I am interested in how psychometric test are being used in coaching in general and in particular the benefits and drawbacks of psychometric test based on MBTI model for coaching.
Psychometric in general do play a role in more systematic coaching, also depending on the coaching system beliefs. LSI (Life Style Inventory), MBTI and others can give a more or less first orientation on attributes of an individual. I think the tools should be chosen depending on the context.
What in particular are you looking for.
MBTI looks intuitive but is not proven by robust science. To my humble knowledge the most proven concept in this area is the Big 5.
With MBTI people tend to ignore that each dimension is a continuum and the extends might sometimes be on another side like introvert/extrovert depending on the context.
Begona,
I would second Rainer's remarks.
The MBTI has very poor psychometric (and theoretical) quality, which is why it is practically never used in academic research.
I would use Big Five or HEXACO instead.
The purpose of coaching is to move a learner (or client) to a desired situation; so that coaches may guide the process, it can only be helpful to gain psychometric awareness of a learner, this to (i) circumscribe a baseline personality; (ii) tease out hidden strengths and blind spots; (ii) uncover possible inner blocks; (iii) associate personality with life and work skills; (iv) help customize coaching; and (v) enable monitoring of progress. Objectivity is of the essence: however, the "measurement" of individual difference can never be considered absolute and coaching should not rely excessively on narrow psychometric constructions; it should pay the fullest attention to context.
It may well be that a person's values are also important to uncover when seeking to coach him or her. I have used the Rokeach Value Survey (attached) to better understand what might be driving a person's goals, actions, and attitudes. The degree to which I can "frame" my coaching within their value system seems to increase openness to my coaching suggestions/directions. Anyway, it probably cannot hurt to know the terminal and instrumental values that drive behaviors.
Hi, I asked because I am researching to prepare a presentation about personality test used in coaching, aimed to coaches in organisations. I was told that there was a specific interest in MBTI model based test, (that's why I asked about that model). I found the information you share very interesting and useful. Thank you very much for sharing.
I might add that personality profiles may be useful, if properly understand and put in the right context. The MBTI, which is popular, is not one recommended within the psychology profession - it is not considered a well structured questionnaire - there are issues of reliability and validity. There’s plenty available on this by using Google. There are better ones, reliable and validated. I won’t recommend any particular ones - have a look around. And check the research!
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