The Assessment Center or Develpment Center approach allows for a combination of different tools, including the use of work situations, which is one of the foundations of this approach. It is also common to use several personality inventories. One of the most widely used in companies is undoubtedly the Myers Briggs Type Indicator, better known as the MBTI.
Where does the MBTI come from?
It is a psychological evaluation instrument developed in 1962 by two sisters, Isabel Briggs Myers and Katharine Cook Briggs, based on the research of Carl Jung and his theory of psychological type.
The MBTI personality questionnaire is one of the many ways to gain a better understanding of oneself. It allows you to differentiate the things you do out of “preference” from those you do out of “obligation”.
The MBTI distinguishes 16 major personality types: two cursors to be positioned on four dimensions that are your way of resourcing yourself, perceiving the world, making a decision and organizing your life. However, it is impossible to sum you up in four letters.
In addition to the questionnaire, you must be involved in defining your MBTI profile in order to position yourself. Finally, your results are not fixed in time since your psychological type can vary during your life.
What is the contribution to a Development Center process?
The purpose of the MBTI is to better understand your preferences and their implications. It is therefore about embarking on an introspective journey to learn to recognize what really drives you.
The objective is to open up possibilities rather than to make decisions. The “discovery” interview with a Consultant is an opportunity to further explore your nature, sometimes modulated by the professional experience that shapes every individual.
Because the MBTI reveals your preferred ways of functioning, it is particularly complementary to the diagnosis carried out in a Development Center.
Indeed, in addition to the professional situations that allow us to probe skills and potential, the MBTI sheds another light on the personality of the employee to be coached. It is therefore very interesting to combine these approaches.
At Apostrof, we go even further by proposing a second personality inventory that focuses on your motivational levers, those that are essential in your daily work. Developed by our in-house experts 8 years ago, this test is extremely simple and so relevant.
Indeed, your motivational profile is formulated in a very operational and pragmatic way. It allows you to understand your needs while giving your manager the keys to activate these same levers.
About the Development Center
The Development Center relies on the use of professional situations to carry out a precise diagnosis of the strengths and weaknesses of a candidate or employee. For internal mobility, the approach allows us to reassure the parties about the suitability and potential of the proposed future position.
It also involves advising all the parties concerned on the development of skills adapted to the experience and the professional situation to come. This takes the form of recommendations and a development plan articulated in 3 parts: for the promoted employee, for his future manager and finally for the human resources department when training and/or professional coaching are recommended.
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