is simple to ensure better recall and accessibility to a wide variety of clients.
Group ratings indicate a 95% accuracy rate for Insights reports due, in part, to the high level of customized content.

MBTI is more prescriptive and doesn?t take intensity of preferences into account. With Insights, there is an appreciation for the ?shades? or degrees of preference, which exist in each individual.
MBTI speaks of only 16 types, while Insights identifies 72 types and provides detail that defines differences in far more specific terms, so nuances of difference are evident between individuals who fall into the same position on the Insights wheel.
Insights profile content provides information on preferences and individual needs. This ensures that each individual receives direction for personal development action planning as well as insights that will equip them with new interpersonal strategies, enabling them to work more effectively with teammates following the learning experience.
Insights can be a more cost-effective program than MBTI.
Insights learning can be immediately applied by workshop participants, and can be used with peers who have been through the program, as readily as peers and partners who have not.
There are several Insights programs that have been developed for immediate implementation: team building, sales effectiveness, leadership development, etc. Following a needs analysis, program content is customized to meet client?s objectives and can be delivered simultaneously to a large group of people in one location or to many offices across North America. Insights practitioners will ensure that program content and learning