Diversity is always valuable to have in workplace teams, but the strengths of each personality type need unique support to emerge. Employees who are introverts may especially prove to be challenging to work with for some extraverted managers or teammates, so it's crucial to take a few specific steps when working with them. Use these three tips to help you bring your introverted employees out of their shells so that they can make their best contribution to the organization.
It's no surprise that Judging and Perceiving types do things differently at work, especially when it comes to managing their business goals. Judgers approach life in a structured manner, creating plans to fulfill tasks in a predictable way. Perceivers, on the other hand, tend to feel constrained by structure, as they prefer to keep their options open and use their time to explore problems as they come. To a Perceiver, a Judging personality type is rigid and single-minded, while to a Judger, the Perceiver is an aimless drifter.
In the personality typing system developed by Myers and Briggs, the Thinking/Feeling pairing describes how a person makes decisions. A Thinking type uses objectivity to solve a problem, even when considering a moral or aesthetic puzzle. Feelers, on the other hand, make decisions based on their internal belief system. Feelers also solve problems using a system guided by their internal values and motivations rather than extrinsic facts. Because of these opposing styles, Thinkers and Feelers face challenges when tasked with solving problems as a team.
Disagreement is inevitable when you work with others; people have diverse opinions, contexts and viewpoints that can sometimes escalate to full-blown conflict. How you handle that conflict determines whether you get a productive outcome or the conflict destroys your team.
One common source of workplace conflict is the clash between thinking-judging (TJ) and feeling-perceiving (FP) types on the MBTI scale. Fortunately, it's possible to cut through the dissonance by understanding what makes these dichotomous personalities tick.
It may seem counterintuitive to suggest that introverts – those individuals who live inside their own heads and aren’t the happiest around large crowds – could make effective leaders. But, taking a look at a few well known introverted leaders like Bill Gates, Warren Buffett, Albert Einstein, and Abraham Lincoln can quickly dispel the myth that one cannot be both introverted and a great leader. In fact, some of the best introverted leaders will use those tendencies to push themselves ahead of the pack. Here are five reasons why introverts excel as leaders:
Who steps up to the plate when you establish a group-brainstorm environment? All too often, it's the go-getting ENTJs, ESFPs and other extroverted types who take the lead — often because they associate leadership with extroverted traits such as speaking up, taking control and directing others. The problem however, is that these dynamic voices end up drowning out the introverts in the group. Here's how to put the "I" in "team" and help your organization's introverts thrive in a group environment.
When I worked as a consultant using the MBTI®1, there was one type of call I dreaded: the calls from firms who wanted to start using the assessment in their hiring process. They’d heard about the MBTI® and its popularity in organizations. Maybe they’d even assessed some of their existing employees, with inspiring results. Now, how great would it be if they could use it to weed out all the undesirable candidates in their hiring pool?
Personality is at the center of how we interact with each other on a daily basis. It provides a framework for understanding why our lives look like our own, and not like our neighbors. Whether we’re choosing a job, a partner, or even a home, our personalities drive our choices and shape the paths that our lives take.
In the terminology of personality type, sensors are hands-on people who prefer to process information about the world in terms of what they can see, hear, feel, touch, and taste. Intuitives, on the other hand, prefer to assimilate information about the world around them and process the data in an abstract, big-picture way. When they work together in an office, sensors and intuitives might find their working relationships rife with misunderstandings unless they can try to mutually understand and respect one another's differences. By doing so, they'll contribute to harmony in the workplace, fostering on office politics that are based on cooperation, not conflict.
Since personality typing is useful for self-knowledge, it follows that knowledge gained through taking the TypeFinder would assist with conflict resolution between employees. People who become more cognizant of their own personality traits and preferences can more easily view the traits and preferences of other people with increased understanding. Mutual understanding – that is, employees developing empathy for one another – is key to harmony in the workplace.