My Plan Reflection

Prepared for: Tiffany Morrison

Test Date: September 15, 2023  

Personality Type Report | Personality Type Statistics | CareerMatch™ | Methodology

      

 

Summary

In 1921, Carl Jung published his seminal work, Psychological Types, which has for the past century been the basis for nearly all popular personality tests. In it, he posited that people exhibit tendencies toward certain personality types. He developed a model for conceptualizing these tendencies using four bipolar scales that represent eight total personality preferences.

Emotional Focus: Extroverted (E) Introverted (I)

Information Gathering: Sensor (S) Intuitive (N)

Decision Making: Thinker (T) Feeler (F)

Structural Orientation: Judgers (J) Perceivers (P)

People now often refer to personality types simply by the four-letter acronyms that indicate the four dominant preferences. There are 16 different combinations of these dominant preferences (see the table to the right). Jungian type theory has become so ingrained in popular psychology that, in fact, these 16 composite types have become synonymous with personality type and are almost universally understood in the field.

For more information on the history and theory of Personality Type, please refer to the Introduction & Theory section of the methodology.

Your Personality Type :

ISTJ ISFJ INFJ INTJ

ISTP ISFP INFP INTP

ESTP ESFP ENFP ENTP

ESTJ ESFJ ENFJ ENTJ

Even though personality types are usually referred to by their dominant traits (indicated by letters such as INTJ), it is important to bear in mind that these categories simply reflect a personal preference or predisposition, not a categorical absolute. People may be referred to as “Extroverts” or “Introverts”, but in truth, we are all a little bit of both, and have the potential to take on different types of personalities at different times. Our personalities are, in real life, infinitely variable.

Some psychologists have illustrated this variability using the analogy of handedness. If you’re right-handed, it doesn’t mean that you don’t use your left hand. It simply means that you use your right hand more often than you use your left hand. Some people may have a strong preference for one hand; others may be nearly ambidextrous (Hoffman, 2002). The same is true of personalities. A person may exhibit a preference for the Introvert trait, but it does not mean that they are not at least somewhat extroverted.

  Emotional Focus

The first dimension of personality, Emotional Focus, is intended to measure whether you direct your emotions and energy outward or inward. Or put another way – are you Extroverted or Introverted?

Extroverted (E) vs. Introverted (I)

Score Summary

The Career Personality Test included fifteen questions designed to measure emotional focus. Your answers were tabulated on a bipolar scale with the Extrovert personality type at one end and the Introvert personality type at the other. Extroverts tend to be outwardly focused, drawing energy from others around them. Introverts tend to be inwardly focused, drawing energy from contemplation, ideas and reflection. Your score on this scale is presented below:

67% Extroverted 33% Introverted

Extroverts Explained

The classic difference between an extrovert and an introvert is in how they respond to large social gatherings. An extrovert leaves a social function feeling charged up and rejuvenated. An introvert, on the other hand, might soon feel drained and sapped of energy. Both may enjoy the party, but the revealing difference is in how their energy levels change.

Extroverts tend to be outwardly directed in their emotional focus, and draw energy from people and things around them. Generally, they might be considered more social and talkative than introverts, who tend to be more shy and quiet. Extroverts tend to avoid being alone and actively seek out groups. They work well in teams and interact well with others. Leaders in our society are almost invariably extroverts.

Extroverts also tend to be easier to read. Where introverts don’t give off clear emotional signs, extroverts tend to wear their emotions on their sleeves. They give off clear emotional signals that make it easier for others to understand where they’re at.

 

 

 

Words People Might Use to Describe Extroverts:

Friendly Talkative Social Butterfly Fun Assertive Expressive Gregarious Confident Outgoing

Strengths of an Extrovert:

Work well in groups and teams Interact well with others People enjoy being around them Can be persuasive and convincing Sometimes make good salespersons or leaders

Weaknesses of an Extrovert:

Have a hard time concentrating for long periods of time May depend too much on group and interpersonal interaction for affirmation and motivation.

  Information Gathering

The second dimension of personality, Information Gathering, is intended to measure how you process information. Do you primarily draw from facts and sensorial experiences or do you primarily draw from gut-level instinct? Or put another way – are you a Sensor or an Intuitive?

Sensor (S) vs. Intuitive (N)

Score Summary

The Career Personality Test included fifteen questions designed to measure your mental preference for processing information. Your answers were tabulated on a bipolar scale with the Sensor personality type at one end and the Intuitive personality type at the other. Sensors tend to prefer concrete problems that can be readily solved through the application of facts and data. Intuitives tend to prefer abstract problems, where imagination and theoretical reasoning are more likely to produce results. Your score on this scale is presented below:

73% Sensor 27% Intuitive

Sensors Explained

Where intuitives prefer abstract problems, sensors seek specific answers to specific questions. Intuitives may sometimes get “lost in the clouds”, but the sensor keeps his or her feet on the ground, focusing on practical matters. They are adept at dealing with real-world problems and managing details. They also take a very matter-of-fact approach to information gathering. Sensors prefer things that can be experienced through their senses – that are tactile, actual, and real – and not simply intuited or perceived through extrasensorial impression. Specifics, facts and details matter to them.

Sensors are more likely to be realistic than idealistic. They learn well from example, and are very observant.

 

 

 

Words People Might Use to Describe Sensors:

Patient Careful Precise Diligent Realistic Practical

Strengths of a Sensor:

Work diligently on honing their skills. Excel at hands-on activities where they can solve tangible problems. Remain focused, while carefully considering facts. Possess great attention for detail.

Weaknesses of a Sensor:

May sometimes forget the big picture. May not be very creative, artistic or imaginative.

  Decision Making

The third dimension of personality, Decision Making, measures the way in which you make decisions. Do you primarily make decisions objectively or subjectively? Are you ruled more by your head or more by your heart? Or put another way – are you a Thinker or a Feeler?

Thinkers (T) vs. Feelers (F)

Score Summary

The Career Personality Test included fifteen questions designed to measure your approach to decision making. Your answers were tabulated on a bipolar scale with the Thinker personality type at one end and the Feeler personality type at the other. Thinkers tend to ruled by their heads more than their hearts, and try to take a very objective approach to decision making. Feelers tend to be ruled by their hearts more than their heads, and take a much more subjective approach to decision making. Your score on this scale is presented below:

40% Thinker 60% Feeler

Feelers Explained

Feelers believe that compassion and empathy are more important than analysis and logic. They are guided by their hearts. Where the thinker believes that the right decision is the one that is most logical, feelers consider emotions and individual consequences. They put themselves in other people’s shoes and consider all points of view. They don’t believe that the world can be reduced to common denominators; they believe that individual voices resonate more truth than impersonal equations.

Feelers are humanitarian, moral and honorable people. They believe in human dignity and individual rights. Their gift to this world is their tireless pursuit of harmony.

 

 

 

Words People Might Use to Describe Feelers:

Caring Considerate Subjective Tender-hearted Compassionate Emotional

Strengths of a Feeler:

Look to understand all points of view. Are moral people, guided by empathy and compassion. Seek consensus and agreement.

Weaknesses of a Feeler:

Tend to be "soft" when the situation might call for tough-mindedness. Tend to overextend themselves to meet others' needs.

  Temporal & Structural Orientation

The final dimension of personality, Temporal & Structural Orientation, measures the way in which you deal with the outer world. Are you organized and decisive or are you spontaneous and adaptive? Do you prefer order or flexibility? Or put another way – are you a Judger or a Perceiver?

Judgers (J) vs. Perceivers (P)

Score Summary

The Career Personality Test included fifteen questions designed to measure your orientation with time and structure. Your answers were tabulated on a bipolar scale with the Judger personality type at one end and the Perceiver personality type at the other. Judgers tend to be organized, controlled and decisive, preferring order to chaos. Perceivers tend to be spontaneous, impulsive and adaptive, preferring freedom to structure. Your score on this scale is presented below:

60% Judger 40% Perceiver

Judgers Explained

More so than in any of the other three personality dimensions, people usually exhibit a bit of both sides of this dyad. You may, for example, be very structured and organized in one part of your life, but flexible and spontaneous in another part. Nevertheless, people do exhibit a general preference, and that preference is telling.

Judgers appreciate decisiveness, planning, punctuality, order, tidiness, organization, schedules, security, and control. Conversely, perceivers appreciate flexibility, spontaneity, adaptiveness, tolerance, and individualism.

Judgers often find themselves in managerial positions and work well in the hierarchical structures of large companies and government agencies. They fight the encroachment of chaos, preserve order, and struggle with the unorthodox proclivities of the perceiver.

It is widely believed that this personality dyad is one of the greatest sources of workplace tension. Judgers tend to have very little tolerance with the free-spirited ways of the perceiver. Perceivers tend to be aghast at how controlling judgers can be.

 

 

 

Words People Might Use to Describe Judgers:

Decisive Organized Resolute Strict Sensible In control Prudent Judicious

Strengths of a Judger:

Make excellent managers – delegate and follow through. Are decisive and brings issues to closure. Make deadlines (and don't leave things to the last minute). Are organized and methodical.

Weaknesses of a Judger:

Can sometimes be "control freaks." Can rush to judgment. May not adapt well to sudden changes.

 

 

  Source: MyPlan.com, LLC, 2019; includes information from the O*NET 20.3 database, 2016. O*NET™ is a trademark of the U.S. Department of Labor, Employment and Training Administration.  

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