WHAT YOU GET
A 52-Item Assessment With a Participant Experience Behind It
The Report Delivers a four-letter type code through a 9-page participant report covering the four dichotomies, whole-type description, and application to leadership, learning, and work preferences.
The Participant Experience Participants access results through the Participant Hub, where they explore full descriptions of all 16 types (~2,400 words each), use the Compare and Connect tool to compare their type with others, and work through guided questions for bridging differences.
The Practitioner Platform You administer through a project-based Pro Account with PDF and on-screen reporting, participant feedback, and NPS documentation.
Measurement Designed Around How People Actually Experience Type
Traditional type instruments use a forced-choice format that makes people pick between two options for every question. That works for clear preferences, but it forces artificial choices when the answer is not obvious. Type Discovery uses a non-forced-choice format with Differential Intensity Weighting that captures both direction and intensity of preference.
When preferences are still unclear, the built-in Type Precision Module adds targeted follow-up questions to clarify before results are delivered. The result is a reported type your clients recognize and trust as their own. That trust is the foundation for everything else: the reflection, the conversations, the development work that follows.
WHO THIS IS FOR
Practitioners Who Are Ready for a Better Type Experience
You need your clients to trust their reported type and keep working with it between sessions.
Type Discovery gives them a Participant Hub with 16 full type descriptions, Compare and Connect, and a reason to come back.
Type Discovery gives them a Participant Hub with 16 full type descriptions, Compare and Connect, and a reason to come back.
You need shared language that sticks after the offsite.
Compare and Connect gives your participants a way to see and bridge differences on their own, without needing you in the room.
Compare and Connect gives your participants a way to see and bridge differences on their own, without needing you in the room.
You need type results that connect to real work decisions.
The report covers leadership, learning, and work preferences built directly into the results. Not a separate handout you have to create.
The report covers leadership, learning, and work preferences built directly into the results. Not a separate handout you have to create.
You need to scale type across programs without scaling cost.
Type Discovery runs through a project-based platform at a lower cost per administration than the MBTI.
Type Discovery runs through a project-based platform at a lower cost per administration than the MBTI.
THE BIGGER PICTURE
16 Types. No Two People the Same.
Type practitioners deserve an instrument that treats their work as ongoing, not transactional. Every person who takes Type Discovery walks away with the same four-letter code as millions before them. What makes it personal is what happens next: the exploration, the reflection, the moments of recognition when a description lands. When the only deliverable is a PDF report, that process ends the day it starts. The debrief produces a moment of insight and nothing more. The practitioner’s work disappears the moment they leave the room.
The Participant Hub changes that. Your clients do not just learn their type. They explore all sixteen, compare patterns with colleagues, and return to the material as their self-awareness deepens. You stop being the practitioner who delivers a type result. You become the one who opens a process your clients carry forward on their own.
Key Features of the Core Factors Type Discovery Assessment
52 Primary Questions
A concise assessment identifying psychological type across the four dichotomies. The non-forced-choice format lets participants rate how naturally each statement fits rather than choosing between two options.
Differential Intensity Weighting
Captures both direction and intensity of preference. Participants indicate how strongly a response matches their experience, producing a more individualized result than binary scoring.
Non-Forced-Choice Format
A neutral response option is available, eliminating the measurement errors common in traditional forced-choice Jungian assessments when preferences are not clear-cut.
Type Precision Module
When preferences are unclear after the initial 52 questions, up to 20 targeted follow-up items (5 per dichotomy) clarify the result. In ambiguous cases, produces a secondary “also read” type.
9-Page Participant Report
Covers the four dichotomies with graphical results, whole-type description, and application areas for leadership, learning, and work preferences. Includes brief summaries of all 16 types for self-verification.
Practitioner Report
A separate one-page report with numeric scores for the 8 preferences, 4 dichotomies, and Jungian 8-Process scores. Designed for professional interpretation.
Developed by Mark Majors, PhD
Mark Majors spent a decade inside the institutions that shaped psychological type measurement. He did the data analysis for the MBTI Form M revision at CPP, led the development of IRT scoring for the MBTI, co-authored the Form Q, headed the Step III research project at CAPT where he served as Director of Research, and wrote the scoring routine for the 1994 Strong Interest Inventory. He is a recipient of the APTi Innovation Award.
Through that work, he identified problems that classical measurement could not solve. Forced-choice formats produce artificial results for people whose preferences are not clear-cut. Population-level norms obscure individual differences. His response, developed over more than 25 years: a non-forced-choice format, Differential Intensity Weighting that captures how naturally each response fits, and a Type Precision Module that resolves ambiguous preferences. Dr. Majors holds a Ph.D. in Counseling Psychology and Multicultural Studies from the University of Nebraska-Lincoln.
Download his report Why Does the Personality Instrument Matter?
GET STARTED
Three Steps to Start Using Type Discovery
- Step 2
Schedule Your Onboarding Call
Once approved, you schedule a 30-minute call with your dedicated success manager to walk through the platform and review the accreditation process.
- Step 3
Meet Qualification Requirements
Professional administration of Type Discovery requires the Type Discovery assessment manual and one of the following: relevant university coursework in psychological or educational measurement, current MBTI qualification or certification, or completion of the Core Factors qualifying requirements. Once qualified, the assessment is activated in your Pro Account.
FREE DOWNLOAD
Why Does the Personality Instrument Matter?
Why Does the Personality Instrument Matter? by Mark S. Majors, PhD, delves into the significance of psychological assessments in facilitating self-discovery and personal growth. It highlights the critical role of psychometric properties, such as reliability and validity, in ensuring the effectiveness of personality instruments. The work emphasizes that these tools are not meant to judge an individual’s worth but to aid in better understanding oneself, fostering personal development, and enhancing interpersonal relationships.
Frequently Asked Questions
The Core Factors Type Discovery assessment is a psychometric tool designed to accurately measure the 16 Jungian psychological types. It helps individuals understand how they direct their energy, take in information, make decisions, and orient to their environment. The assessment provides insights relevant to learning style, work preferences, and leadership.
The assessment is based on Carl Jung’s theory of psychological types, further developed by Isabel Myers and Katharine Briggs. Psychological type, rooted in over 100 years of exploration and development, describes four core dichotomies that are innate features of personality. The model provides a roadmap for lifelong learning about oneself and an application for understanding others.
The assessment measures four core dichotomies: Energy Acquisition and Distribution (Extraversion/Introversion), Perceiving or Attending to Information (Sensing/iNtuiting), Deciding or Making Judgments (Thinking/Feeling), and Orientation to Living (Judging/Perceiving). Each dichotomy contains two opposing preferences that represent psychologically opposite ways of being.
Type Discovery is valuable for talent development professionals, career counselors, organizational development consultants, professional coaches, human resources professionals, and life coaches. It supports work in leadership development, team effectiveness, communication training, career guidance, and personal development.
Dr. Mark S. Majors is a leading expert in psychological type with a Ph.D. in Counseling Psychology and Multicultural Studies from the University of Nebraska-Lincoln. His extensive contributions include pivotal work at Consulting Psychologists Press, where he played a key role in the development and enhancement of the MBTI Form M and Form Q.
On average, it takes respondents 5 to 10 minutes to complete the 52-item assessment. This efficiency is achieved through advanced psychometric techniques that provide accurate results with fewer items than many comparable instruments.
The 9-page Participant Report provides descriptions of the four Jungian psychological type dimensions, includes information on the four preference dichotomies (E/I, S/N, T/F, and J/P) with graphical results, the resulting 16-type four-letter code with type description, and application information on leadership, learning, and work preferences. A separate Practitioner Report provides detailed scoring information.
The assessment is designed for adults and may not be suitable for individuals below eleventh grade due to the maturity required to understand some items. It has been validated across diverse populations, including different gender, ethnic, and socioeconomic groups.
The assessment has demonstrated high internal consistency (alphas ranging from .89 to .95) and test-retest reliability with Pearson correlations ranging from .88 to .92 over a 30-day interval. The assessment achieves an accuracy rate of up to 92% when matching reported results to participants’ verified best-fit types.
Best-fit type refers to the type verified by the respondent as accurately reflecting their psychological preferences, determined through education and personal exploration. The assessment results are a starting point for self-discovery; only the individual can establish their true best-fit type through reflection and verification.
DISCOVER MORE TOOLS
Explore Core Factors Assessments
Unlock Personal Growth through Deep Personality Insights
Introduce the Four-Letter Code Using Cognitive Processes.
Transforming Work Dynamics for Meaningful Collaboration
Improve Emotional Intelligence Effectiveness
Navigate Career Decisions with Confidence
