What Managers Get Wrong – Myers-Briggs Type Indicator for Great Teams

What managers get wrong about developing and using talent correctly, is not utilizing the Myers Briggs Type Indicator to bring out the absolute best in each individual. Educators, HR managers, and corporate recruiters have moved away from evaluating people’s innate nature and DNA-level talents in favor of surface-level assessments like the DiSC profile and StrengthsFinder (now called CliftonStrengths).

Speaking with certified MBTI individuals has shed some light on what’s happened in the last decade. MBTI is deemed too complex and requires a deeper discussion about psychology, temperament, and sometimes abstract concepts to fully wrap your head around its application to the business world. Thus, management has implemented broader assessments to get a general consensus about individuals. I would argue most assessments today are simply MBTI-lite and have poached the best concepts of it to make it more digestible to the masses.

Understanding MBTI was a radical shift in my understanding of team dynamics, communication, and individual values. I realized that the reason we have conflict in our work environments can be traced back to PERSONALITY TYPE, rather than our current go-to’s which are blaming intelligence, work ethic, or motivation. This does not address the underlying problem, thus managers are unable to solve inter-office disputes.

Undeniably, people have different innate abilities that make them better suited for certain roles and careers. They also have different ways of communicating and interpreting information. In previous articles I discussed how communication, the centerpiece for all workplace conflict, is largely based on MBTI type over anything else. In subsequent videos and articles, I will address in further detail the ways managers can use “typing” to get the absolute best out of their team.

Please do take a look at some of these YT channels that truly influenced me and my understanding of myself and others. You will find something here that you like.

Love Who


Frank James


To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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Working with a recruiter or staffing firm

Working with a staffing firm?

Working with a staffing firm or a recruiter is an added advantage for a job seeker in ANY market. There will always be those who choose to apply directly to a company’s careers page, and those that leverage their internal network to find a new job.

However, there shouldn’t be any hesitancy to also using a staffing firm or executive recruiter in your job search.

Staffing firms all operate pretty much the same way, and cover nearly every possible job sector you can imagine (government, IT, marketing, accounting, defense, sales, law, etc). A firm will reach an agreement with a company to use them to fill all or some of their open positions. Typically this is because they are currently either too busy to work on a particular role, or struggling to fill on their own. The added advantage for a company is that they can make use of contractors this way, instead of hiring them directly.

A good agency will have a wide variety of clients within a certain city or market, giving them access to more jobs in which they are tasked to fill. For a candidate, this is exactly who you want to be working with to find a job.

Staffing firms typically have a relationship with the hiring manager– that is– the person who MAKES ALL THE HIRING DECISIONS. If you could work with someone who would get your resume in front of their face, wouldn’t you want that? That’s the advantage of working with a recruiter or a staffing firm. No longer does your resume have to sit in a huge dusty pile of LinkedIn or Indeed applicants and go overlooked. It goes right TO the manager.

At the same time, you are doing your own search and talking to your network to aid in the search. I always tell my candidates to cast a wide net for yourself when you are in the job hunt. An agency is just another tool to use so you aren’t alone in your job search.

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