"My first experience taking the Myers-Briggs Type Indicator (M.B.T.I.) was at a job where it was mandatory."

"The company’s chief executive announced that all employees would take the test as part of a quarterly staff retreat. The assessment concluded that I was an I.N.T.J. (Introversion, Intuition, Thinking, Judgment.) At the retreat, we were all encouraged to share our results with one another as we participated in various team-building activities. I reluctantly revealed mine, as I wondered how this detailed profile of my personality traits and communication style would translate to my colleagues. Not only was I the sole black woman in the organization, a demographic notoriously misunderstood in the workplace, I now had the additional strike of being outed as an introvert, in the company of extroverts. Introverts have long been marginalized in professional environments. In American office culture, where break room small talk, brainstorming meetings and open office layouts are all commonplace, there seems to be little tolerance for the solitary nature of the typical introvert....  Before the Myers-Briggs team-building event, a few minor office conflicts had revealed that my reserved and independent work style didn’t mesh well with my manager’s, who preferred frequent updates and over-communication about projects. As the months passed, it became clear that I wouldn’t progress in a way that fit my career goals — or personality. Whether it was a self-fulfilling prophecy or a true ripple effect of the M.B.T.I., I left the job shortly after."

From "To Promote Inclusivity, Stay Away from Personality Assessments/Do personality tests like the Myers-Briggs help managers learn their team’s working styles, or just encourage them to hire and promote people like them?" (NYT).