Leadership Development Report

This report delves into the Myers-Briggs Type Indicator (MBTI) test, focusing on the ENFJ personality type. It discusses the implications of personality assessments in leadership development, critiques of the MBTI, and comparisons with other personality tests. The findings highlight the strengths and weaknesses of the ENFJ type, emphasizing its relevance in leadership roles and organizational settings.

Running head: LEADERSHIP DEVELOPMENT
Leadership Development
Name of the Student:
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Executive summary
The report will provide on the different information sectors that is based on the MBTI test that is
based on the reliability test. The notion of the different techniques has also been presented that
makes an ENFJ type of test in the discussion as well as in the personality. The discussion has
been eventually helpful in case of the discussion in the different case surrounding.

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Table of Contents
Summary of the result......................................................................................................................3
Criticism of Myers-Briggs Type Indicators.....................................................................................5
Reference.........................................................................................................................................7

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Summary of the result
The personality type of the subject is ENFJ. The four segments are being Extravert,
Intuitive, Feeling and Judging. I have fall into this category, which is primarily living an
extraordinary focused life that helps to deal with the different things. It is formerly based on the
different grounds of the feelings that will eventually help them to extract different things that are
based primarily on the personal value system. In case of the secondary mode there is a scope of
internal living that helps an individual to make the things based on their intuition.
I have fallen under this category, which is considered to be much focused in their life.
This means that the people posses excellent skills and has the ability to make them understand
and care at the same time about the different people. There is a need to find the best in me and
this will eventually help me to work for their betterment. There is a special ability that is the
manipulative power and influences them to work for their betterment (Komives and Wagner
2016).
The ENFJ has made me considered that I do not spend personal time and find myself
difficult to spend alone self time. They even have a quality that is to be reserved and they have a
strong power for the feelings. Their thoughts are often dark when they are alone and in utmost
cases these needs to be avoided.
There is another side of the test ENFJ is that I am almost reserved. I do not have strong
belief assertions that are mostly to be refrained from the expressions. Whereas, on the other
hand, the people are succinct and acts very clear to their way of the expression of the different

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opinions (Tananchai 2017). I am this type of people is loved by almost all people and is often
well organized in nature. This often can be concluded, that the I perform different good positions
that is required to be dealt with.
Assumptions have been made that any individual can make different good decisions that
are primarily based on the decisions of the different people. There is a need for a good judgment
people and I am that primarily based on the different rules that have values that needs proper
understanding. There is always a need for the different understanding of the situations that even
when they fail helps to build the developed intuition (Rice 2015). To sum up in short it is
assumed that the I am very creative and is diverse with the different rich insights that have been
developed. Hardly, there is a competition running between the ENFJ that has the caring and the
giving attitude.
Summing up the results it can be concluded that I am having the ENFJ has highlighted
best performances that needs to be managed in their field and shows relevant potentials in their
leadership and as their good leader. There are different strengths and weaknesses that have
reflected a development on the best handling power of the people in any situation. Hence, it
reflects that there is a need to become a good leader.

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The result of my test
Criticism of Myers-Briggs Type Indicators
The Myers-Briggs Type Indicators commonly known as the MBIT that is a
personality test tool that has been used widely in order to determine a person’s
personality("HumanMetrics - online relationships, personality and entrepreneur tests, personal
solution center", 2017). In this case, an individual has to answer the different 93 choice questions
that will eventually be explained in the course of the report. There are the four dichotomies that
have been used as a tool and there are the all sixteen different types that are put together in the
four parts. Four parts that will eventually be discussed in the initial portion of these dichotomies.
The results hat I have received will be explained in the case below. The Myers-Briggs Type
Indicators (MBIT) has recognized 16 different types of the personality test that has four different
dimensions and includes the different aspects of one’s personality. It is mostly introversion vs.
extroversion, perception vs. judgment, feelings vs. thinking and intuition vs. sensing (Gurdjian,
Halbeisen and Lane 2014).
Is it widely used and by whom?

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The different certified consultants use this test and their publishers even use it. This has
been largely used by the corporations and the organizations that include 89 of the Fortune of the
100 Companies (McCleskey 2014).
What do experts say about the MBIT test?
Many scholars have criticized the different merits of the MBIT. Mostly Costa and
McCrae did the different properties of the psychometric analysis and points out the different
limitations of the test (Rashid and Duys 2015). The Mattare drew the attention in order to gain a
high degree in the skepticism research of the MBTI. This is primarily due to the misuse and the
overuse of the test. An argument has overcome some of the shortcomings that have made a
standalone measurement.
What other similar tests are used?
There are other different tests as well when in comparison to the NEO-PI on the different
five factor models that has been greatly used and is known as the Big Five (Pearson and
DeFrank-Cole 2017). The NEO-PI is mostly used in the different academic literatures whereas in
case of the MBIT it is used in the team oriented and business settings. In most of the academic
cases, NEO-PI has always been preferred over the MBIT. As both the researches, show an
overlapping consistency there is a need for both the tests that is the NEO-PI and the MBIT.
Through this ENFJ, the people can easily deal with the different situations and provide a great
motivational power to the different followers.
This test is eventually made on the basis of the true leadership quality that needs the
productivity and the growth of the organization. The MBIT test is based on the purpose of the
report that has different critiques and is not accurate on the matter for different views. This type

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is widely used and has been preferred by the different organizations in the world wide (Furnham
and Crump 2015).

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Reference
Furnham, A. and Crump, J., 2015. The Myers-Briggs Type Indicator (MBTI) and Promotion at
Work. Psychology, 6(12), p.1510.
Gurdjian, P., Halbeisen, T. and Lane, K., 2014. Why leadership-development programs
fail. McKinsey Quarterly, 1(1), pp.121-126.
HumanMetrics - online relationships, personality and entrepreneur tests, personal solution center.
(2017). Humanmetrics.com. Retrieved 14 August 2017, from http://www.humanmetrics.com/
Komives, S.R. and Wagner, W.E., 2016. Leadership for a better world: Understanding the
social change model of leadership development. John Wiley & Sons.
McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and leadership
development. Journal of Business Studies Quarterly, 5(4), p.117.
Pearson, N.G. and DeFrank-Cole, L., 2017. Who is Taking our Classes? A Single-Institution
Study of Leadership Student Personality Types. Journal of Leadership Education, 16(3).
Rashid, G.J. and Duys, D.K., 2015. Counselor Cognitive Complexity: Correlating and
Comparing the Myers–Briggs Type Indicator With the Role Category Questionnaire. Journal of
Employment Counseling, 52(2), pp.77-86.
Rice, J.W., 2015. Using Myers-Briggs Personality Type Indicators to Predict High School
Student Performance in an Educational Video Game. University of North Texas.

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Tananchai, A. 2017. The Personality of Students Studying the Social Etiquette and Personality
Development Course by Myers Briggs Type Indicators (MBTI) Theory. AJE, 3(2).