There are three correlations when comparing the specific dichotomies of MBTI and ILS as well as an overall preference towards the ILS visual dichotomy.
There appears no correlation between MBTI extravert and introvert personality types with any of the other three ILS dichotomies.
On comparing the distribution of responses, the findings indicated some correlation between specific dichotomies of MBTI, ILS, and LP.
Findings show that there is a predominant ILS type for each of the MBTI types based on the frequency distribution of the ILS dichotomies.
There appears to be no connection between MBTI thinking and feeling dichotomy to any of the ILS dichotomies.
In fact, both the sensory and sequential dichotomies have a higher percentage frequency of distribution for the SJ temperament compared to any of the other three temperaments (Table 5).
Of course, being wedded to unhelpful dichotomies (creative/managerial, lifestyle/income, and many more) is a clear sign to the career practitioner to proceed with caution because ingratitude for not doing the impossible is not a great reward for well-intentioned effort to alleviate the contradictions that weddedness to one side of a particular dichotomy often gives.
That is, breaking out from dichotomies in how clients describe their situations is fundamental to widening the horizon of career opportunities and steps.
Although it is true we can speak of framing career choices from dichotomies through to seeing decisions and options along a continuum, there is a particular utility in identifying dichotomies and working to 'unpick' them.
Workplace office interaction provides many examples of yours/mine dichotomies in expertise, task allocation, manager preferences, intergroup relations and so on.
Thus a career development theory able to name dichotomies and the attendant constraints, or alternatively able to use a dichotomy to counter confused career thinking, offers multilayered insight to a variety of career circumstances.
Incorporating the spirit of Bakhtin's dialogic approach, it is possible to see career development history as a series of engagements around key dichotomies, in each instance arriving at a solution or answer, formulated for the duration, around the dichotomy.