Disc MBTI Merged

OVERVIEW OF THE DiSC STYLES ®
EVERYTHING
WORKPLACE ®
DOMINANCE INFLUENCE
Priorities: getting immediate results, Priorities: expressing enthusiasm,
taking action, challenging self Active taking action, encouraging
and others collaboration
Fast-paced
Motivated by: power and authority, Assertive Motivated by: social recognition, group
competition, winning, success Dynamic activities, friendly relationships
Bold
Fears: loss of control, being taken Fears: social rejection, disapproval,
advantage of, vulnerability loss of influence, being ignored
You will notice: self-confidence, You will notice: charm, enthusiasm,

directness, forcefulness, sociability, optimism,
risk-taking talkativeness
Limitations: lack of concern Limitations: impulsiveness,

for others, impatience, disorganization, lack of
D i
insensitivity follow-through
Questioning Accepting
Logic-focused People-focused
Objective Empathizing
Skeptical Receptive
C S
Challenging Agreeable
Priorities: ensuring accuracy, Priorities: giving support,

maintaining stability, maintaining stability,
challenging assumptions enjoying collaboration
Motivated by: opportunities to use Motivated by: stable environments,

expertise or gain knowledge, attention sincere appreciation, cooperation,
to quality opportunities to help
Fears: criticism, slipshod methods, Fears: loss of stability, change, loss of

being wrong harmony, offending others
Thoughtful
You will notice: precision, analysis, Moderate-paced You will notice: patience, team player, calm
skepticism, reserve, quiet Calm approach, good listener, humility
Methodical
Limitations: overly critical, Careful Limitations: overly accommodating,
tendency to overanalyze, tendency to avoid change,
isolates self indecisiveness
CONSCIENTIOUSNESS STEADINESS
©2012 John Wiley & Sons, Inc. All rights reserved. Reproduction approved when used in conjuction with Everything DiSC Workplace®.
How To Use The DISC To Be More Effective Every Day
High D’s - Dominance

How You Can Spot Them: What They Want From Others:
How They Talk: What They Do: High D’s like others to be direct, straightforward, and open
• Ask What Questions • Task Focus, Results Oriented to their need for results
• Tells vs. Asks • Impatient You Should Try To: Be Ready For:
• Communicate briefly/to the
• Talks More Than Listens • Direct, Forceful • Blunt/demanding approach
point
• Respect their need for
• Go Right to The Issue • Willing to Get in Trouble • Lack of empathy
autonomy
• Be clear about rules/
• May Be Pushy, Even Rude • Time Conscious • Lack of sensitivity
expectations
• Fast Speech • Good Eye Contact • Let them take the lead • Little social interaction
• Authoritative Tone of Control • History of Achievement • Show your competence
• Use Acronyms, Short Sentences• Can Rely on Gut Feelings • Stick to the topic
• Open w/ Opinions • Maverick • Show independence
How To Manage Your High D’s
You Can Help Them Learn: They May Want From You/ Your Organization:
• Identifying with others • Ways to pace themselves • Power and authority • Results
• Empathy for others • Relaxing • A promotion • To know the bottom line
• More logic, less gut • To be approachable • Prestige • Freedom from details
• Listening skills • Complimenting others • Big challenges • Direct answers
• To “soften” body language • To ask more questions • Authority to make changes • Flexibility
High I’s - Influence

How They Talk: What They Do: High I’s like others to be friendly, emotionally honest,
• Ask who questions • Animated and recognize the I’s contributions
• Tell vs. ask • Lots of facial expression You Should Try To: Be Ready For:
• Make small talk • Spontaneous • Approach them informally • Attempts to persuade/influence
• Go off on tangents • Laugh out loud • Be relaxed and sociable • Need for the spotlight
• Use stories or anecdotes • Stylish dress • Let them tell you how they feel • Over-estimates self/others
• Faster speech • Shorter attention span • Keep the conversation light • Over-selling ideas
• Express their feelings • Warm • Provide written details • Vulnerable to feeling rejected
• Share personal emotions • May approach you closely • Give public recognition
• Exaggerate • Use humor
How To Manage Your High I’s
• More control of time • Organization • Popularity • Casual warm relationships
• Objectivity • Sense of urgency • Visible rewards • Freedom from details
• Emphasis on clear results • Analysis of data • Public recognition • Approval And friendliness
Manager Tools
http://www.manager-tools.com
How To Use The DISC To Be More Effective Every Day
High S’s – Steadiness

How They Talk: What They Do: High S’s like others to be relaxed, agreeable, and
• Make small talk • Photos of relationships out cooperative, and to show appreciation
• Ask how questions • Consult others You Should Try To: Be Ready For:
• Ask vs. Tell • Friendly functional work area • Be logical and systematic • Friendly approach to others
• Listen more than talk • Casual relaxed walk • Provide a secure environment • Resistance to change
• Slow, steady delivery • Patient, tolerant • Tell them about change early • Difficulty prioritizing
• Reserved w/ opinions • Service oriented • Use sincere appreciation • Difficulty with deadlines
• Lower volume • Embarrassed by recognition • Show how they’re important
• Warmth in voice • Subdued clothing • Let them go slow into change
• Use first names
How To Manage Your High S’s
• Openness to change • Short cut methods • Status quo • Security
• Self-affirmation • Effective presentation skills • Private appreciation • Time to adjust to changes
• How to make their • Believing their successes are • Happy, calm relationships • Listening
accomplishments known worthwhile • Standard procedures • Sincerity
High C’s – Conscientious

How They Talk: What They Do: High C’s like others to minimize socializing, and give
• Ask Why questions • Focus on task and process details; they value accuracy and attention to detail
• Ask vs. tell • Orderly You Should Try To: Be Ready For:
• Listen more than talk • Meticulous • Give clear expectations/
• Discomfort with ambiguity
deadlines
• Not a lot of reaction • Precise, accurate • Show dependability • Resistance to vague information
• Slower speech • “Sterile” work area • Show loyalty • Desire to double check
• Lower volume • Time conscious • Little need to be w/ others
• Be tactful and reserved
people
• Prefer to talk vs. writing • Hard to read • Honor precedents
• Get to point but like to talk • Diplomatic • Be precise and focused
• Precise, detailed speech • Want to be right • Value high standards
How To Manage Your High C’s
• Tolerance of conflict • Acceptance of others’ ideas • Clear expectations • No sudden changes
• To ask for support • Tolerance of ambiguity • Limited exposure • Personal autonomy
• Group participation skills • Acceptance of their limits • Business-like environment • Chance to show expertise
• References & verification • Attention to their objectives
Manager Tools
http://www.manager-tools.com
Everything DiSC®
Activity Book
Created by www.DiSCProfile.com
DiSC® is a registered trademark of Everything DiSC, a Wiley Brand.

Table of Contents
DiSC Word Clouds 1
DiSC Profiles Quiz #1 3
Everything DiSC Maze 6
DiSC haikus 7
DiSC Profiles Quiz #2 8
Everything DiSC Knowledge Crossword 11
Everything DiSC Leadership Quiz 12
DiSC Word Searches 14
How well do you know the 8 DiSC measurement scales? 16
Productive Conflict Match 24
Answer Key 26
Looking for even more DiSC fun? 30
Let’s get going with

Everything DiSC®!
Courtesy of www.DiSCProfile.com. Created and distributed by Personality Profile Solutions, LLC.

DiSC® and Everything DiSC® are registered trademarks of John Wiley & Sons, Inc.
DiSC Word Clouds
Not every cloud is a dark one.

Can you tell which of these represents a D, i, S, or C style?
Which one are you?
(Answers on page 25)
quality
conscientiously
D DIPLOMATIC reserved reflective FACTS
COMPETENCY
correctness
challenging
OVERANALYZING
formal
i unemotional logic
S
objective
isolating
analytical tactful
BEST accomplishments Perfectionist
expertise evidence DEPENDABLE analyze
C
objective
DETAILS
factual
careful knowledge
standards
TRUSTWORTHY
stability
systematic options METHODICAL
accuracy competent cautious
predictable
reasoning
rational
logical
personal CLEAR
practitioner
overcritical
accurate GROWTH
effective
accepting
CREATIVE
SUCCESS FIRM
DIRECT
DEVELOPER winning
FOCUS
BOTTOM LINE ACHIEVING determined
FORCEFUL outspoken IMMEDIATE independent
D
i
SOLUTIONS SKEPTICAL
STRONG-WILLED
control RESULTS RISK-TAKING

results-orientedimpatience
ACCOMPLISHMENTS
S
C DECISIVE
COMPETIVE
IMMEDIATELY STRONG-WILLED
PRIORITIZES CHALLENGE INSPIRATIONAL
THINGS personal
ACTION
straightforward
BOTTOM LINE
PRACTICAL no-nonsense
FAST-PACED BOLD action-oriented
BLUNT
self-confident
questioning
freedom
GOALS
business DRIVEN SWIFT
like
ASSERTIVE
CONCRETE

DiSC® and Everything DiSC® are registered trademarks of John Wiley & Sons, Inc. 1
DiSC Word Clouds (continued)
intuition
outspoken
persuasive
Persuader
friendly
lively
appraiser
democratic
friendship
spontaneous
fun
opinions
counseling
optimistic Counselor
flair
D opinionated feel high-energy collaboration
feelings warm fast-paced symbols
enthusiastic
impulsive
interpersonal happiness
i
relationships
coaching social group ACTION Promoter
willingness
S STATUS TRUST
recognition
C popularity positive convincing prestige
expressive accepting
EAGER
magnetic
excitement exciting
considerate
influence ideas open
innovation
inspired
activities
sociable upbeat trusting
concrete
cooperation collaboration
loyalty
indecisive
informal
appease roles cautious open patient
thoughtful empathetic stable polite
D
accomplishments
sincere courteous
interested
support
appreciation
genuine
i dependable consistent
stability warm predictable
accomodating
S
acceptance calm
genuine
sincerity
C
relationships
trust

DiSC Profiles Quiz #1
1. If selling to C-styles, you should remember to

a. Quickly lay out your main points.
b. Provide them assurances your product is reliable.
c. Provide lots of objective information.
d. Create a friendly atmosphere to get to know them.
2. When MANAGING an S-style you should

a. Give clear directions that address methods and logics.
b. Give them challenging projects that have an impact on the bottom line.
c. Let them know their ideas are being heard.
d. Give clear guidance and time to complete tasks.
3. A C-style is described as
a. Warm
b. Strong-willed
c. Predictable
d. Diplomatic
4. The best way to recognize and reward a D-style is to

a. Meet regularly with them to assure they are meeting your expectations.
b. Put them in the spotlight and provide opportunities to network.
c. Compliment their performance and expertise.
d. Step back and give them more autonomy
5. An i-style VALUES
a. Loyalty
b. Quality
c. Freedom of expression

d. Concrete results

DiSC Profiles Quiz #1 (Continued)
6. An i-style’s GOAL is
a. Correctness
b. Popularity
c. Group acceptance

d. Independence
7. An S-style needs others who

a. Weigh pros and cons
b. Remain calm
c. Help prioritize work
d. Concentrate on the task
8. An i-style is LIMITED by
a. Being impulsive
b. Being indecisive
c. Lack of concern for others
d. Being over critical
9. A D-style FEARS
a. Offending others
b. Being ignored
c. Being taken advantage of
d. Being wrong
10. A C-style PRIORITIZES

a. Giving support
b. Ensuring accuracy
c. Taking action
d. Accepting challenge

11. When working through a conflict situation with an S-style, you should
a. Avoid being impatient or lashing out emotionally.
b. Let them verbalize their thoughts and feelings.
c. Stick to the facts and avoid hot buttons.
d. Take a more diplomatic and patient approach.
12. A D-style is MOTIVATED by

a. Winning
b. Quality work

c. Cooperation
d. Relationships

Everything DiSC Maze (Answers on page 27)
Challenge yourself to discover Everything DiSC!
HELLO
my need is
Ch al le ng e
www.everythingDiSC.com

DiSC haikus
Haiku poems consist of 3 lines. The first and last lines of a Haiku have
5 syllables and the middle line has 7. Try writing some of your own and share
them on the DiSCProfiles.com Facebook page.
Details, facts, reason;

Let’s get to the point right now.
That’s a C-style, dude. Haikus for the holidays
Can you tell which preference is being
Winning, that’s my goal. written about?
Decisive, bold, and daring.
Oh yeah, I’m a D. It’s the holidays:
Budgets first, presents after.
We are two C-styles. Optimize giving.
Vacation photos include
Almost no people. Tradition, family,
Friends, caroling, snow, cookies,
I do it with flair. Showing affection.
And so hate to be ignored.
Yes, I’m an i style. Parties, food, and drink.
I love the colors and sounds.
Apples to Apples : Let’s get together.
Influencers prefer it
over chess or RISK. Gifts denote status.
Name brands, high-end, quality.
Dominance is not I give the best stuff.
about always winning games
but mostly it is.
Conflict is not good.

I’m helpful and supportive.
The S is sincere. Write one of your own.

DiSC Profiles Quiz #2
1. If you’re in conflict with a D-style personality you’ll do best to

a. follow up to make sure that the issue is actually resolved
b. support your position with logic and facts
c. let the person know you respect their feelings
d. avoid taking their blunt approach personally
2. The best way to recognize and reward an i-style is to

a. give them more autonomy
b. give them a development opportunity that lets them network with others
c. regular warm and sincere praise
d. compliment their performance privately
3. A person with an S-style tends to need others who

a. develop systematic approaches
b. recognize the needs of others
c. initiate changes in roles on a team
d. listen rather than talk
4. Is it normal for your DiSC style to change over time?

a. No.
b. Yes, if you change jobs.

c. Yes.
d. Yes, but only after a few years or a significant life event.
5. When selling a product or an idea to a person with an i-style, you might need
to
a. discuss exciting new possibilities and share personal anecdotes
b. givehim or her time to get comfortable with a decision and provide
assurances of support
c. offer proof of your claims and demonstrate your competence
d. refrain
from asking unnecessary questions and be direct when asking for
a commitment

6. A person with an S-style is most often motivated by

a. competition and success
b. social recognition
c. opportunities to help and sincere appreciation
d. opportunities to gain knowledge
7. William Mouton Marston, author of Emotions of Normal People and the

psychologist responsible for the initial DISC model, is the source of the
following quote:
a. Most of us actually stifle enough good impulses during the course of a
day to change the current of our lives.
b. Every crisis offers you extra desired power.
c. Not even girls want to be girls so long as our feminine archetype lacks
force, strength and power. Not wanting to be girls, they don’t want to
be tender, submissive, peace-loving as good women are. Women’s
strong qualities have become despised because of their weakness. The
obvious remedy is to create a feminine character with all the strength of
Superman plus all the allure of a good and beautiful woman.
d. Realize what you really want. It stops you from chasing butterflies and
puts you to work digging gold.
e. All of the above.
8. People with a C-style may be limited by

a. a need to win or be the best
b. being overly accommodating
c. over-analyzing problems or situations
d. a lack of follow-through

9. If you work for a D-style boss and want to get buy-in on your idea, you will
get better results by
a. avoiding pushing them to move too quickly and by being ready to
provide all the facts and data you have.
b. avoiding the implication that your way is the only way and projecting
enthusiasm for your proposal
c. projecting confidence and emphasizing concrete results he or she can
expect
d. laying out your plan step-by-step and avoiding too much focus on the
bottom-line results
10. Can someone be better qualified for a job because of their profile?
a. No. The association between an occupation and a given DiSC style is
modest at best.
b. Sure, for example people with the C-style make the best teachers.
c. Yes, DiSC is often used for hiring and placement decisions.
d. Yes. Leaders and executives are often Ds.

Everything DiSC Knowledge Crossword
ACROSS
7. A person scoring high on the DiSC scale
for Influence will easily show ___ and be
optimistic.
8. When people-reading using DiSC, de-
cide if someone is fast-paced and outspo-
ken or ___ and reflective.
9. The person with D priorities will be ___,
blunt, firm and fast-paced.
12. The C-style person is probably very
thoughtful, logical and ___.
15. The i-style person is expressive and
___, loving to be around people.
16. There are no ___ or wrong answers on
the DiSC assessment.
DOWN
1. The priorities for the S-style are ___,
collaboration, and stability. They will be
there for you.
2. The DISC model was created by William
Moulton ___.
3. It’s important to know how close to the
edge or to the center of the circle your ___
is located.
4. The preferred leadership style of the S
is Inclusive, ___, or Affirming.
5. The D style is focused on getting ___
and can be impatient.
6. The S-style is very ___ with others,
giving them all the time they need.
10. If you want to communicate better with
your customers, you’ll want to take the
Everything DiSC ___ profile.
11. When people-reading using DiSC,
determine if someone is questioning and
skeptical or ___ and accepting.
13. The C-style values ___ more than the
other styles. It’s important for them to be
correct.
14. If you’re interested in leadership devel-
opment you’ll want to use the Everything
DiSC ___ of Leaders profile.

Everything DiSC Leadership Quiz
1. Everything DiSC® Work of Leaders provides a three-step process. Which

one of the following is not part of the process?
a. Strategy
b. Execution
c. Vision
d. Alignment
2. A Di leader has the following as one of their top leadership priorities:

a. Resolute
b. Pioneering
c. Inclusive
d. Humble
3. A C Leader has the following as one of their top priorities:

a. Affirming
b. Deliberate
c. Energizing
d. Pioneering
4. In the Commanding Approach, which one listed is one of the practices?

a. Showing Enthusiasm
b. Focusing on Results
c. Showing Diplomacy
d. Communicating with Clarity
5. In the Humble Approach, which one listed is one of the practices?

a. Improving Methods
b. Being Approachable
c. Showing Modesty
d. Taking Charge

Everything DiSC Leadership Quiz (Continued)
6. Leadership is defined as what type of relationship?

a. One-to-many
b. One-to-two
c. One-to-one
d. Few-to-many
7. Everything DiSC Work of Leaders has three drivers behind Alignment.

Which one of the following is NOT a driver for Alignment?
a. Dialogue
b. Momentum
c. Inspiration
d. Clarity
8. An S Leader has the following as one of their top leadership priorities:

a. Deliberate
b. Resolute
c. Pioneering
d. Inclusive
9. Everything DiSC Work of Leaders has three drivers behind Vision. Which
one of the following is NOT a driver for Vision?
a. Dialogue
b. Exploration
c. Testing assumptions

d. Boldness
10. Which one of the following is NOT one of the eight approaches to
leadership?
a. Dialogue
b. Resolute
c. Commanding
d. Humble

DiSC Word Searches
Can you find the words DiSC reports use to characterize each preferred
style? What’s your best friend’s style?
D
Results
Challenge
Control
Bold
Skeptical
Success
Solution
Direct
Immediate
Driven
Concrete
Competition
C
Quality
Expertise
Logical
Factual
Analytical
Isolating
Objective
Systematic
Growth
Cautious
Thinker
Care

DiSC Word Searches (Continued)
i
Enthusiasm
Expressive
Relationships
Feelings
Friendly
Optimistic
Democratic
Impulsive
Willingness
Opinionated
Counseling
Persuader
S
Dependable
Stable
Cooperation
Sincere
Genuine
Loyalty
Appreciation
Security
Deliberate
Courteous
Informal

How well do you know the 8 DiSC
measurement scales?
1. Which scale does the word cloud above represent?

a. iD or DI
b. D
c. CD or DC
d. CS or SC
e. S or SI

a. C
b. i
c. Si or iS
d. S
e. SC or CS

a. D
b. C
c. S
d. CD or DC
e. CS or SC

a. Di or iD
b. CS or SC
c. C
d. S
e. DC or CD

a. Di or iD
b. i
c. D
d. C
e. iS or SI

a. DC or CD
b. D
c. C
d. S
e. SC or CS

a. Si or iS
b. i
c. S
d. iD or DI
e. D

a. SC or CS
b. i
c. Di or iD
d. iS or Si
e. S

Productive Conflict Match
1. Draw a line from the DiSC style to what each style focuses on in conflict.
D Feelings and consensus
iD
Feelings and consensus
Expression and feelings
i
S Expression and feelings
Logic and victory
SC Logic and
Justice victory
and logic
C Justice and logic

2. What traits are each style more likely to overuse?
D Passive resistance, compromise

i Restraint, rigidness
i
S Restraint, rigidness
Passion, impulsivity, outspokenness
SC Passion, impulsivity, outspokenness

Need to win, impatience, bluntness
C Need to win, impatience, bluntness
3. What are the fears of each style?

D Being taken advantage of,
appearing weak
iD Being taken
Rejection,
appearing
advantage
not
weak
of,
being heard,
disapproval
i
S Rejection, not strong
Being wrong, being heard,
displays
disapproval
of emotion
SC Being
Lettingwrong,
peoplestrong
down,displays
facing
of emotion
aggression
C Letting people down, facing
aggression

Answer Key
DiSC Word Clouds

1. Conscientiousness
2. Dominance
3. Influence
4. Steadiness
DiSC Profiles Quiz (One)

1. C - C-style customers want to be assured that they are committing to the best, so they may scrutinize
any offering for flaws or deficiencies. Have as many details and facts at your fingertips as possible.
2. D - People with the S style want to be given clear guidance and time to perform their tasks, and
they don’t want to be rushed for quick answers. Provide them with the structure they require. Offer
support by providing the information and resources they need to do their work.
3. D - A person with a C style is described as careful, cautious, systematic, diplomatic, accurate and
tactful.
4. D - People with the D style are demotivated by routine, foot dragging, and being under tight
supervision. They respond well to working independently, setting results-oriented goals, and being
praised with concrete examples of their achievements.
5. C - A person with an i style values coaching and counseling, freedom of expression and democratic
relationships.
6. B - I styles enjoy victory with flair, friendship and happiness, authority and prestige status symbols,
popularity`
7. C - A person with an S Style may be limited by being indecisive, overly accommodating with a
tendency to avoid change. Therefore they need others to help them prioritize tasks.
8. A - A person with a i style prioritizes taking action, but may be limited by being impulsive and
disorganized with a lack of follow-through.
9. C - People with the D style enjoy competition and winning. They like to feel in control of their
environment. They prioritize competency in both themselves and in others. They do not like feeling
vulnerable.
10. B - People with the C style place an emphasis on working conscientiously within existing
circumstances to ensure quality and accuracy.
11. B - A person with an S style is motivated by cooperation, and values collaboration and stability. They
are uncomfortable with confrontation and chaotic situations. People in conflict with an S-style will get
through it best by being diplomatic and patient. Avoid forceful tactics that will cause them to hide
their true feelings.
12. A - A person with a D style is motivated by winning, competition and success.

DiSC Profiles Quiz (Two)
1. d - D-styles in conflict can become competitive and headstrong. They may be less concerned about
damaging the relationship. Avoid viewing their directness as a personal attack and try to state your
points objectively without getting defensive or lashing out.
2. b - The i-style individual appreciates vibrant environments and enjoys public recognition. They are
likely to put a lot of energy into socializing and maintaining relationships.
3. c - An S-style personality may be limited by being indecisive and display a tendency to avoid change.
4. a - In general, the average person’s profile tends to stay fairly consistent over time. While you may
find small differences in your results from one time taking the assessment to the next, you’re unlikely
to experience major shifts in style. However, if it has been two years or more since you last took the
profile, we recommend taking it again to ensure the most accurate and up-to-date information. The
new adaptive testing technique used in Everything DiSC assessments has made it more accurate.
5. a - Customers with an I-style tend to be more likely to keep things moving at a fast pace, be
interested in bold or daring plans, and interested in establishing a personal connection.
6. c - People with the S style place an emphasis on cooperating with others within existing
circumstances to carry out the task.
7. All are correct. Each of these is a Marston quote.
8. c - A person with a C-style may be limited by being overcritical, overanalyzing and isolating
themselves.
9. c - D-style managers put a strong emphasis on drive and challenge, so they focus on bottom-line
results. They respond best to people who can quickly help them reach their goals.
10. a - Findings suggest that even though there are small, meaningful DiSC-based patterns within some
jobs, most occupations contain a wide range of DiSC styles. It would be a mistake to discourage
someone from becoming a mechanic because they have an i style or not consider someone for a
sales position simply because they have a CS style.
CROSSWORD

Everything DiSC Leadership Quiz
1. a
2. b
3. b
4. b
5. c
6. a
7. b
8. d
9. a
10. a
How well do you know the 8 DiSC measurement scales?

1. a. (D)
2. d (Si or iS)
3. d (CD or DC)
4. b (CS or SC)
5. b (i)
6. c (C)
7. d (Di or iD)
8. e (S)

Productive Conflict Match
1. Draw a line from the DiSC style to what each style focuses on in conflict.
D Feelings and consensus
iD Feelings and
Expression consensus
and feelings
i
S Expression and feelings
Logic and victory
SC Logic and victory

Justice and logic
C Justice and logic

2. What traits are each style more likely to overuse?
iD
Passive resistance, compromise
Restraint, rigidness
i
S Restraint, rigidness
Passion, impulsivity, outspokenness
SC Passion, impulsivity, outspokenness

C
3. What are the fears of each style?

D Being taken advantage of,
appearing weak
iD Being taken
Rejection, advantage
not
appearing weak
of,
being heard,
disapproval
i
S Rejection, not being heard,
Being wrong, strong displays
disapproval
of emotion
SC Being
Lettingwrong,
peoplestrong
down,displays
facing
of emotion
aggression
C Letting people down, facing
aggression

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MYERS-BRIGGS TYPE
INDICATOR MANUAL
Myers-Briggs Type Indicator Manual
1
WC Personality, Inc.
Perception without judgment is spineless;

judgment with no perception is blind.
Introversion lacking any extraversion is
impractical; extraversion with no
introversion is superficial.
Isabel Briggs Myers

(Myers 174)
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Table of Contents
Table of Figures………………………………………………………………………………… 4
Executive Summary…………………………………………………………………………… 5
Introduction…………………………………………………………………………………….. 6
.Member Biographies…………………………………………………………………………. 7
History……………………………………………………………………………………………. 8
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Disclaimer………………………………………………………………………………………. 9
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Format of the Test……………………………………………………………………………... 10
The Four Dichotomies………………………………………………………………………… 11
ESTJ………………………………………………………………………………………………. 15
...
ESFJ………………………………………………………………………………………………. 6 16
.……...
ISTJ………………………………………………………………………………………………... 17
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ISFJ……………………………………………………………………………………………….. 18
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ESTP………………………………………………………………………………………………. 19
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ESFP…………………………………………………………………………………………….... 20
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ISTP…………………….…………………………………………………………………………. 21
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ISFP….……………………………………………………………………………………………. 22
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ENTJ………………………………………………………………………………………………. 23
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ENTP……………………………………………………………………………………………… 24
.…………...
INTJ……………………………………………………………………………………………….. 25
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INTP………………………………………………………………………………………………. 26
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ENFJ……………………………………………………………………………………………… 27
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ENFP……………………………………………………………………………………………… 28
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INFJ………………………………………………………………………………………………. 29
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INFP……………………………………………………………………………………………..... 30
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Criticism of the MBTI…………………………………………………………………………... 31
Conclusion……………………………………………………………………………………… 32
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Works Cited…………………………………………………………………………………….. 33
Figures Cited…………………………………………………………………………………… 37
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Table of Figures
Company Employee Photographs………………………………………………………... 7

The Four Dichotomies………………………………………………………………………… 11
Type Table……….……………………………………………………………………………... 12
ESTJ Mouse……………………………………………………………………………………… 15
ESFJ Mouse……………………………………………………………………......................... 5
16
ISTJ Mouse…………………………………………………………………….......................... 17
ISFJ Mouse…………………………………………………………………….......................... 18
ESTP Mouse……………………………………………………………………………………... 19
ESFP Mouse…………………………………………………………………………………...... 20
ISTP Mouse……………………………………………………………..……........................... 6
21
ISFP Mouse………………………………………………………...……….............................. 22
ENTJ Mouse………………………………………………………...…………………………... 23
ENTP Mouse…………………………………………………………………........................... 24
INTJ Mouse………………………………………………………………................................ 25
INTP Mouse………………………………………….………………………………………….. 26
ENFJ Mouse…………………………………………………………...………………………... 27
ENFP Mouse…………………………………………………………………........................... 28
INFJ Mouse………………………………………………………….…………........................ 29
INFP Mouse……………………………………………………………..………....................... 30
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Executive Summary
Our personality plays a pivotal role in affecting our career choice, relationships, decisions, and
life itself. As individuals, many of us ponder on what makes us different from the person next to us. Isabel
Myers, creator of the Myers-Briggs Type Indicator (MBTI), was concerned for our society’s realization with
human potential—that everyone is capable of contributing something to the world. Myers also wanted
for everyone to find some rationale for the many personality differences that we encounter in our daily
lives.
Thus the purpose of the Myers-Briggs Type Indicator is to shed light on the beauty and endless
possibilities of the human personality. In this manual, we will explain the four dichotomies that make up
the type indicator, 16 different personality archetypes, preferable careers for each type, as well as how
to work with other types than your own. The goal of this manual is to help you recognize your strengths
and weakness which may lead to better group dynamics, more fulfilling relationships, and wiser choices.
All personality type information unless otherwise cited is from Gifts Differing: Understanding
Personality Type by Isabel Myers. All personality type descriptions and careers unless otherwise cited is
from typelogic.com and personalitypage.com.
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Introduction
Thank you for picking up this Myers-Briggs Type Indicator Manual. In it, you will find ways to
interact with your co-workers, peers, friends, and even relatives, even if they are of a different
personality type. As you may very well know, our personalities play a pivotal role in our everyday
choices. Therefore, it is good to understand yourself and the people around you.
In this manual, you will find an explanation to the 16 different personality archetypes, preferable
careers for each type (should you have picked up this manual looking for guidance in career choices),
and how to work with each different personality type. Also included is a brief history of the MBTI test as
well as sample questions.
We hope that with use of this MBTI manual, you will be able to find great success-- whether it be
in social situations, the workplace, at school, or with relatives. We here at WC Personality, Inc. wish you
the best of luck in all your future endeavors and hope that we have helped you better both yourself
and those around you.
______________________________ ______________________________
Carol Wang Jenny Parawan
______________________________
Sean Carney
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Member Biographies
Hi! I’m Carol Wang. I am a first year Computer Science major from San
Francisco. I am an INTJ. After graduating, I hope to teach Computer Science
and eventually get my Master’s and PhD in CS. I enjoy hiking, art, and
cooking. I love coffee (Peet’s!) and tea. Music I listen to include the Fleet
Foxes, Lana Del Rey, Norah Jones, and Tim Hecker. As a part of WC
Personality, Inc., I am interested in cognitive science and learning about the
different type dynamics. (Kling).
Hello there! My name’s Jenny Parawan. I am a first year Electrical

Engineering major at California Polytechnic University, San Luis Obispo. I
hail from the little city of Rowland Heights, California. I’m an ISTJ. I hope to
get a job in either working with medical devices or communication. I also
hope to get my Master’s in Electrical Engineering. I enjoy playing video
games, drawing, cooking, and communicating with my friends. I listen to a
wide variety of music, including Bad Religion, Lady Gaga, SNSD, Black
Sabbath, and The Band Perry. (Christin).
My name is Sean Carney and I am an INTP. I am a third year student of Civil

Engineering at California Polytechnic State University, San Luis Obispo. As a
member of the campus community, I am highly involved in Chi Epsilon,
Engineering Ambassadors, and the Institute of Transportation Engineers. As a
member of the WC Personality, Inc. team, I bring an engineering perspective to
help you understand how to work with various personality types. (Carney).
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History
The history of the Myers-Briggs Type Indicator started with Carl Jung, the founder of analytical
psychology. Jung believed that people are either energized by the external world (Extraversion) or their
own internal world (Introversion). He also observed that people took in information (Perceiving) or
organized the information and came up with a conclusion (Judging). He noted that people generally
engaged in one more than the other. Thus, in 1921, Jung published Psychological Types in which he
presented the idea of Jungian archetypes.
Isabel Myers, a psychological theorist, believed in the beauty of human personality. Myers
wanted to develop an instrument that would reflect one’s preference not only for Introversion or
Extraversion but for Perception and Judgment as well. With the onset of World War II, she developed the
test to resolve conflicts and help people decide on appropriate careers. She believed that many
problems involving human interaction and personal choices could be handled more successfully with
Carl Jung’s theory of psychological types in mind. The Myers-Briggs Type Indicator, developed by Myers,
and her mother Katharine C. Briggs, provides a structure for understanding both similarities and
differences among human beings (Myers).
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Disclaimer
 All types are equal.

o The purpose of taking the MBTI is to recognize your strengths and weaknesses as well
as those of others. The MBTI was created in order to facilitate an understanding and
appreciation of differences among human beings. No type is better than another.
 The Myers-Briggs Type Indicator does not measure ability, traits,

or character.
o Unlike other personality assessments, the MBTI does not do any of the above. Carl Jung and
Isabel Briggs-Myers believed that preferences are inborn while traits are not. Someone can
improve upon a trait (e.g. working on their public speaking) but they cannot change their
preference (e.g. preferring to work alone than with a group in general).
 Your type does not dictate who you are as a person.

o Ethical use of the MBTI is being able to discern and understand your results. However,
your type does not truly represent who you are. You are your own person. Myers believed
that all individuals are unique in their own way. Being assigned a type does not
mean you are every little detail outlined in the description. You should make your own
reasonable judgment and verify your own preferences.
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Format of the Test

The official Myers Briggs Type Indicator test includes 93 questions. There are only two choices for each
question which consists of word pairs and short statements. The words and statements are not polar
opposites; rather they are chosen to reflect dichotomy preference (“Take”).
Example questions include:

1. I am most comfortable being
 Spontaneous  A planner
2. Change for me is
 Difficult  Easy
3. I prefer to work
 Alone  In a team
4. I consider myself to be
 Social  Private
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The Four Dichotomies
Extraverted (E) or Introverted (I)

Extraversion refers to the act or state of being energized by the world outside the self. Extraverts enjoy
socializing and tend to be more enthusiastic, assertive, talkative, and animated. They enjoy time spent
with more people and find it less rewarding to spend time alone.
Introversion, on the contrary, is the state of being predominately concerned with one’s inner world.
Introverts prefer self-reflection to social interactions. They also prefer to observe before participating in
an activity. Introverts tend to more quiet, ‘peaceful’, and reserved. Note: Introverts prefer individual
activities over social ones—this is not to be mistaken with shy people who fear social situations
(“Extraversion”).
Sensing (S) or Intuition (N)

Sensing refers to processing data through the five
senses. Sensing people focus on the present and
prefer to “learn by doing” rather than thinking it
through. They are concrete thinkers recognize
details. They are more energized by the practical
use of an object/idea rather than the theory
behind it.
Intuition refers to how people process data.

Intuitive people are keener to the meaning and
patterns behind information. Intuitive people are
more focused on how the present would affect
the future. They are readily able to grasp different
possibilities and abstract concepts. They easily see
the big picture rather than the details (Myers 57).
The four dichotomies make up the 16 personality

types (“The 4 Dichotomies”).
Thinking (T) or Feeling (F)

Thinking refers to how people make decisions. Thinking people are objective and base their decision on
hard logic and facts. They tend to analyze the pros and cons of a situation and notice inconsistencies.
They prefer to be task-oriented and fair.
Feeling people are more subjective. They base their decisions on principles and personal values. When
making decisions, they consider other people’s feelings and take it in account. It is in their best mind to
maintain harmony among a group. They are more governed by their heart (Myers 65).
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Judging (J) or Perceiving (P)

Judging refers to how people outwardly display themselves when making decisions. Judging people
have a tendency to be organized and prompt. They like order prefer outlined schedules to working
extemporaneously. They find the outcome more rewarding than the process of creating something.
Judging people seek closure.
Perceiving people prefer flexibility and live their life with spontaneity. They dislike structure and prefer to
adapt to new situations rather than plan for it. They tend to be open to new options and experiences.
While working on a project, they enjoy the process more than the outcome (Myers 194).
An overview of the 16 different personality types and adjectives

corresponding to the specific type helps differentiation. The percentage
distribution is based on research by the OPP, a distributor of the MBTI and
psychology tools used in business (“Type Table”).
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The 16 Personality Type

Descriptions
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ESTJ
Extraverted Sensing Thinking Judging
Description
ESTJs are responsible, realistic, and conventional. Their primary function is Extraverted Thinking while their
auxiliary function is Introverted Sensing. This allows them to recognize concrete needs and remember
data in detail. They are more focused on linking the past to the present. They use logic and traditional
principles to guide them through life. They are quick to come up with a plan and finish it off. They place
importance on closure. Because of this, they may take on leadership roles. They are self-confident and
assertive. They may be perceived as critical and harsh, but this is only to ensure their plan works out (Butt
“ESTJ”).
ESTJs are direct and honest and take their role seriously and are known as “model citizens.” They thrive
on order and continuity. Community is crucial to the ESTJ. They love spending time with family and
friends. They learn best in situations where objectives are established (as well as details) so they can plan
ahead. Thus, they are good with deadline.
ESTJ weaknesses include their general inability to adapt to new environments. They can be too
demanding and fail to recognize other people’s opinions and feelings. This is because they have a set
value system. They may also come across as too bossy (“Portrait of an ESTJ”).
Careers
 Accountant  Banker
 Engineer  Marketer
 Scientist  Teacher
 Editor  Business Analyst
 Manager  Marketing
 Law Enforcement
Key Elements to Working with this Type

 Be open and honest with the ESTJ.
 Do be organized, ESTJs are impatient with inefficiency.
 Do not criticize the ESTJ’s values.
 Offer constructive criticism.
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ESFJ
Extraverted Sensing Feeling Judging
Description
ESFJs are friendly, practical, and organized. The primary function is Extraverted Feeling which makes
them extremely capable of expressing their emotions. Their auxiliary function is Introverted Sensing, in
which outside data is taken in and compared with their inner judgment. ESFJs are guardians of the
emotions of others. They are always looking to protect others feelings above all other things. In decision
making they always consider how their choice will impact all those involved. They enjoy adhering to
tradition and will go to great lengths to follow standard social protocols (Butt “ESFJ”).
ESFJs are excellent leaders. They are driven and work hard in order to accomplish the task at hand.
Their respect for protocol and tradition means that they strictly follow seniority and expect others to do
the same. They tend to view the world as either right or wrong and have little tolerance for anything in-
between.
ESFJ weaknesses include reacting too quickly and emotionally in a situation that would be better dealt
with in a pragmatic fashion. They may also be so absorbed into their own viewpoints that they begin
dismissing those of others’. ESFJs are also sensitive to criticism and may be overly concerned with how
other people perceive them (“Portrait of an ESFJ”).
Careers
 Home Economics  Religious Work

 Nursing  Counselors
 Teaching  Accounting
 Administrators  Physicians
 Managers

 Follow protocol when working with an ESFJ.
 Recall that the ESFJ will always take the feelings of others into account.
 ESFJs prefer to be followers. However, if they are in a high position, respect them.
 Be direct and concise with orders.
 Do not insult/criticize their values.
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ISTJ
Introverted Sensing Thinking Judging
Description
ISTJs are loyal, logical, and responsible. The primary function of the ISTJ is Introverted Sensing, which
means they like things to be quantifiable. The auxiliary function is Extraverted Thinking, so they will
willingly speak if only data is to be presented; otherwise, the ISTJ will remain silent. They work with facts
and take a methodical approach towards solving problems. They will also put themselves at risk to carry
out any task assigned to them. They generally know right from wrong in their areas of interest and
responsibility which makes them devoted and dutiful individuals.
ISTJs would rather see consistency in people, as seeing others keep up their ends of the bargain can be
extremely frustrating. They generally keep to themselves until approached. Nevertheless, ISTJs will not try
to appeal to someone else’s opinions, they would rather be truthful than tactful (Butt “ISTJ”).
ISTJs may have a tendency to dismiss other people’s opinions without fully understanding them. They
may also have selfish tendencies in which they ignore everyone else’s priorities. Structure is very
important to them and this may come across as being rigid (“Portrait of an ISTJ”).
Careers
 Accountant  Banker
 Engineer  Marketer
 Scientist  Teacher
 Editor  Business Analyst
 Manager  Marketing
 Law Enforcement

 Do not expect an ISTJ to be tactful; always expect the truth.
 Offer constructive criticism, they are always willing to improve upon something.
 Show the same devotion as ISTJs do; they value their commitments.
 Talk through a problem with the ISTJ.
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ISFJ
Introverted Sensing Feeling Judging
Description
ISFJs are traditional, supportive, and dutiful. The primary function is Introverted Sensing, meaning they
remember data in detail and relate it back to reality. Their auxiliary function is Extraverted Feeling. They
will tailor their needs to fit with those of others. Because they work so hard due to their dutiful nature,
they are often taken advantage of or taken for granted.
The ISFJ works methodically, as they possess good memory and analytical abilities. They can also work in
small groups or one-on-one situations because of their patience and ability to deal with others. ISFJs
have few close friends, but to these friends, they are extremely loyal. However, ISFJs hate conflict, and
will stay out of fights, as they will instead run to find an authority figure (Heiss “ISFJ”).
ISFJs prefer not to delegate work and hate to be treated as doormats, but are too modest to display
their accomplishments. They also don’t pay as much attention to their own needs relative to those of
others’. Conflict and criticism is not taken in well by the ISFJs as they are sensitive (“Portrait of an ISFJ”).
Careers
 Interior Decorator  Paralegal

 Designer  Clergy
 Nurse  Shopkeeper
 Administrator  Home Economics
 Child Care  Marketer

 ISFJs prefer to “learn by doing”.
 Show affirmation as ISFJs generally do not give themselves enough credit.
 Provide Meaningful Feedback.
 Follow procedure as ISFJs are traditionalists.
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ESTP
Extraverted Sensing Thinking Perceiving
Description
ESTPs are “doers”, pragmatic, and spontaneous. The primary function of an ESTP is Extraverted Sensing in
which they take in the world through their senses and view it in a concrete fashion. They auxiliary
function is Introverted Thinking in which they are able to categorize data and apply it. They place
limited importance in concept and theory and prefer to focus on what needs to be done. They view
rules as guidelines and will follow them so long as it is convenient. The ESTP often has enthusiasm for
getting projects started, but often will lose interest before project completion (Butt “ESTP”).
ESTPs have an abundance of enthusiasm and can easily motivate those around them to work. They
enjoy conversation and have a well-developed sense for the attitudes of others. They are direct, hands-
on, risk-takers, and have little tolerance for those who hold them back from their goals. They can be
insensitive of others feelings, but this is because of their drive to get things done.
ESTP weaknesses include not being readily able to grasp what other people are feeling let alone
expressing their own. They may also be so preoccupied with the present that they don’t consider what
happens in the long-range. This leads on to their tendency to take risks without thought. Because the
ESTPs live in the present, they may not be good with commitments (“Portrait of an ESTP”).
Careers
 Sales Representative  PC Technician

 Marketing  Technical Support
 Law Enforcement  Entrepreneur
 Paramedic  Athlete

 Give tasks which provide immediate results.
 Do not expect the ESTP to follow a set plan: they will complete their work in their own fashion.
 Allow this type to be the initial motivator of a project.
 Let the ESTP to work with their own methods rather than stifle their creativity.
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ESFP
Extraverted Sensing Feeling Perceiving
Description
ESFPs are very sociable, harmonious, and spontaneous. The primary function of the ESFP is Extraverted
Sensing, which means they let their feelings and experiences dictate their decisions. Their auxiliary
function is Introverted Feeling, in which they know what they value. They are able to relate to others
and seek to identify with those who share similar interests. They live in the here-and-now. They are
extremely outgoing: they enjoy looking for new possibilities, people, and experiences.
ESFPs adore being in the spotlight, and revel in the excitement and drama they see in life. They are
great at working with people, and most commonly find themselves working as a peacemaker in a
group. They are extremely observant of others, and are generous and caring. They are very accepting
of everyone, and treat everyone as a friend. They are practical, but love spontaneity (Butt “ESFP”).
ESFPs tend to be too materialistic. They may have the impression that they must purchase the best items.
They may also not pay attention enough to their own needs because they prefer to live in the present
and neglect the consequences of their actions. Because they are always excited by new things, they
may have a problem with commitment (“Portrait of an ESFP”).
Careers
 Artist  Childcare
 Performer  Designer
 Sales Representative  Photographer
 Counselor  Social Work

 ESFPs prefer to be in the spotlight.
 Do provide the ESFP with new things to work on because they will get bored easily.
 Give the ESFP some room to do their own thing; they prefer to go with the flow.
 Do not start conflict as ESFPs will hold grudges against you.
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ISTP
Introverted Sensing Thinking Perceiving
Description
ISTPs are independent, adaptable, and objective. Their primary function is Introverted Thinking which
allows them to analyze data and notice inconsistencies. In turn, their auxiliary function is Extraverted
Sensing which makes them hands-on people who process data through their five senses. The ISTP enjoys
working with their hands while evaluating a complex system. They enjoy deconstructing and
reconstructing a system to better learn how it works.
An ISTP is always looking for ways to be involved in their work and thrive in all-or-nothing situations. They
work well in crises because they are quick to make decisions and to put their thoughts into action.
ISTPs are spontaneous and prefer being able to react to the current situation than follow a plan. The ISTP
works best in an environment where they are able to work freely and view rules as a hindrance to their
spontaneity (“Portrait of an ISTP”).
While they have little respect for rules imposed upon them, ISTPs strictly follow their own set of internal
rules. If someone violates the principles that the ISTP holds in high regard, they become hostile and
stubborn. They can be inconsiderate of others’ boundaries at times, but they are willing to accept
people encroaching on their personal boundaries in the same fashion (Heiss “ISTP”).
Careers
 Law Enforcement  Carpenter

 Detective Work  Mechanic
 Forensic Pathologist  Pilot
 Computer Programmer  Athlete
 System Analyst  Entrepreneur
 Engineer  Designer

 Respect the personal beliefs of an ISTP.
 The ISTP will disregard rules set for them and work best without physical or mental constraints.
 ISTPs are extremely spontaneous.
 They are doers, not thinkers: ISTPs prefer hands-on projects.
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ISFP
Introverted Sensing Feeling Perceiving
Description
ISFPs are artistic, loyal, and harmonious. Their primary function is Introverted Feeling which allows them to
know what they value and make judgments based on these values. They strive to connect with others
who share similar ideals. In turn, their auxiliary function is Extraverted Sensing which makes them “earthy”
people who have a love of aesthetic beauty (“Portrait of an ISFP”). They live in a world full of sensation
possibilities and have a strong value system in which they constantly strive to meet in their own lives.
ISFPs will generally be inclined to choose careers which allow freedom for creativity and displaying their
personal goals. They prefer flexibility and do not fare will with schedules. They learn best in a hands-on
approach and may be bored with traditional methods which emphasize abstract thinking. Logic is
secondary to the ISFP for they are uncomfortable dealing with objective systems. In contrast, they prefer
subjectivity and love music and the arts.
Weaknesses of the ISFP include their tendency to be cynical which does not translate well onto others.
They also prefer to live in the moment so the big picture may be omitted out of the ISFP’s goals. They
have an extreme dislike of conflict and criticism because they seek harmony and are generally irritated
when their personal space has been invaded.
Careers
 Artist  Social Worker

 Musician / Composer  Teacher
 Psychologist / Counselor  Doctor
 Librarian  Child Care
 Designer  Writer

 ISFPs can see the positive in everyone but may need positive feedback for themselves.
 Do not criticize the ISFP’s ideas and opinions for they do not respond well to negativity.
 Assign projects that foster creativity without deadlines.
 Approach the ISFP by being direct and honest.
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ENTJ
Extraverted Intuitive Thinking Judging
Description
ENTJs are decisive, strategic, and natural leaders. Their primary function is Extraverted Thinking which
allows them to be organized as well as aptly categorize things. They have the keen ability to see the
consequences before acting on a plan. Because of their natural ability to devise contingency plans,
they usually take on the role as the leader. They find themselves in charge because they have an
inclination to give structure to a project. Rather than establishing plans, they look ahead and
establish goals (Butt “ENTJ”).
ENTJs are willing to invest every resource (that they believe is efficient) into achieving something. They
dislike errors and can be demanding. Because they are incredibly organized, inefficiency and personal
problems that arise may not be tolerated by the ENTJ. Because of this, they may be perceived as harsh
by their peers. ENTJs are quick decision makers and may have brilliant ideas. However, they may not be
readily able to act upon their idea. As Extroverts and Thinkers, they are energized by challenging
conversations.
ENTJs can be stubborn if new ideas do not coincide with their own. They have no problem with conflict
and may appear argumentative. They have a tendency to be confrontational and may come across
as aggressive. Because of their natural leadership ability, they may appear to be controlling. ENTJs are
not in tune with other’s feelings and have difficulty expressing their own emotions (“Portrait of an ENTJ”).
Careers
 Entrepreneur  Teacher / Professor

 Business Administrator  Banker
 Judge / Lawyer  Medical Doctor
 Manager  Software Designer
 Politician  Scientist

 Do offer promising new ideas, ENTJs love hearing about new concepts.
 Do be direct with the ENTJ.
 Do not make up excuses, ENTJs will not tolerate it.
 Do engage the ENTJ in lively, thoughtful conversations.
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ENTP
Extraverted Intuitive Thinking Perceiving
Description
ENTPs are curious, innovative, and outgoing. Their primary function is Extraverted Intuition which allows
them to see the different possibilities of a scenario or when making decisions. Their auxiliary function is
Introverted Thinking. The ENTP is an individual who constantly seeks to understand the world around
them. They are problem solvers and revel in the challenge of new tasks. They are always looking for new
ways of doing things and often ignore rules and conventions. They are constantly looking to create
change and enjoy dynamic situations.
ENTPs are concerned mostly with the future and find little interest in the details of the present. They tend
to like to try new ideas and once proven move on to their next challenge rather than follow through on
their current project. They do not follow procedure and prefer to look for new methods to improve
efficiency (“Portrait of an ENTP”).
In their relationships with others, ENTPs can tend to be inconsiderate of those they consider to be inferior.
They often argue for sake of learning from the argument. They will change positions on a subject in
order to learn as much as possible. Often times they will ignore others unless they have their immediate
attention. In personal relationships they are fiercely loyal and will go to any lengths for those they care
for. (Heiss “ENTP”)
Careers
 Lawyer  Engineer
 Psychologist  Scientist
 Entrepreneur  Actor
 Photographer  Sales Representative
 Consultant  Marketing
 Computer Programmer

 Do back up ideas with sound evidence because the ENTP will analyze them.
 Ask for explanations on concepts—they will be happy to explain ideas.
 ENTPs seek to challenge the status quo and they can be demanding.
 Be direct with the ENTP.
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INTJ
Introverted Intuition Thinking Judging
Description
INTJs are analytical, determined, and intensely individualistic. Their primary function is Introverted
Intuition in which they process data internally through their intuition. Their auxiliary function is Extraverted
Thinking in which they approach situations with empirical logic. They enjoy introspecting and coming to
new understandings with the world. They are deeply motivated by inspiration. INTJs are idea generators
and are willing to take every measure to ensure their ideas become reality. They have high standards
for themselves and a lesser extent for others. One can call them “perfectionists.” They seem to have a
keen ability in improving anything of their interest (Heiss “INTJ”).
INTJs are also pragmatists and recognize their limits. They are known as system-builders and seek to
apply theoretical models. According to BSM Consulting, they value intelligence, knowledge, and
competence. INTJs dislike route memorization and learn best when they are able to develop their own
system for learning in which they become absorbed into the subject.
INTJs can have trouble communicating in simple terms and can grow impatient for others whom cannot
catch onto their idea. They can also be unwilling to adapt to new environments. They may be single-
minded and dismiss all other viewpoints. They may be so reserved to the extent at which they will not
share their idea before it is fully formed. INTJs have a tough time with people who make their decisions
based on their emotions and traditional social niceties (“Portait of an INTJ”).
Careers
 Scientist  Psychologist
 Engineer  Researcher
 Computer Scientist  Entrepreneur
 Professor / Teacher  Medical Doctor
 Curator  Philosopher
 Corporate Strategist  Book Editor

 Do be direct with the INTJ and expect the truth from them.
 Do offer constructive feedback, INTJs love to improve ideas.
 Do not express an opinion unless you are ready to back it up with sound evidence.
 Do not engage the INTJ in small talk and repetition of statements.
 Do ask for clarification of ideas.
25
INTP
Introverted Intuition Thinking Perceiving
Description
INTPs are reserved, logical, and abstract individuals. The primary function of the INTP is Introverted
Thinking while their auxiliary function is Extraverted Intuition. This makes them abstract thinkers who are
more interested in theoretical concepts and ideas than what is immediate. The INTP is an individual who
is constantly seeking knowledge and understanding. They are often disengaged from the world around
them and prefer to observe and understand rather than participate and work. They approach situations
objectively and seek to understand. They are problem solvers, but once they have thought through a
solution they prefer to leave it to others to enact (James).
They have little concern for detail and prefer to look at a bigger picture. They are constantly analyzing
the world around them and are more concerned with temporal change than all other things. If
something has not moved and is of little use it will often disappear in the mind of the INTP (James).
INTPs are independent and believe others should be as well. They often look to learn proficiency in an
area, but rarely look for mastery. For this reason they expect others to be beyond error.
Weaknesses of the INTP include unwilling to try new things—this is because the INTP may be
uncomfortable with things they are not familiar with. They are not naturally in tune with other people’s
feelings and may not display affection or approval when needed. When under stress, they may have
an unhealthy habit of showing intense emotion which leads to other personal problems. The INTP may
also appear caustic and indifferent to the opinions of others (“Portrait of an INTP”).
Careers
 Scientist  Lawyer / Judge

 Photographer  Forensic Research
 Mathematician  Technical Writer
 Teacher / Professor  Park Ranger
 Computer Programmer  Strategic Planner
 Engineer

 INTPs value logic above all else, so maintain logical arguments.
 Do not insult an INTP or dismiss their values: they will get extremely defensive.
 INTPs act like mirrors to those they are around: they reciprocate emotions.
 Plans and schedules do not suit an INTP: give them freedom of action.
 Be honest with an INTP.
26
ENFJ
Extraverted Intuitive Feeling Judging
Description
ENFJs are altruistic, introspective, friendly, and idealistic. Their primary function is Extraverted Feeling, so
they naturally work well in matters concerning other people. Their auxiliary function is Introverted
Intuition which allows them to have a clear perception of the inner workings of the mind which makes
them aware of other people's needs.
The ENFJ is more reserved than other extraverted types. They refrain from expressing their own beliefs if it
is in the best interest of those around them. ENFJs work more like chameleons or mirrors, rather than
individuals to better suit other people. They are capable of expressing their own values, of course, but
they would rather be supportive of others. However, they may sometimes feel alone in a group of many
because they cannot be themselves (Butt “ENFJ”).
ENFJs prefer things to be well-organized but do not like to be forced to deal with logic and facts that do
not connect to people. They like the idea of possibilities and thus prefer planning over their own
achievements. Some may have difficulty making decisions and will rely on others to make decisions for
them. Further, the ENFJ may also judge things too quickly based on their own morals and values without
first analyzing a situation objectively (“Portrait of an ENFJ”).
Careers
 Consultant  Human Resources

 Psychologist / Counselor  Writer
 Social Worker  Manager
 Teacher / Professor  Event Coordinator
 Clergy  Politician / Diplomat

 The ESFJ works best by bringing out the shining qualities in others.
 ESFJs are harmonious people; avoid conflict.
 Provide the ESFJ with work relating to people.
 Offer constructive criticism because ESFJs are extremely sensitive to criticism.
 ESFJs need meaningful feedback.
27
ENFP
Extraverted Intuitive Feeling Perceiving
Description
ENFPs are animated, inspiring, and innovative. Their primary function is Extraverted Intuition which makes
them people-oriented while their auxiliary function is Introverted Feeling. They are readily able to grasp
feelings which make it easy for this type to connect with others. They convey themselves to other
people through speech, mannerisms, and expression. ENFPs enjoy both ideas and people: they wish to
be helpful and are generally admired. They are also charming, for which most ENFPs are outgoing and
friendly (Heiss “ENFP”).
However, they also have a short attention span and many emotional needs. When in new relationships,
they have a tendency to strive to be the center of attention. They can be intellectual and serious, but
at the same time, they can be eagerly playful. Their judgment usually gives rise to humor, but if their
feelings are too open, they may drive people away.
ENFP weaknesses include their extreme dislike of conflict and criticism in which they can respond with
intense emotions. This is because they strive for harmony and cannot tolerate situations that do not go
their way. ENFPs may also have a tendency to be smothering because of their enthusiastic demeanor
(“Portrait of an ENFP”).
Careers
 Teacher  Artist
 Writer  Religious Work
 Journalist  Researcher
 Counselor / Psychologist  Scientist
 Social Work  Marketing
 Politician  Designer

 Give the ENFP flexibility for he/she is unhappy with strict scheduling.
 ENFPs bring out the best in other’s—give the ENFP a task involving people-management.
 Do not assign them mundane tasks.
 Be direct with the ENFP.
28
INFJ
Introverted Intuitive Feeling Judging
Description
INFJs are creative, compassionate, gentle, and complex. Their primary function is Introverted Intuition
while their auxiliary function is Extraverted Feeling in which they are deeply concerned with their
relationships with others as well has humanity at large. They have a desire to contribute to the welfare of
all and find it rewarding in helping other people realize their human potential (Butt “INFJ”).
INFJs value solitude as well as the opportunity to concentrate on what is important to them. Their forte is
writing because they are able to convey their ideas clearly. If they find something particularly
interesting, they will go beyond and research that specific topic and often ruminate over it. They are
often perceived as the “model” student. Despite working well with groups and individuals, they need
time to recharge. They have a natural ability to relate to others and usually find themselves to be the
one their friends confide in (“Portrait of an INFJ”).
INFJs have high expectations for themselves and others which may lead to conflict. In turn, because
they are sensitive people, they strongly dislike criticism as well as conflicts and may not readily be able
to tolerate it. They may start losing confidence and become unhappy. They are perfectionists and
always wondering whether or not they are living up to their full potential. They also do not believe in
compromising because they have strong ideals.
Careers
 Clergy / Religious Work  Researcher

 Professor / Teacher  Artist
 Medical Doctor  Medical Doctor
 Curator  Writer
 Psychologist  Designer
 Counselor  Scientist

 Do not criticize the INFJ.
 Be open, honest, and sincere.
 Do offer meaningful feedback.
 Do allow for creativity, INFJs love working on collaborative projects
 Be supportive.
29
INFP
Introverted Intuitive Feeling Perceiving
Description
INFPs are introspective, creative, and idealistic. Their primary function is Introverted Feeling in which they
know what they value. They have the ability to relate to others. Their auxiliary function is Extraverted
Intuition in which they are able to see different paths/ways of doing something. They recognize different
possibilities and long to find their meaning in life. They seek to find the underlying meaning of things.
Almost everything experienced by the INFP contributes to their value system which is then evaluated by
the INFP as crucial or trivial (Butt “INFP”).
The INFP is driven by the thought of making the world a better place. INFPs are great listeners and are
always to willing to help people. Despite being reserved, they are quite warm with people they are
familiar with. They are also generally very flexible. However once an opinion/decision violates their
values, they will aggressively defend their cause. INFPs enjoy learning in environments where they can
be flexible and creative (“INFP Personality Types”).
INFPs can be overly sensitive to criticism, even in situations where no criticism was intended. They may
also be overtly consumed with an idea in their mind that they begin to ignore anything that goes
against their values. They may also be unable to let go of a problem and themselves to become
engrossed by it. They may also develop strong grudges towards other people whom they think have
oppressed them (“Portrait of an INFP”).
Careers
 Artist  Researcher
 Architect  Writer
 Counselor  Teacher / Professor
 Editor  Musician
 Human Resources  Religious Worker
 Psychologist

 Listen attentively to the INFP.
 Do not overtly shun their opinion.
 Be open and flexible.
30
Criticism of the Type Indicator
1. Is the Myers-Briggs Type Indicator reliable?

According to the Myers & Briggs Foundation, “Personality is qualitative and therefore difficult to
measure, so psychological instruments cannot have the same consistency you would expect from,
say, a ruler. But there are generally accepted standards for psychological instruments.” It should be
recognized that the MBTI measures preferences, not the actual person. The type descriptions in this
manual are archetypes. Every person is unique in their own way. On a retest, people generally
scored the same three or four preferences 75% to 90% of the time (“Reliability”). When a person
does change type on a retest, it is generally a dichotomy where their preference for one or the
other is in between-- meaning 40% to 55%. It should also be noted that children are still developing
so their preferences change.
2. The MBTI forces people to exert a self-fulfilling prophecy as specified

by their corresponding personality type. In a sense, people act what
they read.
When taking the MBTI, people should go in with an open mind and recognize that there are
countless numbers of type descriptions out in the internet. People can readily write whatever it is
they please. Taking information in the wrong way may lead to miscommunication. It is important to
note that the key purpose of the MBTI is to help people recognize their own strengths and
weaknesses as well as those of others—it is not a medium designed to make people act a certain
way. One should make their own decisions and judgment when taking the test as well as reading
their own type descriptions.
31
Conclusion
Here at WC Personality, Inc. we hope that this manual will serve you well in all your future
endeavors. Whether it be interacting with a coworker, talking to a neighbor, or working in a group, we
hope this manual will help you recognize other people’s preferences as well as your own which can
facilitate better understanding of other people’s viewpoints. This manual should have provided you with
the essentials to understanding the four dichotomies behind the Myers-Briggs Type Indicator test, as well
as the sixteen archetypes which it encompasses.
All personality type information unless otherwise cited is from Gifts Differing: Understanding
Personality Type by Isabel Myers. All personality type descriptions and careers unless otherwise cited is
from typelogic.com and personalitypage.com.
32
Works Cited
Butt, Joe. “ENFJ.” TypeLogic. 23 Feb 2005. Web. 5 May 2012.
<http://typelogic.com/enfj.html>
---. “ENTJ.” TypeLogic. 27 Feb 2005. Web. 5 May 2012.
<http://typelogic.com/entj.html>
---. “ESFJ.” TypeLogic. 16 Oct 2009. Web. 5 May 2012.
<http://typelogic.com/esfj.html>
---. “ESFP.” TypeLogic. 25 Feb 2005. Web. 5 May 2012.
<http://typelogic.com/esfp.html>
---. “ESTJ.” TypeLogic. 26 Feb 2005. Web. 5 May 2012.
<http://typelogic.com/estj.html>
---. “ESTP.” TypeLogic. 23 Feb 2005. Web. 5 May 2012.
<http://typelogic.com/estp.html>
---. “ISFP.” TypeLogic. 23 Feb 2005. Web. 5 May 2012.
<http://typelogic.com/infj.html>
---. “INFJ.” TypeLogic. 8 Aug 2010. Web. 5 May 2012.
<http://typelogic.com/infj.html>
---. “INFP.” TypeLogic. 26 Feb 2005. Web. 5 May 2012.
<http://typelogic.com/infp.html>
---. “INTP.” TypeLogic. 6 Aug 2010. Web. 5 May 2012.
<http://typelogic.com/i.html>
---. “ISTJ.” TypeLogic. 27 Feb 2005. Web. 5 May 2012.
<http://typelogic.com/istj.html>
“Careers for ENFJ Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/ENFJ_car.html>
“Careers for ENFP Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/ENFP_car.html>
“Careers for ENTJ Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/ENTJ_car.html>
“Careers for ENTP Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/ENTP_car.html>
“Careers for ESFJ Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/ESFJ_car.html>
“Careers for ESFP Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/ESFP_car.html>
“Careers for ESTJ Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/ESTJ_car.html>
“Careers for ESTP Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/ESTP_car.html>
33
“Careers for INFJ Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/INFJ_car.html>
“Careers for INFP Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/INFP_car.html>
“Careers for INTJ Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/INTJ_car.html>
“Careers for INTP Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/INTP_car.html>
“Careers for ISFJ Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/ISFJ_car.html>
“Careers for ISFP Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/ISFP_car.html>
“Careers for ISTP Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/ISTP_car.html>
“Careers for ISTJ Personality Types.” BSM Consulting. 2012. Web. 7 May 2012.
<http://www.personalitypage.com/html/ISTJ_car.html>
“Extraversion or Introversion.” The Myers & Briggs Foundation. Web. 27 May 2012.
<http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/
extraversion-or-introversion.asp>
Heiss, Marina M. “ENFP.” TypeLogic. 28 Feb 2011. Web. 5 May 2012.

<http://typelogic.com/enfp.html>
---. “ENTP.” TypeLogic. 28 Feb 2011. Web. 5 May 2012.
<http://typelogic.com/entp.html>
---. “INTJ.” TypeLogic. 17 Oct 2009. Web. 5 May 2012.
<http://typelogic.com/intj.html>
---. “ISFJ.” TypeLogic. 20 Aug 2007. Web. 5 May 2012.
<http://typelogic.com/isfj.html>
---. “ISTP.” TypeLogic. 26 Feb 2005. Web. 5 May 2012.
<http://typelogic.com/istp.html>
James, Paul. “An INTP Profile.” Essay. 12 March 2000. Web. 4 May 2012.
<http://www.intp.org/intprofile.html>
Myers, Isabel B. Gifts Differing: Understanding Personality Type. Palo Alto: Consulting
Psychologists Press, 1980. Print.
“Portrait of an ENFJ.” BSM Consulting. 2012. Web. 5 May 2012.

<http://www.personalitypage.com/ENFJ.html>
“Portrait of an ENFP.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/ENFP.html>
“Portrait of an ENTJ.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/ENTJ.html>
34
Works Cited (continued)

“Portrait of an ENTP.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/ENTP.html>
“Portrait of an ESFJ.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/ESFJ.html>
“Portrait of an ESFP.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/ESFP.html>
“Portrait of an ESTJ.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/ESTJ.html>
“Portrait of an ESTP.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/ESTP.html>
“Portrait of an INFJ.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/INFJ.html>
“Portrait of an INFP.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/INFJ.html>
“Portrait of an INTJ.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/INTJ.html>
“Portrait of an INTP.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/INTP.html>
“Portrait of an ISFJ.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/ISFJ.html>
“Portrait of an ISFP.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/ISFP.html>
“Portrait of an ISTJ.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/ISTJ.html>
“Portrait of an ISTP.” BSM Consulting. 2012. Web. 5 May 2012.
<http://www.personalitypage.com/ISTP.html>
“Reliability.” The Myers & Briggs Foundation. Web. 27 May 2012.

<http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/reliability-and-validity.asp>
“Take the MBTI Instrument.” The Myers & Briggs Foundation. Web. 27 May 2012.
<http://www.myersbriggs.org/my-mbti-personality-type/take-the-mbti-instrument/>
Note: All Career Matches adapted from personalitypage.com.
35
Figures Cited
Carney, Sean. “Sean Carney.” Photo. May 2012.
Christin, Mélanie. “Hi QT.” Transformice: The Game. Image. 16 May 2012.
Kling, Anthony. “Carol.” Illustration. August 2011.
Parawan, Jenny. “Mouse Archetypes 1-16.” Illustration. May 2012.
“The Four Dichotomies.” Image, Developing Potential (UK) LTD. 2007. Web. 14 May 2012.
<http://www.16-personality-types.com/mbti_dichotomies.htm>
“Type Table.” Table. Centre for Confidence and Well-Being. 2012. Web. 14 May 2012.
<http://www.centreforconfidence.co.uk/type-resources.php?pid=395>
Wang, Carol. “Company Logo.” Photoshop. April 2012.
Note: Cover Design by Microsoft®

Template Design by Carol Wang
Mouse Archetypes 1-16 by Jenny Parawan
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OVERVIEW OF THE DiSC STYLES ®

You will notice: self-confidence, You will notice: charm, enthusiasm,

Limitations: lack of concern Limitations: impulsiveness,

Priorities: ensuring accuracy, Priorities: giving support,

Motivated by: opportunities to use Motivated by: stable environments,

Fears: criticism, slipshod methods, Fears: loss of stability, change, loss of

High D’s - Dominance

High I’s - Influence

High S’s – Steadiness

High C’s – Conscientious

DiSC® is a registered trademark of Everything DiSC, a Wiley Brand.

DiSC Word Clouds 1

DiSC Profiles Quiz #1 3

Everything DiSC Maze 6

DiSC Profiles Quiz #2 8

Everything DiSC Knowledge Crossword 11

Everything DiSC Leadership Quiz 12

DiSC Word Searches 14

How well do you know the 8 DiSC measurement scales? 16

Productive Conflict Match 24

Looking for even more DiSC fun? 30

Let’s get going with

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Not every cloud is a dark one.

control RESULTS RISK-TAKING

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1. If selling to C-styles, you should remember to

2. When MANAGING an S-style you should

4. The best way to recognize and reward a D-style is to

c. Freedom of expression

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c. Group acceptance

7. An S-style needs others who

10. A C-style PRIORITIZES

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12. A D-style is MOTIVATED by

b. Quality work

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Challenge yourself to discover Everything DiSC!

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Details, facts, reason;

Conflict is not good.

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1. If you’re in conflict with a D-style personality you’ll do best to

2. The best way to recognize and reward an i-style is to

3. A person with an S-style tends to need others who

4. Is it normal for your DiSC style to change over time?

b. Yes, if you change jobs.

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6. A person with an S-style is most often motivated by

7. William Mouton Marston, author of Emotions of Normal People and the

8. People with a C-style may be limited by

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1. Everything DiSC® Work of Leaders provides a three-step process. Which

2. A Di leader has the following as one of their top leadership priorities:

3. A C Leader has the following as one of their top priorities:

4. In the Commanding Approach, which one listed is one of the practices?

5. In the Humble Approach, which one listed is one of the practices?

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6. Leadership is defined as what type of relationship?