First off, let me say that it SUCKS that you had such a shitty experience with Myer-Briggs. The theory on which this tool was based is actually very rich and multi-layered, but understanding it on this level takes TIME, and time is unfortunately something that these bastards in Corporate America do not have enough of. I can tell that whoever did the MBTI assessment that you experienced did not know their ass from their elbow based on some of the incredibly inaccurate information you had taken away from this experience and incorporated into your article. I will reply to some of these inaccuracies here: *** "…thousands of top companies use it to make important decisions about who to hire and promote." First off, THIS IS AN UNETHICAL USE OF THE MBTI INSTRUMENT, and no one who knows their shit would ever use it in such a manner. Practitioners who are trained properly are aware that this tool is not designed to be used for hiring prompting decisions. However, it IS a tool that can help direct people toward jobs that best suit their own preferences for judging and perceiving. I would put my money on it that Lehman Brothers was using the MBTI unethically. (Unethical business practices seem to come naturally to them.) "Oh, yes, this isn't a scientific test in any sense…" Actually true… because as any certified MBTI practitioner will tell you, the MBTI is NOT A TEST. (Seriously-- if I only had a dime for every time I have had to point this out to someone…) Tests imply right-or-wrong answers, and that one result is in some way better or more desirable than another. The MBTI is an "indicator" - a tool that is designed to be used as a compass, for lack of a better word - to point you in a certain direction -- In the case of the MBTI, the direction of your psychological preferences for taking in information and making decisions. "the most common complaint is that 'personality traits' are meant to be fixed - yet when people take the test repeatedly, they often find that their types change radically." Trait measure and Type measure are two different things. MBTI is not a 'trait' measure - it does not measure the "amount" of, for instance, Introversion and Extraversion a person "contains"… that is not possible. The MBTI attempts to indicate whether one prefers the Extraverted orientation over the Introverted orientation, or vice versa for all four dichotomies. (ie: "dichotomy" = "forced-choice". Trait measures are usually represented by scales, not 'either or' preferences.) And before you argue PCI measure on the MBTI, PCI is not intended to measure the amount of any given thing, PCI simply indicated the confidence level of the indicator on a given dichotomy. The closer the PCI is to 100, the more 'confident' the indicator is that the result on that dichotomy is your true cognitive preference.) "You can't simply shortcut it by find your secret, magic code." Anyone who has studied the MBTI knows that it is not any sort of 'magic code.' However, Corporate America often treats this indicator as the 'be-all and end-all' of solutions to the Great Team-building Question. Actually using the MBTI the way it was intended to be used requires a solid understanding of the underlying Jungian psychological theory (which, believe it or not, has NOTHING to do with 'Letters' or squares on a 'Type-Table.') Unfortunately, Corporate America ALSO has very little TIME to execute Psychological Type theory properly, and often resorts to MBTI "dog and pony shows" not quite unlike the one you experienced. YES - the sad but true truth is that the most popular psychological inventory in the world is being trivialized daily by those too goddamned lazy to take the time to learn it and use it properly.