For Use in Coaching, Consulting, and Leadership Development Contexts
These guidelines ensure ethical, developmentally appropriate, and psychologically sound use of Type Elements results. The Type Elements assessment offers insight into four preference dichotomies, 32 subscales (Elements of Type), and 17 Personality Formation dimensions. These guidelines support professionals in accurately interpreting and communicating these insights in reports, workshops, coaching, and written content.
1. Focus on Tendencies, Not Absolutes
Guideline:
Describe type results and subscale patterns as tendencies—not fixed traits or deterministic outcomes. Use verbs like tend to, may, or often, rather than definitive language like always or is.
Preferred Language:
“Individuals with a strong score in Organized Perception tend to seek clarity and direction when navigating change.”
Avoid:
“They can’t handle ambiguity.”
2. Use Growth-Oriented and Empowering Language
Guideline:
Emphasize potential for development and adaptability. Avoid language that implies a person is locked into a specific pattern.
Preferred Language:
“Individuals with lower Adaptation scores may initially find ambiguity uncomfortable but can expand their flexibility with support and experience.”
Avoid:
“They’re not adaptable.”
3. Avoid Deficit-Based or Evaluative Terms
Guideline:
Avoid language that judges a subscale or formation negatively. Both poles of any scale represent useful tendencies in different situations.
Preferred Language:
“Those with high Perseverance often persist through obstacles, though they may need to check in to ensure plans are still aligned with evolving conditions.”
Avoid:
“They’re too rigid.”
4. Clarify Contextual Expression
Guideline:
Frame behaviors as context-sensitive. Avoid implying consistent patterns across all roles or settings.
Preferred Language:
“In fast-changing environments, someone with high Emergent Methods may stay energized by exploring multiple approaches.”
Avoid:
“Emergent types can’t stick to a plan.”
5. Differentiate Between Whole Type and Subscale Behavior
Guideline:
Avoid over-interpreting subscale scores in isolation. While subscales add specificity, grounding interpretations in whole-type context supports more accurate and respectful communication.
Preferred Language:
“Someone with an ISTJ profile and a strong score in Organized Perception may feel most confident when transitions follow a clear, step-by-step process.”
Avoid:
“This person has Organized Perception, so they always need structure.”
6. Frame Personality Formation Scores as Influences, Not Limitations
Guideline:
Personality Formation scores offer insight into how individuals experience resilience, belief in success, and adaptability—not limitations. Use language that reflects these as dynamic and developmental.
Preferred Language:
“A lower score in Believed Ability to Succeed may indicate current self-doubt, suggesting that building confidence through small wins could be helpful.”
Avoid:
“They don’t believe in themselves.”
7. Use Examples to Illustrate Support Strategies, Not Stereotypes
Guideline:
When offering examples of how preferences or subscales may show up in the workplace, use them to inform development—not to typecast or prescribe behavior.
Preferred Language:
“During a restructuring, those with strong Values-Based Choices may be especially attuned to team morale and emotional tone.”
Avoid:
“Values-Based people are too emotional for business.”
8. Invite Self-Validation and Dialogue
Guideline:
Present Type Elements results as a catalyst for conversation, not a final conclusion. Encourage individuals to reflect on how well their results match their lived experience.
Preferred Language:
“This report provides insight into your preferences and personality patterns. Use it as a starting point for reflection, self-awareness, and growth.”
Avoid:
“This report defines your personality.”
9. Use Whole-Type Framing to Support Nuance and Integration
Guideline:
Lead with a person’s full type when discussing insights—especially in coaching conversations, reports, or written summaries. Subscale scores should be interpreted as ways that the whole type may be expressed in specific situations.
Preferred Language:
“As someone with a preference for Introversion, an ISTJ with strong Outcome Focus may be quiet but highly action-oriented when goals are clearly defined.”
Avoid:
“Introverts with Outcome Focus don’t talk but get things done.”
Tip: Begin with a whole-type framing, then introduce relevant subscale or formation insights to illustrate how behavior may vary by context.