This page provides an explanation of the MTR-i Flexibility Factor, a rating that can be used to assess the degree of personal flexibility required in different careers.
The MTR-i Flexibility Factor indicates how many different mental functions you need to use in certain careers. It is derived from research that examines the use of mental functions in different jobs. The facets of personality that we have looked at are the MTR-i team roles, which are based on the same theory as Myers Briggs personality: Carl Jung's theory of Psychological Types.
Careers that have high flexibility factors (the maximum score being "8") generally require a lot of flexibility. That is, the jobholder is probably required to use a wide range of behavioural styles to be successful and enjoy that career. This means being adaptable, able to switch styles from one situation to the next, and using whichever approach is best for each individual task or situation.
The diagram above right is taken from the Human Resources page, which has a flexibility factor of 7. There are seven green segments, showing that this career involves extensive use of seven different team roles, or behavioural styles.
The diagram below left is take from the Accountancy page, which has a flexibility factor of 2.
There are two green segments, showing that this career involves extensive use of two different team roles, or behavioural styles.
Both careers will use all eight team roles to some extent. However, what the MTR-i Flexibility Factor suggests is that whilst the HR use of behavioural styles tends to be evenly distributed, the accountancy career tends to be more specialised - some behavioural styles are used a lot of the time, others are used relatively little.
Implications for Career Choice
The MTR-i flexibility factor may have implications for those seeking to match their career to their personality.
Some people want to work just within their preferences, and find it difficult having to use non-preferred styles. In this case, they may be better choosing a career that has a low MTR-i Flexibility Factor and matches their own personality style. This probably enables them to use their preferences for a substantial part of the working day.
Other people may find it a lot easier to work outside their preferences and perhaps even feel that using their preferences all day would not be stretching enough for them. In this case, they may be better choosing a career that matches their preferences but also has a high flexibility factor.
For example, someone who has ESTJ preferences might be suited to both Accountancy and Human Resources, because both make use of the Conductor Team Role (or in Jungian terminology, the Thinking Function in an Extraverted Attitude). However, the Accountancy career will probably provide more time in his/her preferences, whereas the Human Resources career will require more flexibility.
Summary
When choosing a career, you should not only consider whether it matches your personality preferences, but also whether the degree of flexibility required suits your personality.