Myers Briggs Type Indicator (MBTI)

Myers Briggs Type Indicator (MBTI) Personality Development Tool 

What is MBTI?

The MBTI is a simple yet highly versatile developmental tool. It helps us gain a deeper understanding of ourselves, how we interact with others & them with us & how we approach our work.

What can it be used for?

It has many different applications, including:

• Improving working relationships
• Leadership development
• Communication
• Conflict management
• Managing change
• Stress management
• Valuing diversity in working style
• Considering team & organisational culture

How does it work in UCC?

HR now has a panel of qualified MBTI practitioners, who administer MBTI online questionnaires, carry out one to one feedback sessions and when / where necessary, undertake team/group interventions.

Ordinarily it takes 10 – 15 minutes to fill in the questionnaire and following this, a one to one meeting of approximately one hour is scheduled.  HR have now introduced the use of MBTI into all Leadership Development programmes. 

The cost of the instrument at both individual & team level will be shared between HR & the local unit. Line management approval should be in place prior to initiation.  

Feedback from UCC participants included:

• ‘I learned a lot about myself and how I deal with people by doing the MBTI and …. how certain types of individuals tick in different ways. Very useful insight.’
• ‘ Found this extremely insightful and is something I'd love to do with my entire team.’
• ‘I found it very Informative how my instinctive approach can cause its own challenges.’ 

Who to contact?

Should you require further information, please discuss with your HR Business Manager & / or Anne Gannon & Mary Horgan, Staff Welfare & Development. 

Updated:  Feb.'19

EQI - Emotional Intelligence

What is Emotional Intelligence? 

It is a set of emotional & social skills.  Collectively it establishes how well we:

• Perceive & express ourselves
• Develop & maintain relationships
• Cope with challenges
• Use emotional information in an effective 

IQ assesses human intelligence but is only one type of intelligence. EQ is not about aptitude, achievement in exams, vocational interests or personality.  

• Our IQ peaks at the age of 17
• Our EQ peaks at the age of 40
• EQ is estimated to account for 27-45% of job success
• Where there is awareness & commitment to further develop areas, one can improve their EQ-i. 

One can carry out an EQ-I assessment and the report helps us to look at: 

1. how we see ourselves (self-perception)
2. how we express ourselves (self-expression)
3. how we deal with stress (stress management)
4. our relationships (interpersonal)
5. our decision making 

An EQ-I assessment drills deeper under each of these five main themes & this is where we get the real value.  At the end it looks at the overall theme of ‘Wellbeing’. This indicates our emotional health & wellbeing – how satisfied, content we are, the ability to be able to enjoy life – both in and outside of work. 

If you are interested in finding out some more about EQ-I & carrying out an assessment following by one to one feedback, contact either Sylvia Curran or Mary Horgan to discuss further.

Belbin

What is Belbin? 

Belbin is a way of measuring our preferred behaviour when working within a team.  A developmental tool, it heightens each person’s awareness of their behavioural strengths, develops mutual understanding of team members roles and hence use them to best effect.  

There are no right or wrong answers, and no particular Team Role is 'better' than any other.  

By using Belbin, individuals have a greater self-understanding of their strengths, which leads to more effective communication between colleagues and managers.  Great teams can be put together, existing teams can be understood and improved, and everyone can feel that they are making a difference in the workplace.

Belbin can assist in giving a unit: 

• Balanced teams based on behavioural contributions, not job titles
• Self-aware individuals who can adapt their behaviours according to the situation & business need
• The right people doing the right tasks, leading to better-performing teams
• Depersonalised team conversations, using a common language to discuss team contributions
• Informed decision-making based on fact rather than a gut-feel or hunch
• Confidence when making decisions involving people
• Insight into behavioural strengths and weaknesses that don't necessarily show up on a CV

How does it work?

The first step to finding out strengths and weaknesses is by each team member to complete the Belbin questionnaire, called the Self-Perception Inventory, and where possible, to ask them to get feedback from their colleagues.  Once these Belbin Reports have been generated, a one to one confidential feedback session with a qualified HR Belbin practitioner can take place.   From here, depending on unit requirements an anonymised feedback/analysis team session can be facilitated.

Next steps?

If you manage a team & would be interested in finding out more, please contact Training & Development, ext. 3591.