Abstract

The Jung-Myers theory of personality, as formalised in the Myers-Briggs Type Indicator (MBTI), is a well-known personality inventory. It can be used to describe emotionally-charged behaviour during stressful periods of organisational transition. Emotional intelligence is a popularised model of becoming aware of one’s own emotions and those of others, and managing the emotional relationship between people. A person can grow both in emotional intelligence and in personality. Midlife, or midlife transition, can also be described as type development in the Jung-Myers theory. Both periods of growth may begin in the late-thirties to mid-forties. This growth phase is often described as an experience in ‘liminality’. Similar to being in the midst of organisational transition, being in liminality is being on the threshold or doorway of something new, something unknown. Developing one’s type and growing in emotional intelligence lead to a new level of maturity and wisdom – wisdom about oneself as well as others, and how to manage relationships during stressful times. A successful midlife transition equips people with awareness, knowledge and experience that can be used to assist others during the next period of organisational change – be that a merger, management change or a new software system implementation. OD practitioners can take note of the relationship between organisational change and midlife transition.