1. Identify type theory as the work of C.G. Jung and the instrument as the work of Isabel Briggs Myers and Katharine C. Briggs.
  2. Present psychological type as describing healthy personality differences, not psychological disorders or fixed traits.
  3. Be adamant that all types are valuable: no type is better, healthier, or more desirable in any way.
  4. Describe preference and types in nonjudgmental terms at all times; be aware of how your own type biases may influence your words.
  5. Present type preferences as tendencies, preferences, or inclinations, rather than absolutes.
  6. Stress that type does not imply excellence, competence, or natural ability, only what is preferred.
  7. Never imply that all people of a certain type behave in the same way; type should not encourage stereotyping or be used to put people in rigid categories.
  8. Explain how people sometimes act in ways contrary to their preferences because of pressure from family, relationships, job environment, or culture. Consistent forced use of non preferences can cause stress.
  9. When describing preferences, distinguish between what has been shown by research and what are anecdotes to illustrate type.
  10. Provide appropriate interpretation of the MBTI®results for each and every administration of the MBTI instrument.
  11. It is unethical and in many cases illegal to require job applicants to take the Indicator if the results will be used to screen out applicants. The administrator should not counsel a person to, or away from, a particular career, personal relationship or activity based solely upon type information.

These guidelines are based on a collaborative effort between the Myers and Briggs Foundation, CPP, Inc., the Center for Applications of Psychological Type, CAPT, Inc., and the Association for Psychological Type International, APTi.