[K-Women Talk] MBTI and Leadership: There Is No Right Answer

[Asia Economy] These days, in gatherings, people often ask about MBTI during self-introductions, career guidance, finding job aptitudes, blind dates, and even interviews. Based on my experience taking the test, MBTI results seem relative. Whether one is Extroverted (E) or Introverted (I) is relatively clear to some extent, but whether one is Sensing or Intuitive often varies depending on the situation, even for the same person. Therefore, I believe there is no need to fix oneself into a specific type. In that case, MBTI types could be much more diversified than just 16.

The same applies to leadership styles. There are various types of leadership, and there is no absolute answer. Commonly, people think excellent leadership is predetermined and that one must strive to align their actions and judgments accordingly. However, just as one cannot judge which MBTI type is better or worse, I believe leadership types cannot be evaluated as better or worse either. Of course, there are bosses who fail to demonstrate leadership qualities, but that simply means they lack leadership. Ultimately, everyone can develop leadership according to their own tendencies.

Just as trees have grain, people have their own temperament and grain, and when they cultivate leadership that fits them, it benefits both themselves and their organizations. Moreover, such leadership may or may not work properly depending on the situation and the temperament of the organizational members who receive it. When it does not work well, instead of being discouraged by a perceived lack of leadership, it is better to consider the circumstances and the people involved and seek gradual changes.

There are many discussions about gender differences in leadership. There are also many concerns about female managers' leadership. Since leadership varies according to a person's grain, there is no particular need for women to receive more leadership training or to worry about whether they can demonstrate leadership.

In Korea, the proportion of female managers in companies and public institutions is still only about 20.9%, so women's leadership has not been expressed diversely. This has led to concerns about female leadership and misunderstandings that women's leadership is of a specific type. The notion that working with female bosses is more difficult likely stems from a lack of experience and the over-reproduction of certain uncommon experiences.

The current MZ generation (Millennials + Z generation), often called the MBTI generation, is highly aware that differences within genders are greater than those between genders. The MZ generation's high understanding of diversity is expected to have a positive effect when accepting leadership or exercising their own leadership.

When I was a section chief, I had two respected superiors. One was a strict principled person, and the other was gentle and flexible; they were quite different. Both had strengths and weaknesses, so I wanted to learn from both, but I eventually realized I had to follow the leadership that matched my own grain. I also learned that sometimes principled decisions are necessary, and other times more flexible decisions are needed depending on the situation.

A true leader or a leader who achieves great results is probably someone who does not confine themselves to one type but composes matrix leadership according to the situation and the temperament of the members involved.

Kim Kyung-sun, Former Vice Minister of Gender Equality and Family