MCode vs Myers-Briggs Type Indicator
Organizations need more than subjective takes on personality to build high-performance cultures and burnout-resistant workplaces — they need actionable insights that help every member of their teams achieve peak performance and feel fulfilled by their work.
The right people in the right roles
The Myers-Briggs Company provides pointed warnings against using the MBTI assessment in hiring, stating it is unethical and it has no predictive value. MCode, on the other hand, provides a direct link to potential engagement and productivity in specific roles.
- MCode enhances the hiring process by providing insights into candidates’ intrinsic motivations; what lights them up, gives them energy, and drives them to engage, give it their all, and win.
- Understanding motivation allows organizations to align candidates’ motivations and potential performance with open positions. This ensures job fit goes beyond skills, strengths, and experience.
- MCode allows organizations to align a person’s work with what they find interesting, meaningful, and rewarding, leading to increased satisfaction and fulfillment.
Personalized professional development
Insights from tools like the Myers-Briggs Type Indicator help leaders understand an individual’s preferences, emotional responses, and potential behaviors so they can lead them more effectively. But actually doing that daily is difficult. Luckily, MCode offers a nuanced solution for aligning individual aspirations with organizational goals.
- MCode makes it easy for leaders to individualize their leadership and customize professional development opportunities for every employee.
- Understanding the unique motivations of each employee helps organizations design development programs, career paths, and opportunities that resonate on a personal level.
- MCode maximizes the impact of employee development efforts while demonstrating a commitment to addressing individual needs and aspirations.
Meaningful work environments
MBTI’s type-based approach, while useful for understanding personality dynamics, does not directly address the motivational needs that lead to deep job satisfaction and retention. MCode’s emphasis on the motivations that drive high performance and deep fulfillment is a powerful asset for developing loyalty and improving employee retention.
- When a person’s work aligns with their innate strengths and personal motivations, they are more likely to find their jobs and tasks interesting, meaningful, and satisfying.
- Leaders who use MCode gain a competitive advantage. They know exactly what each member of their team needs to thrive in their role, become a top performer, and succeed.
- MCode empowers organizations to create healthier work environments and high-performance cultures that drive higher job satisfaction, stronger connections, and longer retention rates.
Subjective Preferences vs. Narrative Analysis
The Myers-Briggs Type Indicator is a personality theory that indicates personality types based on subjective preferences that may not always be accurate. The MBTI classifies individuals into 16 distinct personality types based on four dichotomy preferences: Extraversion or Introversion, Sensing or Intuition, Thinking or Feeling, and Judging or Perceiving.
Motivation Code is an objective, practical, proven system that uses scientific narrative analysis to identify motivational patterns of being, strength, personality, engagement, and performance that remain consistent. The MCode assessment maps a personalized ranking of 32 Motivations to a spectrum of 8 Motivational Dimensions: Achiever, Driver, Influencer, Learner, Optimizer, Orchestrator, Relator, and Visionary.
Personality Dynamics vs. Motivational Alignment
MBTI focuses on understanding diverse personality dynamics to improve self-awareness, collaboration, and communication, while MCode focuses on aligning individuals’ roles and actions with their intrinsic motivations to enhance performance, collaboration, and satisfaction.
Fixed Types vs. Fluid Motivations
MBTI assigns individuals to a single personality type regardless of strength of preference score, which leads to inaccurate results. MCode recognizes the fluidity of motivation. While core motivations remain constant, the specific motivations that individuals tap into may vary based on the role, assignment, or situation.
Personality-Based vs. Motivation-Based
MBTI classifies personality based on preferences in how they perceive the world and make decisions. MCode ranks motivation and concentrates on uncovering the ‘why’ behind an individual’s decisions and actions. MBTI does not predict behavior, while MCode identifies what propels behavior.
MCode vs MBTI Features Comparison
The MCode assessment and the Myers-Briggs Type Indicator offer distinct methodologies, scientific foundations, and applications in the workplace. MCode focuses on motivational insights derived from a narrative-based, scientifically supported approach. MBTI, rooted in Jungian theory, categorizes personality into types and faces criticism for its binary system and scientific validity.
MCode
MBTI
Assessment framework
8 Motivational Dimensions shaped by a ranking of 32 Motivations.
16 distinct personality types based on four dichotomies.
Assessment origins
Based on the System for Motivated Abilities (SIMA) created by Art Miller, which studied how personal stories of achievement and fulfillment reveal motivated abilities and how motivation drives fulfillment. It was used for decades interview-style by recruiters and executive coaches to place and support organizational leaders.
Myers and Briggs based the MBTI on the work of Swiss psychiatrist Carl Jung, research on personality, and their everyday experiences as wives, mothers, and observers of human behavior. The indicator was created during World War II, to help women identify the most comfortable and effective war-time jobs.
Assessment science
A narrative-based assessment that combines 60+ years of empirical science, qualitative research, behavioral psychology, and narrative psychology, with decades of research into high performance and the evaluation of millions of stories.
A typology theory that relies on self-reported insights. It was developed by two individuals with no formal training in psychology, psychometrics, or statistics. It was only tested on a small group of local high school students, family, and friends.
Assessment creation
Created in the 1950s and originally administered through 1:1 interviews. The application of technology introduced automation, improved consistency, eliminated potential bias from interviewers, and introduced scalability. Added focus on high performance strengthened workplace-specific results.
Myers sold the 172-question paper Indicator to a publisher who marketed it to employers as a way to identify job fit. 1987 saw the development of the Form J advanced scoring system with the Form K system developed in 1989. Form J is now known as MBTI Step III and Form K is now referred to as MBTI Step II.
Assessment experience
Individuals share personal stories of achievement and fulfillment and answer questions about their lived experiences to discover their ranking of 32 Motivations and Motivational Dimensions.
Individuals complete a questionnaire that assesses their preferences in how they view the world and make decisions to indicate a four-letter code that represents one of 16 personality types.
Assessment consistency
The Motivation Code assessment experience and report are always the same and only available through Motivations AI. It is objective, unbiased, and reliable.
Myers & Briggs Foundation holds the copyright and trademarks for the Myers-Briggs Type Indicator. The Myers-Briggs Company offers the official assessment.
Assessment application
Applicable in personal growth, career planning, coaching, team dynamics, performance, hiring, talent development, leadership development, and organizational development.
Applicable in personal development, career planning, team building, workplace dynamics, interpersonal relationships, conflict resolution, coaching, and communication skills.
Assessment results
Ability-focused and centered around individuals’ natural advantages and innate drivers. Provides an understanding of how individuals are motivated to engage, persist, and do their best, and why they behave the way they do at work and in life.
Personality-focused and centered around how individuals how people perceive the world and how personality influences behavior. Provides self-awareness and insights to improve interpersonal understanding and workplace satisfaction.
Assessment challenges
Individuals may feel pressure to pick the “right stories” or the stories they believe will paint them in the best light. Some find it difficult to decide which stories to share as part of the assessment process.
Self-reporting assumes people already have self-awareness and risks inaccurate results due to individuals answering questions based on aspiration or what they believe to be expected or desired.
MCode
MBTI
Assessment framework
8 Motivational Dimensions shaped by a ranking of 32 Motivations.
16 distinct personality types based on four dichotomies.
Assessment origins
Based on the System for Motivated Abilities (SIMA) created by Art Miller, which studied how personal stories of achievement and fulfillment reveal motivated abilities and how motivation drives fulfillment. It was used for decades interview-style by recruiters and executive coaches to place and support organizational leaders.
Myers and Briggs based the MBTI on the work of Swiss psychiatrist Carl Jung, research on personality, and their everyday experiences as wives, mothers, and observers of human behavior. The indicator was created during World War II, to help women identify the most comfortable and effective war-time jobs.
Assessment science
A narrative-based assessment that combines 60+ years of empirical science, qualitative research, behavioral psychology, and narrative psychology, with decades of research into high performance and the evaluation of millions of stories.
A typology theory that relies on self-reported insights. It was developed by two individuals with no formal training in psychology, psychometrics, or statistics. It was only tested on a small group of local high school students, family, and friends.
Assessment creation
Created in the 1950s and originally administered through 1:1 interviews. The application of technology introduced automation, improved consistency, eliminated potential bias from interviewers, and introduced scalability. Added focus on high performance strengthened workplace-specific results.
Myers sold the 172-question paper Indicator to a publisher who marketed it to employers as a way to identify job fit. 1987 saw the development of the Form J advanced scoring system with the Form K system developed in 1989. Form J is now known as MBTI Step III and Form K is now referred to as MBTI Step II.
Assessment experience
Individuals share personal stories of achievement and fulfillment and answer questions about their lived experiences to discover their ranking of 32 Motivations and Motivational Dimensions.
Individuals complete a questionnaire that assesses their preferences in how they view the world and make decisions to indicate a four-letter code that represents one of 16 personality types.
Assessment consistency
The Motivation Code assessment experience and report are always the same and only available through Motivations AI. It is objective, unbiased, and reliable.
Myers & Briggs Foundation holds the copyright and trademarks for the Myers-Briggs Type Indicator. The Myers-Briggs Company offers the official assessment.
Assessment application
Applicable in personal growth, career planning, coaching, team dynamics, performance, hiring, talent development, leadership development, and organizational development.
Applicable in personal development, career planning, team building, workplace dynamics, interpersonal relationships, conflict resolution, coaching, and communication skills.
Assessment results
Ability-focused and centered around individuals’ natural advantages and innate drivers. Provides an understanding of how individuals are motivated to engage, persist, and do their best, and why they behave the way they do at work and in life.
Personality-focused and centered around how individuals how people perceive the world and how personality influences behavior. Provides self-awareness and insights to improve interpersonal understanding and workplace satisfaction.
Assessment challenges
Individuals may feel pressure to pick the “right stories” or the stories that they believe will paint them in the best light, Some people find it difficult to decide which stories to share as part of the assessment process.
Self-reporting assumes people already have self-awareness and risks inaccurate results due to individuals answering questions based on aspiration or what they believe to be expected or desired.
MCode + The Myers-Briggs Type Indicator
MBTI is arguably the most popular workplace assessment, yet it was never intended to be used as an exclusive method for career planning. Its creators specifically stated personality type does not identify job fit or predict behavior and that the MBTI should not be used in the hiring process, as it does not measure skill, intelligence, or ability. The good news is that the Motivation Code assessment fills critical MBTI gaps.
By integrating MBTI’s insights into personality dynamics with MCode’s deep dive into individual motivations, organizations can create a more nuanced and holistic approach to talent management. This synergy allows for enhanced team dynamics, more targeted employee development, strategic hiring practices, and leadership that is both effective and empathetic.
Together, MBTI and MCode can help organizations not only place the right people in the right roles but also create an environment where employees are motivated and engaged to drive both individual fulfillment and organizational success.
Here’s how these two assessment tools can complement each other in organizational settings:
Self-awareness and personal growth:
MBTI and MCode support workplace cultures that value self-awareness and an awareness of others. MBTI promotes the appreciation of diverse personalities and personal growth and MCode deepens this understanding by revealing the ‘why’ behind people’s actions and highlighting alignment of personal motivations with roles, tasks, and goals.
Recruitment and Role Alignment:
MBTI can provide a preliminary understanding of how a candidate might fit into a team or organizational culture based on their personality type. MCode offers additional depth by ensuring that a candidate’s core motivations align with the role and the organization’s values, leading to better job fit, higher job satisfaction, and longer retention.
Meaningful Employee Development:
MBTI identifies employees’ natural strengths and challenges based on their preferences and personality types. MCode builds on this insight by identifying motivational drivers. This expanded knowledge enables personalized development plans that play to employees’ strengths, ignite their intrinsic motivation to perform at their best, and set them up for success.
Enhanced Team Dynamics:
With insights from both tools, teams better understand and respect each other’s differing approaches to work, collaboration, and communication. This shared awareness can strengthen connections, improve empathy, reduce conflict, and enable teams to overcome obstacles, move fast, chase shared goals, and achieve remarkable outcomes.
Better Leadership Development:
When leaders have access to MBTI and MCode results, they become more effective and inspiring leaders. They are empowered to personalize their leadership approach to fit each individual member of their team and align projects and assignments with personality and motivation to increase engagement, resilience, loyalty, and satisfaction.
You + MCode
Here is what’s included in your MCode results
While every Motivation Code assessment experience is the same, the personalized reports generated are not. Your MCode results are unique and every aspect of your report is tailored to who you are and how you show up in the world so the insights you gain are highly relevant and immediately applicable.
When choosing your individual or team MCode experience, you have two choices:
- MCode Lite
- MCode Premium
MCode Lite
MCode Lite reveals your MCode and provides the foundational insights that make the MCode assessment effective.
Your MCode reveals what makes you YOU and explains how you’re motivated and why it matters.
Discover what energizes and drains you, the work environments where you’ll thrive or struggle, your natural advantages and disadvantages, and how you’re naturally wired to contribute value to the world around you.
MCode Premium
MCode Premium reveals your MCode, provides foundational insights, and includes resources to help you apply your MCode.
When you choose or upgrade to MCode Premium, you gain access to interactive tools and resources to help you apply your MCode at work and throughout your life.
Applications focus on elevating your mindset, speaking confidently, refining your LinkedIn profile, crafting a compelling professional bio, making more persuasive pitches, and becoming a more effective negotiator.
MCode Foundational Insights
- Discover your Top 5 Motivations and how they drive your thoughts, decisions, and actions.
- See your ranking of 32 Motivations and how it shapes your MCode across 8 Dimensions.
- Understand your strongest Dimensions and potential blind spots to watch out for.
Additional Premium Tools
- Identify your Motivational Flow to unleash your full potential and perform at your best.
- Explore how Motivations impact how you show up.
- Compare your Motivations with another person’s Motivations to see how you interact with others.
Additional Premium Resources
- Personalized affirmations and declarations to cultivate a positive, growth mindset.
- A word bank of action verbs and power descriptors that align with your Motivational Dimension.
- LinkedIn enhancers to better communicate how you add value and why you are the best choice.
- Bio suggestions and sentence starters to highlight your unique strengths, motivations, and impact.
- Motivated pitching examples to tailor your sales message to each Motivational Dimension.
- Motivated negotiation suggestions to use motivation to negotiate more effectively.
