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I agree with you. I find that most criticism comes from people who have not trained as a practitioner and their experience of the tool is it being administered poorly. This is unfortunately, all too typical an experience that people have. The MBTI training manual states very clearly that it should not be used for recruitment as it is no measure of ability. I use it as intended, much the same way as NLP uses meta programmes. Its about understanding differences. Businesses though often try to reduce the tool so far down to fit time and budget that it becomes a bit of a waste of time. Qualities of tolerance and understanding in the workplace, which ultimately aid communication, for the most part have limited resources devoted to them.
Often too people only do a small part of the profiling (filled out the questionnaire). Trained MBTI practitioners stress that this questionnaire is just an aid to what is essentially a self assessment tool. The practical exercises, that are the core of the tool, are where the real leaning is and is very dependant on good administration. The reliability of lies ultimately with the clients own personal honesty, reflection and self awareness as it is ultimately they who decide the 'best fit' and it is supposed to be for their own personal use.
For me as an NLP trainer, in the context of building rapport and NLP Modelling, a good knowledge of as many meta programmes as possible is all to the good.
To conclude it's horses for courses but it is unfair to be critical of a tool that was not designed for the function it is often used for. There is room for all these tools but lets use them properly, as they are intended and in the right context.
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