Type and Leadership
Typically organizations are facing two types of leadership challenges due to a lack of leaders worldwide, these are:
- A predicted shortage of leaders
- Challenges for leaders within a global marketplace
Studies carried out by companies such as McKinsey & Company (Chambers, Foulon, Handfield-Jones, Hankin, & Michaels, 1998; Ghemawat, 2012; Gurdjian, Halbeisen, & Lane, 2014), Hay Group (Garoznik & Spreier, 2008), World Economic Forum (2015), and The Conference Board (2015), which have predicted a Global shortage of leaders.
The predicted shortage of leaders is fuelling changes worldwide. During the 2010s, it became apparent that businesses needed globalization; they needed to share their skills and knowledge.
Too Few Leaders
Over the last two decades, changes have been noticeable; there are fewer managers, which has resulted in an aging managerial workforce. During the 1990s, we have seen fewer middle managers and organizations downsizing, with organizations flattening out during the 2000s, which naturally places more demands on the managers that remain.
Naturally, globalization has brought up challenges for leaders. It has asked managers’ questions and expected them to evolve, which has meant their jobs have become more demanding and complex.
Too Many Challenges
There are today new and growing challenges that managers need to face and accommodate, such as:
- Their workload has become more complex.
- The expectations placed on them are growing.
- They are expected to perform well with fewer resources.
- They are expected to cover a broader spectrum.
- The workforce they manage is more diverse and possibly even spread out across different time zones and countries, with managers expected to oversee an increasingly global workforce.
- Organizations are changing rapidly as they open out globally, and managers are expected to keep up to date and work at an increasing pace.
Managers are expected to recognize the needs of a multicultural workforce and adapt working conditions to suit this.
With these facts in mind, we can see that leaders’ demands have increased, which has led to an ever-growing shortage of leaders worldwide.
Personality Type and Leadership
Studies over the past fifty years conclude there is no perfect leadership type! One thing is sure; though, leaders need to have a clear vision, be tolerant, build effective working relationships, and recognize where changes need to be made within the organization.
It is from this the MBTI Test (MBTI) was developed. This is a questionnaire developed by Isabel Myers and her mother, Katherine Briggs, based on the Carl Jun theory of personality types. The test identifies 16 personality types and is used as a tool to help individuals discover their likes, dislikes, strengths, weaknesses, possible career preferences, and compatibility with other people.
The MBTI is a method leaders use to help them identify areas where their personal preferences may be creating barriers for the organizations they serve. Helping them see where they can implement change to help elevate organizational performance.
The MBTI will identify leadership preferences and how these leaders and managers can be put in the correct environment and occupational roles to best improve corporate efficiency and increase a company’s bottom line.
Introduction to Myers Briggs Type and Leadership (2nd edition) by Sharon Lebovitz Richmond