Socionics & MBTI

MBTI courses and workshops in Europe and Asia

(in contrast to the Socionics courses which are mostly provided by research institutes, MBTI courses are provided mostly by private training companies)


MBTI & Your Leadership Style, Workshop
Newcastle University

-Who are you?
-16 most common personality types
-Personalities in team work
-Strengths and pitfalls of personality types
-Synergise differences in effective team culture

Duration: 1 day Open for Public Staff Development Unit, Newcastle University, Newcastle upon Tyne, NE1 7RU, UK
Newcastle University

MBTI Step I Training
OPP, European distributor of MBTI

– How to unlock the power of the MBTI Step I framework, the first stage of the MBTI Development Journey
– Essential skills and techniques to apply MBTI insights in one-to-one and group settings
– Technical aspects of personality assessment including test reliability and validity
– How to gain maximum impact from resources such as the MBTI Development Workbook, Flip a Type Tip!, Feedback cards, the MBTI Personal Impact Report and more – over £550 of materials received by each participant!
-Simple, fun and memorable exercises to help others explore and appreciate personality differences
-How to use the MBTI assessment ethically and with impact
-Using Type Dynamics to add depth and understanding to personality differences
-Why organisations worldwide trust the MBTI assessment to boost productivity and performance.

Duration: 3+1 days
Investment: L 2,985.00 ex VAT

Elsfield Hall, 15-17 Elsfield Way, Oxford OX2 8EP, UK
experts in business psychology, personality assessment, psychometrics
44 (0)1865 404500


MBTI Conversion from Level B/TUOP
OPP, European distributor of MBTI

-The MBTI model and its insights into personality differences
-Type dynamics for greater depth and understanding of personality types
-Essential skills to apply the MBTI tool in both one-to-one and group settings
-Simple, practical, fun tools to enable you to apply the MBTI quickly and easily with your clients
-A deeper understanding of how to be a professional, ethical and competent practitioner.

Duration: 3 days
Investment: L 1,890.00 ex VAT
For professionals and practitioners only.

Elsfield Hall, 15-17 Elsfield Way, Oxford OX2 8EP, UK
experts in business psychology, personality assessment, psychometrics
44 (0)1865 404500


MBTI Step II accreditation
OPP, European distributor of MBTI

-How to unlock insights provided by MBTI Step II
-How to give feedback to get the best out of the tool and enhance individuals’ self awareness and development
-Essential skills to apply MBTI Step II in one-to-one and group settings and develop plans to improve effectiveness
-How to use MBTI Step II to improve mutual understanding and develop practical ways of working together
-Simple, practical and relevant exercises to enable you to apply MBTI Step II insights to resolve common business challenges.

Duration: 2 days
Investment: L 1,345.00 ex VAT
Only for MBTI qualified practitioners

Elsfield Hall, 15-17 Elsfield Way, Oxford OX2 8EP, UK
experts in business psychology, personality assessment, psychometrics
44 (0)1865 404500


MBTI Refresh and Reconnect
OPP, European distributor of MBTI

-Clarification of the meaning of the four type dichotomies
-An introduction to the latest recommended MBTI feedback process
-Experiential learning in how to give individual and group MBTI feedback
-Revision of application areas and appropriate uses of the instrument
-Ask the experts’ question-and-answer session.

Duration: 1 day
Investment: L 495.00 ex VAT
For MBTI qualified practitioners

Elsfield Hall, 15-17 Elsfield Way, Oxford OX2 8EP, UK
experts in business psychology, personality assessment, psychometrics
44 (0)1865 404500


The training of the MBTI -step I

The training goes through type theory, the MBTI preferences, exercises around the results, interpretation, ethical questions, feedback and specific testing knowledge.

When: anytime
Duration: 3+1 days
Investment: 28 900 SEX excl. VAT, License fee of 20 000 SEK will be added.
For senior managers, HR managers, middle managers, and coaches.

Hornsbruksgatan 28, 117 34 Stockholm, Sweden
Datadriven Psykologi
46 8 775 09 00


MBTI step II

The program broadens and deepens the understanding of the MBTI and typteorin. MBTI Step II is a powerful tool for anyone working with staff development, leadership development, career development, conflict management and coaching. People with the same type of MBTI Step I get here an opportunity to examine the similarities and differences they have between themselves and why they experienced themselves as different.

When: anytime
Duration: 2 days
Investment: 9900 SEK excl. VAT. License fee of 20 000 will be added
For HR, Coaches, etc..

Hornsbruksgatan 28, 117 34 Stockholm, Sweden 
Datadriven Psykologi
46 8 775 09 00


Practical Aplication courses for MBTI
Smart ways to use the MBTI
by Assessio

– Using MBTI communication report (English)
– Using the wizard Introduction to Type and Communication
– Specific exercises for MBTI communication
– Slideshow, instructor guide and training in how to lead a workshop in MBTI communication

When: june 2, 2016
Duration: 1 day
Investment: 1990 SEK per education

Hornsbruksgatan 28, 117 34 Stockholm, Sweden
Datadriven Psykologi
46 8 775 09 00


Practical application courses for MBTI
Smart ways to use the MBTI
by Assessio

-Using the MBTI – Personal interpretation report
-Using the wizard Introduction to Type and Change
-Specific exercises for MBTI and change
-Action plan for managing change
-Slideshow, instructor guide and training in how to lead a workshop in MBTI change

When: june 3, 2016
duration: 1 day
Investment: 1990 SEK per education
For completed training of the MBTI step 1 and licensed training.

Hornsbruksgatan 28, 117 34 Stockholm, Sweden
Datadriven Psykologi
46 8 775 09 00


MBTI Workshop
KSL Training
-Understanding MBTI Type: overview presentation and discussion of MBTI Type with practical examples to help participants understand each communication preference and start to make an assessment of their own preferences.
-Deciding your preferred Type: individual review and coaching, reading of Introduction to Type booklet to assist self assessment. Each participant’s preference is then recorded onto flipchart to enable the whole team to see each person’s preference and start to gain some insights into the team’s overall communication preference.
-Acquiring insights on your preferred Type: facilitated group review of each person’s preferred Type in the team.
-Valuing differences: 4 interactive exercises and group discussions to explore the communication preferences and differences to increase understanding. Participants are split into two teams for each exercise according to their self assessed preference enabling them to confirm their assessment and observe the opposite preference with their colleagues. A review of each exercise is conducted enabling key insights to be shared and learning to be applied to the working environment.
-Review of Team preference dimensions: group review of team’s collective communication preferences. Facilitated discussion on the potential impact and how best to address any perceived under or over utilisation of communication preferences within the team.
When: anytime
duration: 25 minutes
Open for public4 Water Ln, Greenham, Thatcham, West Berkshire RG19 8SS, UK
Management Training Company, Corporate Training Provider


MBTI Workshop
Advanced People Strategies

The workshop can be adapted in length and focus to support team away-days, meetings or a full team building event. The workshop explores how personality preferences can impact both positively and negatively on team effeciveness and results. By the end of the session participants have a clear understanding of how their, and their colleagues, personality preferences impact on their work.

Mulberry House, Lamport Drive, Daventry NN11 8YH, United Kingdom
UK Distributor of Hogan Assessments, Myers-Briggs and other world-class personality assessments
44(0)1327 437000


MBTI Workshop
Private Company

-A unique way to gain insights into teamwork! Optimize collaboration in your teams with a tailor made workshop about personality profiles.
-In a fun, dynamic and interactive way, your team will learn how the team members get their energyfrom different sources, and how they can optimally work together.  The gained insights will be applicable both to professional and private life.
-We use the widely used Myers-Briggs®  typology because it is very easy and intuitive to use and understand.
-Fully integrated into the workshop, team members will play an Out of the Box Escape Game.  The game is designed to bring out and make full use of each member’s personality.  Throughout the day, we use insights gained from the game to understand preferences and personality differences.
-This approach is unique, and helps to give more context to personal preferences beyond the daily work examples, where people are sometimes asked to behave in a certain way.
-Each team member will receive his personal profile and learn how to optimally use his strengths, but also how to cooperate with those that have a completely different profile. Each training is custom made, based on the team’s needs, and the profiles of your team members.

Workshops can be held both in English and in Dutch.
When: anytime
Duration: 60 minutes
Invetment:  €350 per person
Open for PublicHANGAR 26, Entrance A Rijnkaai 97,  2000 Antwerpen, Belgium
interactieve MBTI workshops voor jouw team in Antwerpen


MBTI Workshop
Barnard Training

-Welcome and introductions
-Setting the scene: reviewing our team and its world
-MBTI: input about type theory
-Understanding ourselves and self assessing: group activities
-Validating our MBTI self assessment
-VARK: input about Learning Styles, and self assessment questionnaire
-So what? Applying the insights from MBTI and VARK to the challenges faced by the team
-Agreeing actions
-Closing input: how MBTI can help you in your life outside work!

This workshop is aimed at Team Leaders, Supervisors and Managers who are focussed on improvements, and wish to use the MBTI tool as a way of acquiring a different perspective on relationships both within the team and outside.

16 Kitchener Way, Shotley Gate, Ipswich, Suffolk IP9 1RW, UK
Barnard Training


MBTI Workshop
Interpoint BV

-As a team building program or part thereof
-Introduction to the MBTI instrument and what it can do for your team or -organization
-Understand and understanding of differences within the team
-SWOT analysis of the team
-Understanding management styles
-Coping with change
-Improve Decision Making
-Improving communication
-MBTI & sale

Postbus 480, 2700 AI Zoetermeer – The Netherlands
INTERPOINT Development Center for Dutch Caribbean & Suriname


Team Building & Meyers-Briggs
New Oceans
-improve communication while increasing productivity
-provide guidelines to deal with conflict
-promote diversity and the appreciation of differences
-identify weak spots and help members anticipate them
-show members how to value and capitalise on each others’ strengths

Duration: 2 days
Investment: L 300$

39 Jennings Rd, St Albans, Hertfordshire AL1 4NX, UK


MBTI Workshop

Kleine-gartmanplantsoen 21, 1017 RP Amsterdam
Canicas | online marketing results


MBTI Workshop
Spires HR

-MBTI team development day
-Using MBTI to develop Innovation
-Using MBTI to develop Sales Capability.

Duration: 1 day
MBTI practitioners | MBTI team development workshop


MBTI Workshop
12 improve

The MBTI Basic Workshop is specifically designed for all employees within an organization who want to better understand themselves and / or to better understand each other. The workshop is an introduction to MBTI. Personality preferences can be more easily identified so that strengths of people can be more effectively used for the benefit of a better interaction with each other and even with increasing uptake as a result. Possible applications are: individual development and coaching courses for management and leadership development, team building and development, organizational change, improving communication.

Duration: 4 hours
Investment: E$ 225 per person (including $100 for equipment)
For employees within and organization.

Antareslaan 65, 2132 JE Hoofddorp, Netherlands
MBTI Workshop


Knowing yourself and others with the MBTI-workshop
by Boulden

-Learn how your personality profile affects the way you make decisions
-Develop your ability to manage the different personalities in your team
-Design strategies for building more effective team relationshipsDuration: half day course
Open for public

87 Bilton Rd, Rugby, Warwickshire CV22 7AS, UK
Boulden Management Consultants
Boulden Management Consultants contact


MBTI ® Team Workshop
Anke Michels

-reflection of different personality preferences
-identification of the personality types of the single team members
-analysis of the structure of the whole team
-explanation of the different approaches to typical work situations
-development of a measures plan to strengthen cooperation in the team and make optimal use  of the different personality preferences

Duration: 1-2 days
Open for public

Alt-Stralau 53, 10245 Berlin, Germany
MBTI ® Team Workshop
49 (0) 30 214 614 13
49 (0) 178 196 12 86


MBTI Workshop

-Introduction to theory and practice of MBTI;
-More insight into your own personality style and that of others;
-Understanding the impact of different personality types and how you get energy, information gathering, communicating and taking decisions;
-Greater understanding of the differences between personality types.

Duration: 3.5 hours
Investment: $E 390
Open for Public

Louis Braillelaan 60, 2719 EK Zoetermeer, Netherlands
Ontdek jouw persoonlijkheid aan de hand van MBTI
6 29.03071


MBTI workshop for successful teamwork
Lux Umbra

-Personal I speed: recognize and use individual preferences and personality types in Team
-Insert perceiving and judging as the central mental processes of the MBTI for conviction strong communication: Successful and type-related communication
-MBTI and Change: occupy and use roles and preferences in change processes
-Crises, conflicts and confrontation: the MBTI as an explanation for difficult situations see “Blind Spots” of yourself and your own team

Reisholzer Werftstraße 29, 40589 Düsseldorf, Germany
MBTI Workshop für erfolgreiche Teamarbeit
211  828 00 767—————————————-

MBTI Workshop

-The MBTI instrument helps people understand their personal strengths, preferences, and behaviors.
-Knowing your own preferences, and learning about others people’s, can help you understand where your special talents are, what kinds of work you might enjoy and be successful doing, and how people with different preferences can relate to each other and be valuable to an organization.

ul. Wejnerta 26m7, 02-619 Warszawa, Polony
Klos Training
22 844 25 00


MBTI Step I Training
London Leadership Academy

-The content of the MBTI framework and how to unlock the insight it provides on personality differences
-Essential skills to apply the MBTI instrument in one-to-one and group settings
-Simple, practical, fun and relevant exercises to enable you to apply MBTI insights quickly and easily
-How to be a professional, ethical and competent practitioner
-How to use type dynamics to gain greater depth and understanding of personality types
-How to get organisation-wide buy-in to the MBTI instrument

Duration: 3 + 1 day
Investment: L1.500 per person
(You must be an NHS employee
You must use it to assess at least 3 people a year
You must be able to attend all four training days
You must be able to be released to facilitate many 1:1 sessions
This programme is therefore recommended for Band 6 and above)

Stewart House, 32 Russell Square, London WC1B 5DN, UK
MBTI Step I Training



-The MBTI instrument is very versatile and widely used for many purposes including:
-Individual development – identifying leadership style, developing managerial potential, time and stress management, and executive coaching
-Team building and team development – improving communication, enhancing team problem solving, valuing diversity and resolving conflict
-Organisational change – understanding and dealing with responses to rapid change, understanding team and corporate culture
-Improving communication – developing selling and influencing skills
-Education and career counselling – identifying learning styles and motivations, improving teaching and training methods, and providing career guidance

Investment: L260 +vat per person
Open for public

Burley Woodhead, Ilkley, West Yorkshire LS29 7AX, UK
MBTI – for Self Awareness


Myers-Briggs Type Indicator
Grahame Robb Associates Ltd

-Our MBTI workshop can be facilitated in various ways. It’s a practical, interactive session that explores the different personality types and how they react to one another in the workplace. Leading teams, problem solving, communication styles and reactions to change are all considered though the temperament lens of MBTI and its theory.
-Participants are encouraged to engage in a self-assessment activity that allows them to find their “best fit” and understand what MBTI means to them.

Itchen Abbas, Winchester, Hampshire SO21 1BQ, UK
Grahame Robb Associates | Learning & Development | Training | VitalSmarts | Organisational Change | Hampshire | UK
44 (0) 1962 779911


MBTI training
Psi Executive Coaching

-Where you focus your attention
-How you take in information
-The way you make a decision based on that information
-How you deal with world
-Team development—helps ease communication among team members, identify -team strengths and weaknesses, and create action plans for improved performance
-Leadership development—deepens leaders’ understanding of their personality -type and the types of those they are leading to help them manage better, give more meaningful feedback, and improve individual and team performance
-Conflict management—improves skills in identifying sources of conflict and intervening early to prevent underperformance, disruption, and disengagement
-Stress management—builds resilience, increases productivity, and offers strategies for identifying and managing stress triggers
-Career transition and planning—helps guide individuals on career choice, development, and management

Duration: 2 hours
Investment: one on one feedback: $L225
Open for public72 Southover, London N12 7HB, UK
Training -MBTI I
44 (0)20 329 2947


On-line training course “practical course on typology of MBTI”
Rossia L Board

-A practical study of the typology of MBTI personality
-Elaboration of techniques of influence based on the typology of personality
-Study and understanding your own personality type.

When: anytime
Open for public

Доска объявлений в России бесплатные объявления
7 (926) 522 84 08


Course “MBTI ® Certification program: Step I”
OPP ltda

The program is conducted by the method of the British company OPP Ltd, the official distributor of the MBTI ® instrument. Training takes place in an interactive format and assumes active participation of everyone in discussions and role-playing games, performing practical tasks, solving situational cases, independent and group work, as well as distance learning.

Duration: 4 days
Investment: 185000 RUB

-Specialists and managers of the staff development services, responsible for the construction and work of enterprise learning and development management reserve.
-Coaches, counselors and organizational development specialists, coaches.
-Heads of the working groups and project teams.

Malaya Morskaya, 23. St. Petersburg,Russia
Курс “MBTI®: Сертификационная программа Step I” (Санкт-Петербург). Все Тренинги .ру
7 812 703 78 34


Personality types (typology of MBTI personality)-Distance learning
Akademkurs Online Courses

-Typology of MBTI personality is one of the most popular methods to determine personality types. It is widely used in business and advising: in building a team, in sales and customer service, as well as in the choice of profession, choosing a partner in personal life, education of children etc.
-The main advantage of the typology of MBTI personality in that development does not need any special knowledge. Founder of the typology of MBTI Isabel Briggs was not a psychologist, she has developed its methodology to ensure that every person could use it in their daily lives. At the same time, typology of MBTI personality is based on the theory of the famous psychologist Carl Jung.
-Summary of training “personality types (typology of MBTI personality)”
-Introduction to personality typology of MBTI
-At the beginning of the training, you will learn what is the typology of MBTI personality and how it can help influence people. We’ll cover the basics of tarining, its brief history and methodology.
-Part 1. Basics of typological types.
-In this part of the training, you will learn how to determine:
-1. What is directed human consciousness?
-2. How information is perceived from the outside world?
-3. What is the basis for the decision?
-4. What are some ways to prepare for action will use one or the other person?
-Part 2. Types of temperament in MBTI. Personality types
-In this part of the training we consider how different traits coexist in one person and as a combination of two traits gives absolutely new characteristics and personality traits of their owner. We consider the Basic 4 personality type.
-Part 3. MBTI personality types
-In this part of the training, you will master all of the 16 MBTI personality types.
-We consider psychological portrait of each of these types.
-You will learn how to influence the interviewee using its individual features.

Duration: 1 day
Investment: RUB 24500

Moscow, Russia
Типы личности (Типология личности MBTI)
Академкурс () – обучение, обучающие курсы, современные образовательные программы и технологии повышения квалификации и переподготовки кадров. Лучшие формы и учебные курсы лекции профессионального и бизнес обучение персонала.
7 926 535 50 61
7 495 507 10 76


MBTI®certificate program: Step I of Business Academy EY
Ey Academy of Business

-To familiarize the participants with the MBTI tool®
-Provide participants with the necessary knowledge and skills that will start applying the MBTI® quickly and safely
-Shw the practical application of the MBTI instrument® in the organizational context
-Form necessary skills for application of the MBTI instrument® When conducting individual and group coaching sessions and workshops
-To prepare participants to pass the qualification exam for OPP on the first try.

Duration: 4 days
Investment: per day 65250 RUB, per person 185000 RUB
For professionals, coaches, head of teams, etc..

Moscow, 115035 Russia
MBTI®: Повышение личной и командной эффективности
7 (495) 755 9700


Socionics Courses and Degrees

(in contrast to the MBTI courses which are mostly provided by private training companies, Socionics courses are provided by research institutes)


Master (MS) of Socionics
Scientific Research Socionics institute

-The foundations of personality
– Technology professional diagnosis types of information metabolism
– Comprehensive diagnosis and treatment of psychological problems
– Expert management of the development and improvement of quality of life
– Psychology and Socionics. The theory of psychological types, complementing the socionics

Next course: 10 march 2016
Duration:      8 days

– Socionics and personal development- module 1-2 session (one session-20 hrs. )- 15000 RUB per session
-Socionics and overcoming the basic forms of fear-(one session-20 hrs.)- 15000 RUB
-Socionics and psychosophy-(one session-20 hrs. )- 15000 RUB
-“Happy family”-two sessions- 15000 RUB per session

Prospekt Mira 95, Moscow, Russia, 129085
НИИ Соционики
7 495 649 70 74
7 916 362 84 72


Bachelor’s degree (BS) of Socionics
Scientific Research Socionics institute

-The foundations of personality
-Technology professional diagnosis types of information metabolism
-Comprehensive diagnosis and treatment of psychological problems
-Expert management of the development and improvement of quality of life
-Psychology and Socionics. The theory of psychological types, complementing the socionics

Next course: 10 march 2016
Duration: 8 days

Investment (in $RUB):
– Internally-correspondence course-intensive “all about socionics. Short and clear ” (BS)- 2-Modules, 7 days (49 hours) + webinars-30000 per module,50000 per course
– Team-building ® (BS)- 5 modules (1, 2, 3, 5 a module 4 module two-four session) (each session-20 hrs). 1.2 modules-15000 per session; 3.4 modules-16500 per session; Module 5-18500 per session
– Evening course “all about socionics”-24 lessons-800 per lesson-16000 when paying the entire course immediately
– A course of socionics “Correspondence”-2 session webinars 25 hours-40000 per course

Prospekt Mira 95, Moscow, Russia, 129085
НИИ Соционики
7 495 649 70 74
7 916 362 84 72


A Course of Socionics
Socionics Scientific Research Socionics institute

Next course: 10 march 2016
Duration: 8 days

Content/Investment (in $RUB):
A course of socionics “Correspondence”-2 session webinars 25 hours-40000 per course.

Prospekt Mira 95, Moscow, Russia, 129085
НИИ Соционики
7 495 649 70 74
7 916 362 84 72


Evening course “all about socionics”
Socionics Scientific Research Socionics institute

Next course: 10 march 2016
Duration: 8 days

Content/Investment (in $RUB):
Evening course “all about socionics”-24 lessons-800 per lesson-16000 when paying the entire course immediately.

Prospekt Mira 95, Moscow, Russia, 129085
НИИ Соционики
7 495 649 70 74
7 916 362 84 72


Ukrainian Socionics Centre

Next Course: Anytime
Duration:      26 hourse
Content/Investment (in $RUB):
Theoretical and practical exercises to study Socionics:
1) individual (1 person per 1 hrs.)- $ 30
2) Group (from 5 persons) on request (1 person per 1 hrs.)- $ 20

02090, Ukraine, Kiev, box 48
Socionic services of Centre of Socionics in education, socionics, psychology, sociology, pedagogics, politics, management, health, organization of rest, solving problems of family and interpersonal relationships on basis of socionic personality type.
38 044 559 84 67


Intensive Course on Socionics
Kaliningrad Centre of Socionics

Jungs Theory. Detailed analysis of all 8 information aspects. Reinin’s Traits. Measuring Subtypes.Text, Visual methods of type definition. Working with video interviews and clips for a type definition. Blocks and clubs. Socionic small groups.

Next Course: anytime
Duration: 7 days. The total volume of the program-about 50 hours.

ul. General-leutenanta Ozerova, 19, Kaliningrad, Russia, 236022
Калининградский центр соционики (КЦС). Обучение, типирование, семинары.
90-0000-19, 8-952-112-73-73


Bachelor’s Degree (BS) of Socionics
Scientific Socionics Society

Next course: anytime
Duration:      2 months

Ekaterinburg, Moscow, Russia


Society “Socionics”

Socionics certification course. This certificate shall give entitlement to the student to deal with his family, in the collective, but it is not a document that gives right to teach courses for a wider audience.

Next course: Anytime
Duration: 35 hours

Akmenyu street, Madona, Latvia


Courses of Socionics
Structural School of Socionics

-What is the socionics? History of origin and development of Socionics.
-Information flow, its Division into aspects.
-Semantic filling (semantics) aspects of information flow.
-Information metabolism (processing of information).
-Model and information metabolism, it blocks.
-Types of information metabolism (Integrated).
-Dimension model and channels.
-Signs of aspects of information flow And etc.

Школа структурной соционики-Курсы


Courses of socionics in Astana

1. training to better master the socionics as the tool of knowledge themselves and manage their development and efficiency. Theory of information metabolism not only defines a constant psychological personality type, but also allows you to build yourself up to a whole-to know their weaknesses and working on an unconscious level the parties (metaprograms), find a way to make them stronger and learn to consciously use these perceptual filters.

2. Socionics-the key to understanding, effective interaction and management. The training teaches you how to use the Augusta studied family relationships as a basis for the formulation of creative groups, capable of constantly going out to a new qualitative level, to overcome the crisis, to act in the face of uncertainty.

3. vertical socionics: who at some level of consciousness is and how the six levels of consciousness socionics works. Or answers to the questions: why I adore their supervisors? Why am I not handle the Activator? Why I hate my add-on?Using logical levels of Bertrand Russell would make one more step to get to know yourself and others to withdraw from the “Trance” habitual reactions and scenarios and really take responsibility for your life is to embark on a path of creation itself and its destiny.

Investment: ₸ 30000

The course is designed for those already familiar with the fundamentals of socionics, and will take a step towards greater efficiency in practical use of the system.

Astana, Kazakhstan


International Institute of Socionics

Melnikova str., 12, Kiev-50, 04050, Ukraine
(+38044) 558-09-35

Main activities:

• Development of applied socionic and psychological techniques aimed at formation and reorganization of differently structured groups of people.
• Development and utilization of management techniques for teams of various structure.
• Improvement of pedagogical techniques on the basis of the socionics theory and practice.
• Development of new advertising and marketing principles and methods.
• Popularization and proliferation of socionic knowledge, coordination of research activities in socionics and allied sciences.
• Conducting of socionics seminars and trainings.
• Development of theoretical grounds of socionics as a doctrine of information exchange. Advancement of applied socionics as a new instrument in humanities and natural sciences.
• Modeling of individual and integrated (social) mentality and informational aspects of its interaction with the environmen.
• Study of psycho-informational personal types and intertype relationships.
• Analysis of social, political and historical processes.
• Analysis of ethnos and states mentality (ethno-socionics, integrated socionics), ideological, philosophical and religious systems.
• Theoretical and practical study of mental phenomena within the framework of a new direction – physics of consciousness.
• Study of transpersonal mental sphere.
• Development of new methods of natural and anthropogenic disaster forecasts (using E.Nesmyanovich’s method).

International Institute of Socionics hosts annual international socionics conferences, publishes scientific journals “Socionics, mentology and personal psychology”, “Management and Personnel: psychology of management, socionics and sociology”, “Psychology and Socionics of interpersonal relations” and other related literature. At each conference, dozens of experts report on the results obtained, discuss their experiences and participate in discussions. Intensive scientific communication contributes to the further development of socionics.


• Services for definition of personality type (your and other people with the detailed description of types and recommendations), forecasting of behavior of the people, establishing of the relations with other people necessary for you necessary for you.
• Complete purposeful formation of new staffs for banks and other commercial structures according to a kind of activity and solving tasks. Thus the complete psychological, informational and business compatibility of the staff members and selection of the necessary chiefs is achieved, that provides much higher, in comparison with usual staffs, working efficiency.
• Conduction of socionic examinations of commercial structures, increase of activity efficiency of already existing collectives, elimination of conflict situations, optimum rearrangement of the staff in conditions of reorganization.
• The selection of the candidates on vacant posts, especially on key posts, with maintenance of complete psychological, informational and business compatibility both with a direct management and with staff.
• Formation of working collective for the concrete chief with maintenance of complete psychological, informational and business compatibility.
• In addition to the specified services the training on socionic concepts and new methods of work with the people is conducting.
• The complete confidentiality and, if necessary, anonymity of services is provided at the request of the customer.

The International Institute of Socionics developed the computer programs allowing, on the basis of the data received at interview, to simulate a situation in collective and to predict results of rearrangements, reorganization, filling of vacancies. The programs allow to determine a so-called integrated type of collective as single unit, its “character”, features of its interaction with a management, effectiveness ratio of interaction for all collective, for any of its division and for each member of collective.

The report (150-300 pages) as the reference book on collective, with the descriptions of the main psychological features of the employees, relations and character of interactions inside collective, recommendations for correction of collective, improvement of its psychological climate, optimization of conditions of its functioning is given to the customer as a result of our work. The report is accompanied with the oral explanations. All material moves in a form accessible for layman, that allows the chief to use it in work at once.

If necessary, we consult on a constant basis, for a number of years tracing dynamics of changes in collective, on a basis of already available data.

Kiev Seminar “Socionics”

The activity of the scientific seminar on the theory of informational metabolism (socionics) began in Kiev in 1986. From 14 November 1988, thanks to the initiative of the organization VD Ermak, a practical workshop officially started at Kyiv City Teacher’s House (ul.Vladimirskaya, 57).

On the second Monday of the month at 18.00 those who have mastered the basics of socionics, socionics application uses in its work and has the desire and intent to participate in the development of science, socionics, the development of its theoretical and applied problems are meeting in the seminar. Each year the workshop (September to June) is traditionally defined by the common theme of the year, which is broken down into topics of weekly meetings. Sessions of the seminar are led by leading researcher of the International Institute of Socionics: AV Bukalov, VV Gulenko, VD Ermak, SI Churyumov, GA Shulman. The seminar is also attended by other experts of related sciences.

Training seminars for managers

International Institute of Socionics invites all managers, directors, shareholders, top managers, heads of personnel departments and HR-managers to the training seminars “Socionic methods of effective management.” The workshop participants will get practical knowledge on the use of new methods of working with the staff and the efficient use of human resources. The proposed methodology of the International Institute of Socionics developed and used for 17 years for counseling in groups of more than 95 companies in Russia and Ukraine, including RAO “Gazprom”, firms, banks, commercial and municipal structures and the structures of the MVD.

HR audit and socionic expertise of teams

International Institute of Socionics (MIS) is the leading and most respected research and consulting organization in the field of socionics, not only in CIS, but also in the whole world. Since 1991, the MIS conducts expert and consulting work in the field of management and construction of effective management and production teams in Russia, Ukraine and other countries. During this time, the services of MIS have been used by more than 115 enterprises, organizations, banks, commercial firms of Ukraine and Russia, including 30 companies of RAO “Gazprom”, a number of Russian and Ukrainian banks, insurance companies, city halls, trade and industrial organizations.

For executives and managers at all levels of MIS conducts training seminars on building effective working teams and the correct selection of staff.

In addition, the staff of the International Institute of Socionics conduct individual and family counseling for individuals.

1. Drafting Psychoinformational portrait employee

Psychological and socionic testing of personnel. The testing process is a conversation (for 20-30 min.) during which socionic, psychological and informational characteristics of a person are determined. Afterwards, an analysis of the data is performed, and the customer is given the information about basic psychoinformation, what kind of activities the employee will perform best, and in which areas he/she will need advice and assistance, what are his/her incentives. Results are provided in a convenient, standardized form, allowing the customer to obtain information required for a degree of detail.

2. Drawing psychoinformational collective portrait with forecasting business and interpersonal interactions Based on testing conducted as in claim 1, and using specialized software developed by the International Institute of Socionics, an analysis of the team and the interactions in it can be performed. Information is provided in a very visible manner. The employer is able to look at the team as a whole, to see its weaknesses, possible conflicts and inconsistencies, to understand exactly what methods of influence on the team will be effective, what kind of issues need to be addressed. In addition, the “real-time” answers can be given to questions about the planned actions (What happens if N. Is appointed head of the department? What will be the result of the merger of the two departments? How exactly is this team divided into groups? What are must have qualities of an employee, planned to replace someone?).

3. The definition of motivation and loyalty of employees

It uses a computer program evaluating the motivation and loyalty of employees, using a special procedure related to the estimated 25-35 concepts, a list of which can be adjusted according to your wishes. This unique product is certified by State Standard of the Russian Federation. Testing can be carried out both on computer, and by filling in a special form (without a computer), profiles may be designated by employee name or be anonymous, numbered (for privacy). The data is transmitted to us for analysis. The result is given in the form of a brief (about page), which sets out the most significant motives, the degree of satisfaction, attitude to the most important concepts, degree of loyalty is estimated. Data exchange can be done by mail or by e-mail.

4. Package according to AP. 1-2 or 1-3

This type of package gives up a full head of an information handbook on the team. This information is relevant for a long time, serving as a reliable tool in situations of personnel changes, reorganizations, changes in activities, etc. Specific recommendations concerning the management of collective conflict resolution are offered. If a company orders a package, after the initial survey, we can test new employees in the future after significant personnel changes and update information about the relationships within the group, that is, the full information is updated very quickly and is much cheaper.

Regarding socionic expertise of the team, please contact:
tel / fax: (38044) 558-09-35

Training Workshop on Socionics for managers and HR-managers

At the training seminars, training in the basics of socionics and new ways of working with the staff is conducted. Training Workshop on the first level “Socionic methods of effective management and motivation of personnel management” introduces the basic concepts and principles of socionics creating groups. This training seminar is addressed to managers, executives and employees of personnel services.

Those who passed the initial training are offered the training seminar of the second level “Socionic expert teams and management.”

Individual psychological and socionic consulting

During the conversation lasting from one hour to one and a half hours, the experts of the International Institute of Socionics define basic parameters of psychoinformational personality, and find out the problems in need of resolution. One of the potential areas of consulting is career counselling.

Family psychological and socionic consulting Counselling of couples and families (problems between spouses and between parents and children) helps people understand each other better, resolve the problems, resolve conflicts, improve relations and mutual understanding.

For questions about an individual and family counseling, please contact:
Tel: (38 044) 558-09-35 or (38 098) 155-45-44

Descriptions of ‘Conflicting Relationships’

Description by various authors.

These relations exist between the following types:

INTj (LII, Ti-Ne) – ESFp (SEE, Se-Fi)
INTp (ILI, Ni-Te) – ESFj (ESE, Fe-Si)
INFp (IEI, Ni-Fe) – ESTj (LSE, Te-Si)
INFj (EII, Fi-Ne) – ESTp (SLE, Se-Ti)
ISTp (SLI, Si-Te) – ENFj (EIE, Fe-Ni)
ISFp (SEI, Si-Fe) – ENFj (LIE, Te-Ni)
ISTj (LSI, Ti-Se) – ENFp (IEE, Ne-Fi)
ISFj (ESI, Fi-Se) – ENTp (ILE, Ne-Ti)


Relations of Conflict are, unsurprisingly, characterized by constantly escalating conflict. Conflictors are the types with the most dissimilar values, and they rarely understand anything regarding each other’s motivations or lifestyles. Conflictors may take for granted as truths what their partners may dismiss as absurd. Sometimes they understand each other so little that the conflict itself is not well understood, yet it prevails under the surface, discomfiting both partners to no end. Conflictors also are of opposite temperaments, which is a source of irritation to both partners. Conflictors are usually rather interesting for each other, but also very tiresome.

Jack Aaron

Symmetric relation. Conflict is the inter-type relation considered to be the least comfortable and fulfilling psychologically as the two partners are complete opposites. The leading and vulnerable functions as well as the creative and role functions are matched leading to mutual pain and inadequacy as both criticise and inflame each other’s weak points. Unfortunately, the conflictor is the quasi-identical of a person’s dual and so such relationships can come about due to such confusion, the people superficially seeming to satisfy each other’s needs at a distance. This quickly goes sour for both parties.

Valentina Meged, Anatoly Ovcharov

The most difficult type of relations. Partners try to impose their own views on each other and don’t want to accept value of one another. This leads to continuous suppression of one another. Partners notice the slightest flaws in each other and often exaggerate them. They often argue, disagree, don’t listen to one another, don’t accept each other’s arguments. Even jokes and compliments are perceived incorrectly. All of this does not contribute to development of sensitivity, mutual attention to the needs and interests of another. Over time, the tension that originates in exacerbating conflicts and constant desire to move away, causes resentment. Such relationships are difficult in personal life and work. At the beginning, while dating and still maintaining some psychological distance, conflict partners are often sympathetic to each other, admire each other’s strengths, talk about their interests, exchange their opinions. When they transition to more frequent and close contact, mutual irritation and misunderstandings arise. It is advisable to adhere to traditions and discuss all changes beforehand. Only careful attitude to each other can save this relationship.

I.D. Vaisband, publications on Socionics

Conflict partners constantly get on each other’s pet peeves. This is actually good for self-discovery. Marry a dual – you will be happy, marry a conflictor – you will become a philosopher. For the most part, try to maintain psychological distance, remain polite, and make no attempt to pour out your heart! Of course, there can be no talk of harmony is close relations (e.g. family). In cases where partners can communicate at a distance, for example, both are members of a club, they can use the advice of one another and even to maintain long-term “distant” friendship if they treat each other with respect. When dealing at close range conflicts in these relations are inevitable.

O.B. Slinko, “The key to heart – Socionics”

These relations require maximum carefulness. Leading function of your conflict partner coincides with your most painful function. He, thus, produces a flood of information about those aspects that you don’t pay attention to and don’t mention. Communication with a conflicting partner places you under constant tension. There is a sense of impending explosion beneath the surface. Opposite encoding of information leads to a feeling that literally every word of one’s conflictor is annoying and brings up internal protest. At times, relations seem to be improving, but at the most inopportune moment conflictor suddenly tells something hurtful to you. Conflict relations can transpire smoothly if both partners are aware of their incompatibility and maintain sufficient distance, carefully trying to maneuver around “sharp corners”.

R.K. Sedih, “Informational psychoanalysis”

Partners usually find each other quite interesting. Among socionists the most wide-spread name for this type of relations is “conflict”. This is justified only on low level of interaction when both partners are poorly developed and un-dualized. In this case, partners not realizing it will hit each other’s weakest spots. This is a very difficult situation if both of them have to live together, sharing a room for example. Situation improves if even one partner is dualized. In this case partners can affect each other positively and even derive benefit from these relations. This aspect of interaction is satisfactory only if there is tolerance between partners. In socionics, there is a tradition to consider this interaction as the most harsh and uncomfortable for the individual. My own research has shown, however, that it is almost always not the case. Over many years of studying socionics, I have not found any cases of such classic conflict as described by A. Augustinavichiute. Our observations and some recent theoretical developments suggest that in general this type of relation falls into the same level of comfort as semi-duality and activation relations.

Laima Stankevichyute “Intertype relations”

When communicating, people automatically get into debates and often hit each other’s most painful areas i.e. offend each other’s vulnerable function. Both are saying unacceptable things in eyes of one another and both suffer through this. Logical types seem to ethical types too egoistical. Ethical types seem to logical types too frivolous, shallow, foolish, and even malicious. This is especially hard when people have to work together, because their methods and rhythm of work are very different. Introverts accuse extraverts that they do not keep to the schedules thus wrecking chaos. Extraverts accuse introverts of doing everything too slowly. When people know about types, they can divide work accordingly and not try to interfere with each other. Extravert should not try to push and activate the introvert; introvert should not try to slow down the extravert.

A.V. Bukalov, G. Boiko, “Why Saddam Hussein made a mistake, or what is Socionics”

Misunderstandings arise very easily in this type of relations. Due to how their functions are positioned, conflict partners are prone to thinking that the other is being difficult intentionally. At the same time, conflict relations are deceptive. At a distance partners attract each other with their unusual abilities, sometimes with beauty, originality of statements and behavior. Later, this is replaced by mutual bafflement, concealed resistance, and eventually open conflict. Moreover, as observations show, any reasoning or explanations don’t improve these relations. The only way to improve them is to increase the psychological distance between partners. Communication is done best in presence of dual or activator of one of the partners. In family situation, these relations can lead to psychosomatic illnesses. After distancing from conflictor, the person feels considerably relieved. Under the pressure of external circumstances conflictors can forget about their differences for a while and work together in “same harness”. These relations are dangerous by the fact that the conflict is often subdued, quiet. Introverted types won’t show their feelings towards their conflicting partners, until they reach a breaking point in some situation.

V.V. Gulenko “Criteria of reciprocity”

Disorienting hospitality

Conflict partner immediately draws your attention via some unusual effect he has on you. If your areas of activity are separate, then communication is overall polite and amiable. Especially of interest are the methods which conflict partner uses to solve his problems. When trying to work more closely, his behavior starts to seem confusing. As a result of this, irritation builds up, which can lead to conflict if partners don’t distance in time.

Binary signs of intertype relations

Disagreements a fueled even further with intervention of third parties. The root causes of conflict – complete opposition of the basic properties of the personality – are not removed when partners communicate one-on-one (this is impossible in principle), but can be curbed, disregarded for a time being, interiorized. Conflict relations grow more accommodating with maximum isolation from external influences.

Conflict partners can keep together only if they adhere to a system of discussing their tastes, habits, and intentions beforehand. In conflict relations, to avoid escalation into open conflict, partners need to have an outlet to discharge their internal emotional tensions. Conflict partners do not tolerate uncertainty and subtle hints. These relationships stabilize when they are founded on a solid, invariable rhythm of life.

Conflict partners usually are willing to demonstrate reasonableness and manage to stay together in spite of an apparent dissimilarity of character, but this is only possible with continuous suppression of internal negative emotions. Advice of conflicting partner seems deliberately misleading and illogical. There is a need to constantly restrain oneself to not retaliate and try to discredit him.

Conflicting relations inhibit any bold, original initiatives and quickly extinguish any “flights of imagination”. They orient people at conservative, routine values. Partners beneficially work together only on already established and previously successful projects. These relations require a stable, strictly static environment.

Conflict partners have a tendency to conserve exiting balance and very much disapprove of unexpected turns of events. Switching to new mode of existence is extremely difficult; it is seen almost as a natural disaster. Thus partners resist change at all costs, clinging to the old ways. Only after being sure that all connections have been broken do they look to a new course.

Associations are usually only short-term, during which the partners can significantly move forward. In other cases differences are reinforced. Internal tensions immediately makes itself felt when conflictors get closer, into which they are sometimes pressured by external circumstances. At best, the tension is relieved by mutual jokes and banter, at worst – a quarrel and forceful collision.

Advice on getting along

These relations cause the ever-present inner tensions. People brought together by these relations over time become anxious and irritable. In collaboration with your conflict partner, strictly divide duties among yourselves and carry them out according to a firm schedule/plan. Rationalization will help you keep internal nervousness and negative emotions at bay and channel accumulated energy into useful things of homemaking or leisurely nature.

It is recommended to use humor and jokes to uplift each other’s moods. However, joke carefully and avoid sarcasm. Once you feel that the tension has reached a critical point, it is best that you leave the vicinity of your conflict partner (for example, go to a different room).

Do not allow any mediators into your relations. Household duties do together, but don’t take up the same duty together. Avoid surprises, fancies, novelties, as your partner is likely to react negatively to them.

Keep fidelity out of a sense of duty, consciously suppress resentment and antipathy. Make it a tradition to celebrate the most pleasant moments of your relationship. Help each other in the most difficult moments. This way you will see responsiveness and effectiveness of these relations in the pursuit of mutual interests against outside pressure and adversity.

V.V. Gulenko, A.V. Molodtsev, “Introduction to socionics”

These are relations of brewing conflict beneath the surface. The degree of psychological compatibility in this relationship is minimal. However, this is not immediately obvious. Conflict partner often seems attractive. He evokes a feeling of awe by showing his high level of development of characteristics and style of thinking in which you yourself are weak. Contact and convergence at first seem possible, but on the way there things seem to persistently go wrong. Pondering why these attempts to find common language do not work out, one comes to conclusion that the cause of misunderstanding is not that significant and easily removable. It is only necessary to invest some more effort and your partner will understand you. There is persistent unwitting desire to somehow positively predispose this person to yourself. However, these attempts are like walking on the edge of a chasm – there is always a danger of falling into it and getting drawn into fruitless, exhausting fights. In these quarrels, partners inevitably verbally hit each other’s most vulnerable places. There is a desire to prove something to your conflictor, to clarify, to fully explain yourself, and he on purpose refuses to understand you. This eventually causes a lot of inner anger and neurotic feelings. Perhaps the worst part of these relations is that with conflict partners there is often no mutual helping each other – conflict partners fail to defend one another against external attacks and threats. This doesn’t imply verbal defense, but fulfilling complementary tasks for your partner which he clearly cannot do due his weaknesses. Due to this, these relations often lack a sense of security. This is particularly acute in a perceived hostile environment. Parting with conflict partner, after prolonged attempts to find common ground, the person often feels relieved.


In relations of conflict, partners’ Ego functions correspond to the Super-ego functions of the other. This is similar to Super-ego relations except that partners’ 1st and 2nd functions correspond to the other’s 4th and 3rd, respectively (as opposed to 3rd and 4th). This means that each person conveys a large amount of verbal information to the weak vulnerable function of the other. This function is not able to digest such a large body of information in stride, and the person’s thinking processes becomes disorganized and muddled. The difference in rationality also makes this relationship develop much more haphazardly and awkwardly than Super-ego relations.

In relations of conflict, two people belong to opposite poles of all four basic dichotomies (e.g. SLI, which is irrational, introverted, sensing, and logical, and EIE, which is rational, extroverted, intuitive, and ethical).

At a distance, conflictors may find each other interesting, but as they become closer are sure to notice a fundamental difference in their motives and point of view. They can only sidestep this by limiting their relationship to the most formal and superficial interaction possible in a given situation (the most natural psychological distance for this relationship is very long). When interaction is unavoidable, uncomfortable misunderstandings or, most often, a sense of awkwardness and ambiguity usually result, even when both partners have the best of intentions. When actual conflict occurs, conflictors tend to repeat themselves over and over without ever making themselves understood; thus, they are often not even sure why the conflict exists in the first place.

Conflictors can have known each other for a very long time without having the slightest understanding of each other’s motives. This makes true collaboration and intimacy difficult.

It is quite common for conflict partners at work or in other formal situations to make a point of being civil and friendly to the other and openly demonstrating their good will. In the process of doing this, they usually end up trying to engage one another’s vulnerable function, but this only makes the other suspicious and withdrawn. Compare this to the suggestive function, which one readily allows others to engage and support.

Because of their disparate life goals, conflictors seldom have the same interests, but when they do discussion of these interests can provide a means of interaction formal enough to not be impeded by socionics factors.

Ekaterina Filatova “Art of understanding yourself and others”

In this case, the energy of the powerful 1st channel of each of the partners can fall onto the weak 3rd channel (PoLR) of the other. The relationship is not a pleasant one.

It is clear that in these relations, partners can sympathize with each other only when they are at a considerable distance. Each is attracted by the strong function of the other partner, in the sphere of which he is most vulnerable and unsure of himself. Upon approach, partners sooner or later feel the pressure on their PoLR and, to avoid discomfort, increase the distance of communication (these relations are symmetrical).

Eugene Gorenko, Vladimir Tolstikov, “Nature of self”

The peculiarity of this relationship is that each of the partners unwittingly hurts the weakest and most vulnerable spot in psyche of another. This, of course, is very unpleasant to both. However, it is quite possible to maintain this relationship on a conflict-free level if you observe a certain distance. It will relieve partners of the collision and, therefore, help maintain completely normal relations.

Description from The New Psychology ₪₪₪

Heteroverted – Symmetrical – Arrhythmical

These are relations of constantly developing conflict. Conflicting relations have the worst compatibility between partners among all other relations. However, it does not seem to be so obvious, especially in the earlier stages of development. Conflicting partners appear rather attractive, interesting and with impressive abilities.

Both partners are usually convinced that they can coexist and collaborate quite peacefully, but soon it becomes apparent that something is always going wrong, making their relationship problematic. Both partners may mistakenly think that the cause of these problems is minor and easily fixed and that all they need to do is to show a little bit more effort in understanding their partner.

Unfortunately, these attempts to continue pushing their relationship any further will soon provoke an open conflict between the partners. When conflict starts, partners hit each other with arguments exactly in the direction where they can cause maximum pain. In return, the other partner may counterattack even more aggressively. With every conflict these relations become worse and worse.

Although Conflicting partners show confidence where their partner is not confident, they are unable to protect and take care of each other’s weak points. This regularly brings disagreement and disappointment into these relations. When after several fruitless attempts to establish a stable relationship the partners give up and break the relationship, they feel saved and released.

Conflict Relations
An Introduction to Socionics: Part 3 – Inter-Type Relations and the Quadras