The point of these IMO, isn't to pigeonhole people, it's for many practical reasons: - Engender some self awareness. It's astonishing how many people lack cri

The point of these IMO, isn't to pigeonhole people, it's for many practical reasons: - Engender some self awareness. It's astonishing how many people lack critical self-awareness about how they approach problems , handle change, communicate with others, or deal with their emotions. MBTI might be nonsense or unverifiable but for many people it's their first exposure to any written form of objective introspection. The belief that these are immutable traits somehow isn't usually dwelled on. - Help team members recognize that there are different styles/preferences of thinking and reasoning. You'd be amazed how many inter-office conflicts get resolved just through spending time getting to know one another. MBTI or HBDI workshops (not just the test) are helpful for this On a final note, there is a fairly popular executive MBA program where I took a one week survey course on leadership about a decade ago. In both this course and the program, they were pretty stoked about the Hermann Brain Dominance Instrument (HBDI): https://en.m.wikipedia.org/wiki/Herrmann_Brain_Dominance_Instrument https://en.m.wikipedia.org/wiki/Herrmann_Brain_Dominance_Ins... With the hope it was a bit more rooted in science than MBTI. It focuses more on cognitive preferences than on personality.