In any case, from my own experiences, it’s about 50/50 with the men I know and about 90/10 in favor of “F” with the women I know. The two women I know of that have a “T” preference also have an “I” preference. Perhaps it could be because it’s difficult for them to get along with other females growing up, as they tend to get shunned away and, as Roni Taylor mentions from her own experiences, get dismissed as “bitchy” (or just plain aloof or unfeeling).

I suppose there could have been different results but since this seems to be one of his standard exercises he must get enough similarity in the results to show 4 different voices that align with his position.

My “take away” was simply that it reminded me not to make assumptions based on gender.

At work I’m generally considered to be fairly outspoken, competent and passionate (read: “loud”). I usually end up with the unofficial title of Team Systems Expert in whichever team I work in (I’m no expert – I’m just not afraid to play around with our system).

I did spend a few years in management and performed poorly. My first team was wonderful (almost all of them were Thinking types) and we quickly built a culture of ideas swapping and problem solving. My manager was Feeling/Female but I rarely needed her assistance.

My second team however (lots of Feeling types, and a more stressful environment) decided fairly early on that I was a heartless bitch.
They launched a campaign against me that I naively dismissed as childish and petulant. We had a job to do and I wanted us to get on with it. They hated me.
I’m sure they had no idea how much they were hurting me personally. I’ve always been very good at keeping my real feelings to myself at work (and still am – I consider this proper and professional). In hindsight I realise this probably alienated them even more – they may have even performed better for me if I HAD let them see me broken down in tears like a weakling.
Meanwhile, I had no idea how much this was hurting me professionally. My manager was also a Feeling type. He considered my team’s constant whinging about me to be an indication of my poor performance. He kept trying to give me advice about managing their perceptions and emotions but his advice never made any sense to me. He was no better at dealing with a Thinking type than my staff were.
Around the same time my marriage was breaking down, so I was in no emotional state to sort all this crap out on my own. I abandoned all management aspirations and have never gone back.

My roles since then have better suited my type. I’m happier in a hands-on role where other people’s feelings are not my responsibility. I’m exactly the same person but the traits that so infuriated my underlings are easily accepted and often welcomed by my peers – even the Feeling types.

My current manager is another Feeling/Male. We clash whenever I’m unhappy with my own performance. He gets upset because he can see me getting frustrated and he tries to tell me I’m doing fine, don’t worry about it. This annoys me because I expect a manager to be unhappy with poor performance, not coddle me. Then he gets more upset because I’m getting upset. And so on.
I usually end up rescuing this situation because a) he’s my boss, and b) he’s a good deal younger than me so I can take maternal pity on him. We have the kind of rapport now where I can tell him “just shut up and let me sulk” and he leaves me to sort out my performance on my own.
His latest Feeling idea was to have regular, individual meetings with us to chat about what’s going on in our lives and other warm and fuzzy rubbish. I was resistant, of course. I tried to talk about work but he insisted these chats were meant to be personal. So I told him: “well, last weekend I got laid. Happy Roni.” Yeah, I know that was mean, but at least our talks are strictly work related now. Poor boy