Most people think they know what their personality is like. If you ask someone at a cocktail party what is their personality type, they are very likely to reply with a four-letter acronym such as ISFP, INTJ or ENTP. These letters are based on the widely popular Myers-Briggs Type Indicator (MBTI).

The notion that human beings have different personality types or preferences comes from the work of Swiss psychiatrist Carl G. Jung. In 1921, Jung postulated that what appears to be random behavior is actually the result of differences in the way people prefer to use their mental capacities. When it comes to mental functions for example, some people prefer to take in information, i.e. perceiving, whereas other people tend organize the information and make conclusions, i.e. judging. Jung also observed that some people are more energized by the external world (extraversion), while others are more energized by the internal one (introversion).

Building on Jung’s ideas, Isabel Briggs Myers and her mother Katharine Cook Briggs developed the MBTI personality inventory. In addition to Perceiving (P) vs. Judging (J) and Extraversion (E) vs. Introversion (I), Myers and Briggs considered two additional personality dimensions. In relation to information processing, they called preference to focus on the basic information taken Sensing (S), and referred to preference to interpret and add meaning as Intuition (N). When making decisions, inclination to consider logic and consistency was labelled Thinking (T), whereas a penchant for considering people and special circumstances was called Feeling (F).

While the Myers-Briggs personality type intuitively makes sense and is taken by more than two million people annually, it does have some major flaws. To start with, it is a purely theoretical test that is based on little data. Moreover, it is neither reliable (it doesn’t produce the same results when taken over time), valid (it doesn’t predict any outcomes that really matter), nor comprehensive (it doesn’t measure all aspects of personality). So what other assessments are out there that can help you better understand your own personality?

A couple of years ago, I got introduced to the Birkman Method, and this week I completed the certification in this complex personality assessment. The method was developed by Dr. Roger Birkman in the 1950’s. Birkman started studying individual differences in behavior and perception while he was a B-17 bomber pilot and pilot instructor for the U.S. Air Force during World War II. He noticed that visual and interpersonal misperceptions affected pilots’ performances. Based on empirical data from his observations and interviews, Birkman then developed a unique method of assessment that measures the human characteristics affecting perceptions, behaviors, and motivations. The flagrant difference between it and the Myers Briggs is that the Birkman Method is empirically based and proven to be valid and reliable.

So what does the Birkman Method measure? First, it measures “usual behavior,” which refers to our behavior when we are at our best. But the main difference between this and other assessments is that it goes beyond the visible behaviors and digs into the hidden parts of our personality by measuring our “needs,” which are our motivations and expectations from others and from the world. When these needs are met, we show up in the world in our best behavior. However, when these needs are not met, we show the world our “stress behavior” or negative reactions. Moreover, the test also measures our interests, or the activities and roles that we enjoy.

Given the depth of the information provided, the Birkman Method is much more useful for work-related issues such as leadership behaviors, conflict resolution, hiring and selection decisions, and differences between individuals and groups. In future blogs, I will discuss the various aspects of the assessment in more details and share with you examples from my own report.

Putting it All Together

The most popular method for personality assessment- the Myers Briggs Type Indicator- is significantly flawed. A much more robust measure is the Birkman Method which is a valid, reliable and empirically-based method that measures usual behaviors, hidden needs, stress behaviors and individual interests.

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Dr. Amer Kaissi is a Professional Speaker, Executive Coach and an expert on Leadership, Humility & Ambition, Assuming Positive Intent, Psychological Safety & Accountability, Growth Mindsets & Resilience.