Tag Archives: Extraversion and introversion

Introverted Feeling VS Extraverted Feeling as a Primary Function

It is an often held misconception that someone just slips from being say an ENFJ to an INFJ depending on their extraversion amount. They may become more or less shy and therefore “switch” personality types.

This couldn’t be further from the truth. The term extraversion and introversion refers to the function that a person leads with (their Dominant function). A person’s dominant function will never change over the course of their entire life. It is developed and identifiable at a young age, and only gets stronger as time goes on.

Being an “Introvert” or an “extrovert” as a person is a coincidence that (oftentimes) correlates with a person’s dominant function. However, the difference between Extroverted Feeling / Sensing / Intuiting / Thinking and Introverted Feeling / Sensing / Intuiting / Thinking are quite different.

It’s more than just that one focuses on the outside world, where the other pulls from within. That is a simplified explanation.

Over the next few days, I will compare the leading functions of all the various personality types. It is important that you know what you’re leading function is. You will see why a person does not switch or “is in between an E and I” (This “X” nonsense drives me mad.)

This is because the sites that often do these personality assessments do not explain properly what a personality assessment truly means.

First up will be Feeling as the leading / dominant function.

  • Extraverted Feeling: ENFJ and ESFJ
  • Introverted Feeling: INFP and ISFP
  • Extraverted Feeling

    The process of Extraverted Feeling often involves a want to connect with (or disconnect from) others and is often shown by expressions of warmth (or displeasure) and self-disclosure.

  • The “social graces,” such as being polite, being nice, being friendly, being considerate, and being proper, often revolve around the process of extraverted Feeling.
  • Keeping in touch, laughing at jokes when others laugh, and trying to get people to act kindly to each other also involve extraverted Feeling.
  • Using this process, we respond according to expressed or even unexpressed wants and needs of others.
  • We may ask people what they want or need or self-disclose to prompt them to talk more about themselves.
  • This often sparks conversation and lets us know more about them so we can better adjust our behavior to them.
  • Often with this process, we feel pulled to be responsible and take care of others’ feelings, sometimes to the point of not separating our feelings from theirs.
  • We may recognize and adhere to shared values, feelings, and social norms to get along.
  • Semantics of Extraverted Feeling as a Leading Function

    (How people who lead with Extraverted Feeling tend to speak when in a generic, group setting.)

    Themes:

    1. Describing fields of relationships and actions that take place between people.
  • describing influences on living objects
  • 2. Describing external, observable manifestations of emotions
  • spectacles
  • describing emotional states or degrees of arousal
  • 3. Using sonic forms of words as a means of expressing emotions
  • describing audible behavior and imitating sounds
  • situating word creation to convey shades of emotion
  • expressive interjections and exclamations
  • Speech Peculiarities:

  • frequent use of emotionally charged adjectives.
  • combining emotional adjectives and adverbs that are opposite in meaning.
  • quoting poems, songs, etc. that show their current emotional situation.
  • informal, colloquial, “non-dictionary” vocabulary.
  • intentionally violating the stylistic flow with words that are either highly colloquial or archaic.
  • intonationally conveying emotional states.
  • personification of inanimate objects; increasing the number of actors involved in each story.
  • Dominant Fields of Activity and Topics of Conversation:

  • gossiping
  • evoking emotional reactions in others
  • changing and creating any kind of emotional atmosphere and any kind of nuances in communication.
  • strong emotions and impressions.
  • Intraverted Feeling

    It is often hard to assign words to the values used to make introverted Feeling judgments, since they are often associated with images, feeling tones, and gut reactions more than words.

  • As a cognitive process, it often serves as a filter for information that matches what is valued, wanted, or worth believing in.
  • There can be a continual weighing of the situational worth or importance of everything and a patient balancing of the core issues of peace and conflict in life’s situations.
  • We engage in the process of introverted Feeling when a value is compromised and we think, “Sometimes, some things just have to be said.”
  • On the other hand, most of the time this process works “in private” and is expressed through actions.
  • It helps us know when people are being fake or insincere or if they are good. It is like having an internal sense of the “essence” of a person or a project and reading fine distinctions among feeling tones.
  • Semantics of Individuals with Intraverted Feeling as their Leading Function

    (How People with Intraverted Feeling as their Leading function tend to talk when in a generic, group setting.)

    Themes:

    1. Describing one’s feelings and attitudes toward things and people.
  • influences on feelings
  • feelings
  • 2. Describing relationships between people as a constant factor.
  • describing psychological distance.
  • links (between people).
  • 3. Evaluating objects
  • evaluations that include oaths or insults
  • constant traits; personality and character traits
  • evaluating people’s behavior
  • Speech Peculiarities:

  • superfluous use of diminutive and augmentative suffixes
  • qualitative adjectival evaluations
  • constructions using the word “relationship”
  • metaphors related to “links”
  • Dominant Fields of Activity and Topics of Conversation:

  • relationships between people
  • evaluating people (personality and character traits) and their deeds and conduct
  • evaluating the motives behind behavior
  • empathy; the ability to feel what others feel and understand their motives
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    Visual Identification of Personality Types

    The link I share is the type that I am, Ti-ENTp. Here is the other type of ENTP, called a Ne-ENTP. They all look and act the same!!

    It’s like I’m discovering a scientific breakthrough, here.

    All the Ti-ENTPs have thin faces with dark hair and a skinny complexion. They are all big science / inventor geeks and intellectuals.

    All the Ne-ENTPs are mostly comedians or actors, and almost all of them have reddish hair / reddish tinted bodies.

    All the Ti-ENTps act and even look similar to me.

    This ain’t the zodiac, my friends…

    There’s some real science behind this. Who dares continue on the research that was started so long ago? Who dares to answer the question of why we are different / unique and how that we are built to perform different functions in society…

    I mean besides me, lol… I need a team!

     

    This is Me – an ENTP’s Personality Breakdown

    ENTP

    Image

    This personality profile fits me perfectly, with a few exceptions. But, you could read that and say “YEP. That’s +Chris Hoeller ”

    ENTPs are highly dynamic individuals who typically say, “If at first you do not succeed, try whatever is next or just move on.” You are happiest living on the edge of the future.  For you, life is one delightful game.

    You function continually in the realm of the possible and when absorbed in your latest project, you can think of little else. With an energy level sometimes exhausting to behold, you are virtually tireless in the pursuit of your latest goal- as long as your interest in the project holds.

    You are a devoted explorer of a world where peering through the mists of the far horizon is your primary interest. In your quest for new ideas, adventures, and absorbing projects, you continually learn that your goal loses its attractiveness after you solve the major challenges and problems, or as soon as it degenerates into a predictable routine. When the end is in sight and your interest wanes, it can be difficult for you to muster enough self-discipline to see the task through to completion.

    You are a terrific initiator who often artfully hands over half-completed projects to a “detail oriented” colleague or associate to finish. But the dedication and self-confidence you exhibit are infectious and therefore you tend to have devoted followers. You have the ability to be a guru for those who lack your talent, perseverance and personal drive- you are well suited to lead.

    You tackle an amazing variety of problems with ease; the breadth of your interests is your strong point. Being able to exercise this variety, flexibility and versatility in your nature is the primary key to happiness in your life.

    As a Thinker, you are an independent character, who can feel good about yourself with or without approval from others. Many individuals with your personality style enjoy a role as a renegade. Even though you are probably your own best critic, it will be very valuable to solicit and listen to the opinions of others whom you respect before high-tailing it off to your next all-absorbing project. People contain tons of useful information, even though you may find it difficult to find others who can keep up with your quick mind and rapid-fire ideas.

    When you are not actively recruiting followers to work on your latest cause, or when you are being consumed by your current interest, your impersonal attitude toward people and short attention span in human relationships can make you appear outwardly cool and distant.  You value logic over sentiment and it is sometimes impossible for you to appreciate how others value emotion.  You do, however, have the necessary personal and communication skills to connect with people when you want. Even though you might not employ them often enough, you do know the value of eye contact, body language, a little recognition and a fond personal address when speaking with someone.

    In the working world, you will find that your Extraversion is an asset when dealing with both variety and action.  In tasks requiring quick decisions and fast action, you reign supreme.  However, you must constantly be on guard not to act too quickly, particularly without thinking things through completely before you dive into action. If the nature of the work itself is slow, or if it involves long term projects, you may need to devise a few tricks to ward off boredom. Otherwise, your efficiency may suffer.

    You may have already found it to be helpful to surround yourself with a few “practical types”- people who look at things with their Sensory capacity. While you may find this difficult- since Intuitive people usually prefer the company of other, like-minded souls- you will probably find their counsel valuable.  An Intuiting person with a Sensory type partner may achieve more than the Intuitive alone, since facts and details will not be overlooked along the way.

    You are an Intuiting person, who scans the horizon searching out the possibilities in a situation, rather than staring down at the pavement. This quality prepares you well to be an inventor, explorer and visionary. Your interest lies in new ideas and theories and you bring together a great deal of energy, patience and fortitude when digging in to solve new problems.

    Your Perceiving side is open to changing situations. In fact, you may even enjoy tasks requiring repeated revisions. Diversity at work is enjoyable and you have no trouble shifting gears from one assignment to another. On the other hand, your Perceiving nature may instigate too many changes without being asked, revising when unnecessary. If you are not careful, many of those self-started activities could wind up in a desk drawer, first postponed, then forgotten.

    Your inner world is one of thought, analysis and concentration. You are a Thinker, with your mind constantly going like a busy computer. In love with learning, fascinated by the very concept of intelligence, your Type seems to have an inner drive toward performance and a highly self-critical nature that continually drives you toward self-improvement. You are able to develop considerable detachment from your own work and to subject it to the same scrutiny you apply to all intellectual matters.

    You are also supremely self-confident and your intellectual ability provides the substance you need to accomplish virtually anything you wish in life. Periodically, however, you are plagued by the recurring thought that you are somehow on the brink of failure and that you might not achieve your personal goal this time. You are a tough taskmaster and critic of yourself. You need to learn to give yourself a break.

    Your outgoing personality prefers working with human companionship. You may wish to think long and hard before accepting a job or work assignment that forces you to work in isolation. Choose a job that lets you use your abilities to understand, predict and explain reality. Just try not to get so caught up in the world of ideas that you miss out on directly experiencing life. You may often find yourself living more in the future than the present.

    Being an inventor or a promoter may attract you and, most likely, in whatever work you choose, there will be a bit of the inventor/promoter in whatever you do. Watch out for times when life forces you to work at a job that demands you make detailed observations and keep track of facts and figures.  You will do better to target yourself towards work that involves the big picture and bold concepts, not details and precise facts.

    Look out if life corners you into an overly bureaucratic institution. You will be interested in ideas, research and development, inventive marketing or promotions- and you will pursue your interests by thinking less about the rules, procedures and chains of command and more about the end goal.  When you find that perfect job, employer or co-workers, you will be valued for the glittering bundle of intuition you provide as a catalyst to innovation and creative solutions.

    Life craves people like you and institutions need people like you, although both may give you a hard time now and then. Even if you personally never get the pleasure of seeing your ideas put into action, the probability is good that your innovations will eventually trickle into the mainstream.  In the long run, you will be wise to choose a career where you have autonomy over your work and where you have the fellowship of other creative, like-minded people who also admire ideas and prefer to work in less structured and non-confining organisations.

    Contributions to an Organization

    Each of the sixteen personality types has their own styles, strengths and blind spots.  The following items are the more obvious skills and talents you bring to an organisation, group or relationship.  These are your strengths.  Strengths often can turn into weaknesses if over-used and over-relied upon.  But used well, these strengths and talents can contribute to your success in career and relationships.

    • Is confident, dynamic, energetic and sparkling to be around.
    • Views work as one stimulating and adventurous challenge after another.
    • Brings infectious humour and dynamism to tasks.
    • Delights in troubleshooting and conquering major problems.
    • Inspires self and others to go beyond stated goals.
    • Thinks conceptually and is skilled in analysis.
    • Generates creative ideas and is highly innovative.
    • Ingeniously discovers new methods and processes.
    • Is extremely flexible, versatile and embraces ambiguity.
    • Finds start-up projects exciting and routine processes boring.
    • Likes achievement.
    • Seeks to become more and more competent in work.
    • Delegates details of the vision and its implementation to others.
    • Brilliantly perceives market trends, future designs and products.
    • Goes for, and is excited by, the big picture.
    • Is alert and outspoken.
    • Encourages and rewards risk-taking.
    • Easily takes initiative and instigates change.
    • Is loyal to the movers and shakers of an organisation.

    Your Leadership Style

    Each personality type has its own leadership style, strengths and blind spots. The following highlights your approach to leadership, provides clues as to how you will act in a leader role, and pinpoints some of your leadership qualities.
    Acts as the visionary for a group or organisation.

    • Persuades and inspires others with enthusiasm and imagination.
    • Can readily become engrossed in a project that interests them.
    • Prefers to ignore standard or traditional paths in accomplishing long-term visions.
    • Prefers precision and is irritated by inefficiency, errors and extraneous information.
    • Is enlivened by formulating theories and constructing models or systems.
    • Excels in crisis situations, seeing them as challenges to be overcome.
    • Is unafraid to take risks.
    • Promotes and rewards independence in employees.
    • Values ideas, energy, willpower and ingenuity in others.
    • Does not give and receive praise easily.
    • Easily takes the initiative to get a project going.
    • Believes power and authority are granted by competence, not title or tenure.
    • Expects to be obeyed, not questioned.

    Your Communication Style

    Effective communication is composed of two elements: how well you listen, and how you express yourself. Good communication skills are at the heart of success.  Being aware of how we communicate, how others communicate and how we prefer others to communicate with us, is a significant step in achieving this objective.  Your personality style has its own communication strategies that are more effective for you than other’s communication styles.
    Speaks with passion and commitment.

    • Replies quickly, thinking on his/her feet; displays wit and word play in speech.
    • Prefers talking in person, not in written reports.
    • Likes brevity, succinctness, objectivity and mental exactness.
    • Detests excess information or material; may keep topics short.
    • Talks about, and is attracted to, insights and unusual approaches.
    • Frequently debates the pros and cons of various options, either internally or with others.
    • Offers presentations that can be highly complex and detail-oriented.
    • Will consider a schedule, but avoids and resists tight timetables.
    • Is persuaded through cool, logical analysis.
    • Persuades others through compelling explanations.
    • Sees the big picture and future destinations and presents these first.
    • Talks continually of larger possibilities and alternatives; presents information as always tentative, adaptable and changing.
    • Likes to discuss future challenges.

    Problem Solving Style

    Different people solve problems in different ways. Based on your personality type, you will probably use the following methods and skills in problem solving:

    • Loves to find ways around obstacles.
    • Wants the rationale behind the data.
    • Unceasingly questions all the possibilities in seeking alternate solutions.
    • Attempts to find other situations similar to this problem.
    • Is sceptical of information until it is validated.
    • Focuses on understanding and comprehending the entire situation before examining the specifics.
    • Wants to know if there are greater implications beyond the obvious.
    • Debates the pros and cons.
    • Seeks to understand what is alluded to by the facts and compiled information.
    • Begins by looking at the big picture, next applies logic, then considers the impact for people and finally looks at the facts.

    Stress Profile

    Stress plays a significant factor in our abilities to be effective at work and have healthy sustainable relationships.  The greater the stress, the harder it becomes to maintain quality work and quality relationships. Each personality type has strengths and blind spots.  Under stress, blind spots emerge and people rely on their least favourite functions to operate. Below are a few clues as to how stress affects your particular personality type (Note: you and one other type have matching patterns in manifesting and managing stress, so you may find someone with an almost identical profile).

    Triggers:

    • Being overextended and over-committed.
    • Neglecting needed food and rest, creating physical exhaustion or illness.
    • Doing detailed methodical step-by-step work over extended periods.
    • Continually managing episodes of red tape, bureaucracy and ‘senseless rules.’

    Characteristics

    • Begins to lose their enthusiasm, optimism and energy for life – it is no longer fun.
    • Starts to withdraw and becomes depressed, sad and despondent.
    • Turns very picky, finicky, irritable, rigid and crabby.
    • Verbal skills decrease and talking with others becomes difficult.
    • Grows overly emotional, believing no one understands or cares about them.
    • Becomes exceedingly analytical, literal and insensitive toward others.
    • May obsessively clean, organize files, checkbooks, calendars, or create detailed to-do lists.
    • Escalates small issues into major problems.
    • Takes narrowly focused data and erroneously projects it into a vague and gloomy future with few choices.
    • Physical sensations, real or imagined, are spun into a horrible and serious illness.
    • Leads to self-neglect and if prolonged, eventually becomes ill.

    Gaining Equilibrium

    • Doing meditation or taking some time out to reflect.
    • Being left alone by others so their episode can ‘bottom out.’
    • Taking relaxing walks in nature.
    • Exercise, sleeping more, eating better foods, or having a massage or bodywork.
    • Talking to others without judgement or advice being offered.
    • Analysing events and determining priorities with a close but neutral friend.
    • Unobtrusive help with details.

    Lessons

    • Taking better care of themselves physically.
    • Recognizing their need for solitude and quiet time by themselves.
    • Appreciating the management of details and developing better organizational skills.

    Motivators  

    People are usually most effective when their environment matches their preferences and work style.  When a good match is not present, it will be more difficult to achieve results.  Below are some of your work preferences and key characteristics that you look for in work, or that you try to avoid.  These key characteristics also indicate how you would typically like to be managed or related to.  If you find these comments of value, it might be very worthwhile to share and discuss this section with your manager.

    • Looks for moments to foster independence in others.
    • Needs freedom to manoeuvre, unfettered by rules, regulations and procedures.
    • Revels in designing plans and projects, building theoretical and conceptual models and overcoming limitations.
    • Enjoys the absence of routine and bureaucracy.
    • Emphatically resists being over-controlled and over-managed.
    • Does not respond to coercion, pomp and assigned authority.
    • Excels in situations where trouble-shooting and change are necessary.
    • Soars in environments where change, flexibility, risk and competency are present.
    • Prefers working in start-up and entrepreneurial phases of a project, not in the implementation.
    • Appreciates opportunities to use his/her conceptual skills and creativity.

    On a Team

    Some people work well on teams, others work best on their own. Understanding the personality types of team members provides information about how individuals are likely to carry out their work and interact with each other. Given your personality preferences, the following are the strengths and possible blind spots you will most likely bring to a team:

    • Supplies clear ideas and inventive new insights.
    • Contributes elevated degrees of enthusiasm and energy.
    • Provides analysis, solutions and identifies opportunities.
    • Brings different viewpoints and information to the table.
    • Questions and examines different pathways and possibilities.
    • Dares the group to go beyond the status quo.
    • Focuses on future possibilities, not current limitations.
    • Sometimes presents too many possibilities and concepts, possibly overwhelming others.
    • Is apt to grab the limelight with so much energy and enthusiasm.
    • Irritates others by editing everything down to a theoretical model.
    • Becomes frustrated with others who do not look at new prospects or fail to have a “can-do” attitude.
    • Wants others to be able to discern the trivial from the important.
    • Can be irritated by others who do not think abstractly.

    Learning Style

    For many years it has been known that different personality types have different ways of learning.  Knowing how a person learns is a big advantage for structuring on-the-job training or classroom instruction.  Once again, you may find this section valuable to share with your manager.  Your learning style is as follows:

    • Is passionate about learning and enjoys competition and stimulating environments.
    • Suffers in highly structured, rote and fragmented learning situations.
    • Needs to grasp the model inherent in the material before proceeding.
    • Finds future-oriented theoretical questions and essay exams the most appealing.
    • Is easily bored once the major problems or challenges are solved to his/her satisfaction.
    • Enjoys challenging instructors and classmates.
    • Learns through participating in discussions plus questioning and challenging others.

    Opportunities for Growth

    As we have said before, each person has his or her strengths and blind spots.  Sometimes strengths are over-used and become blind spots.  We tend to simply ignore other modes of being as we rely on our favourite preferences.  When our strengths are over used, they can become our only tools, possibly becoming irritants to others, or blocking out other possibilities and choices that we may have when responding to situations.  As we grow and mature, it is important to pull back from our favourite ways of doing things and build skills in the areas of our least favourite preferences.  We thereby become a more balanced and versatile individual.  The following suggestions address some of your more obvious blind spots and are areas to pay attention to if they have been ignored up to this point:

    • Remember the importance of human needs and feelings in projects- not everything is cool, logical reasoning.
    • Try to thaw out a bit when talking with others- listen more and debate less; others can sometimes see you as critical, impersonal and distant.
    • Learn to exercise greater patience with others who are different from you and who bring different talents to the table.
    • Pay more attention to details and project follow-through.
    • Learn to surround yourself with more structure so that projects are completed.
    • Practice setting more realistic goals and time frames- try doubling the time you think it will take.
    • Focus on finishing current projects before moving on to new ones.
    • Balance staying in the present with being in the future.
    • Build greater tolerance for the organisational system- learn how to use rules and regulations to advance your work, not hinder it.
    • Remember that asking questions does not reflect negatively upon your competence.
    • Recognise and listen to others’ suggestions; accept that it is OK to not know everything.
    • Temper your competitive edge – it is not always useful.
    • Give more recognition and appreciation to others.
    • Practice giving your inspirations, analysis and models a day or two of rest- you may spot real flaws and have them make a better fit when you return to them.
    • Be wary of overextending yourself with your excitement over possibilities and new projects.

    ENTP vs ENFP – Two Distinct Breeds of Extraverted Intuition

    Similarities and Differences

    The ENTP and ENFP are similar in many ways. They both share the same dominant trait of Extraverted Intuition (Ne). The difference lies in their second cognitive function, The Supporting Role, which creates two unique types, as similar as they may seem to be on the surface.

    Similarities – Extraverted Intuition as the Dominant Function

    • Relaxed, nonjudgmental, non-aggressive look and demeanor.
    • Person is easily intrigued, starts new things very easily, and always has energy for new beginnings.

    • Relaxed posture and open and easy-going look most of the time.

    • Very often enthusiastic, but rarely physically robust or vigorous.

    • Like to have spontaneous moments rather than traditional / planned situations or “proper” behavior.

    • Spontaneous behavior and the absence of social masks serves to convey one’s “true” self to others. A concern with “proper” behavior only serves to mask the true self.

    Extraverted Intuition (Ne) implies a rejection of the Intraverted Sensing (Si) in one’s behavior. Therefore, Ne types try to interest others with thoughts, insights, and a particular vision of things and not through material means or by exerting a direct physical or visual impact on others.

    Extraverted Intuition (Ne) types “drop out” of situations (and their eyes glaze over and stop “seeing”) because they generally are abstracted from physical stimuli and are thinking about intangible characteristics of the situations they are in. The eyes remain open, but the visual stimuli is not reaching the conscious mind.

    Extraverted Intuition (Ne) implies an ability to recognize and develop high-potential situations, people, and ideas – hence the innate enthusiasm, openness, and the ability to become intrigued and intrigue others. Ne implies attentiveness to the unseen essence of things, and Ne types want to have their essence come through to others.

    Differences – Intraverted Thinking vs Intraverted Feeling as the Supporting (Auxiliary) Function

    ENTP – The Visionary

    • Explorer Inventor
    • Enthusiastic Innovator
    • Inventor
    • One exciting challenge after another
    • Progress is the product
    • Relationships are just another challenge
    • Answer the questions and question the answers
    • Precocious Planner

    Explorative; lighthearted and detached curiosity; focused on interests and ideas; usually upbeat and good-natured.

    The theme for ENTPs is inventing, finding ingenious solutions to people and technical problems.Their talents lie in developing ideas into functional and innovative applications that are the first of their kind. They thrive on finding new ways to use theories to make systems more efficient and people better off. They have a hunger for new projects.

    ENTPs have faith in their ability to instantly come up with new approaches that will work. Engineers of human relationships and systems as well as in the more scientific and technological domains.

    ENTPs tend to smile the same way most of the time, and don’t use all the muscles of their face. This shows that they are little concerned with being agreeable or emotionally involving others. ENTPs have a more distant and detached look than ENFPs.

    • Ti seeks precision, such as the exact word to express an idea. It notices the minute distinctions that define the essence of things, then analyzes and classifies them.
  • Ti examines all sides of an issue, looking to solve problems while minimizing effort and risk. It uses models to root out logical inconsistency.

  • ENFP – The Inspirer

    • Discoverer Advocate
    • Journalist
    • Champion
    • Giving life an extra squeeze
    • People are the product
    • You can never be too close
    • Pied Piper

    Playfulness; tinge of irony; acceptance; frivolous; warm curiosity about people and relationships.

    The theme for ENFPs is inspiration, both of themselves and others. Their talents lie in grasping profound significance, revealing truths, and motivating others. They are very perceptive of others’ hidden motives and purposes. ENFPs are Interested in everything about people and their stories, as long as they are genuine.

    ENFPs have a contagious enthusiasm for “causes” that further good and develop latent potential and the same zeal for disclosing dishonesty and inauthenticity. They are often moved to enthusiastically communicate their “message.”

    ENFPs tend to have a wide, “sincere,” likable smile and to show a wide range of facial expressions. ENFPs have softer expressions than ENTPs, often tilt their head a bit to the side to show their interest in people.

    ENFPs reflect their mood on their face more than ENTPs. At the same time, they are usually somewhat emotionally subdued and do not show powerful passions in their face or movements.

    • With a supporting tole of Intraverted Feeling (Fi), ENFPs are attuned to other people’s feelings and sentiments and are generally aware of people’s emotional response to them.
  • They feel responsibility for the emotional climate of situations they are in and soften these situations by being emotionally open and showing their inner feelings on their face.

  • Fi filters information based on interpretations of worth, forming judgments according to criteria that are often intangible.

  • Fi constantly balances an internal set of values such as harmony and authenticity.

  • Attuned to subtle distinctions, Fi innately senses what is true and what is false in a situation.

  •  

    ENTPs at Work

    ENTP robot

    ENTP personalities tend to be quick-witted and knowledgeable – these traits usually make them both popular and efficient in the workplace. However, they may also get into trouble for arguing over anything and everything, or have difficulties focusing on one specific project.

    ENTP colleagues

    Very argumentative

    Excellent brainstormers

    Have a good sense of humor

    Attract new friendships quite easily

    Honest, direct and objective

    Usually very knowledgeable

    May be insensitive and condescending

    ENTP managers

    Able to accurately and objectively assess conflicting arguments

    Very good at holding ground in a rational debate, which usually makes them fearsome advocates for their teams

    Enjoy coming up with innovative ways to deal with challenges, but dislike managing the actual implementation

    Do not care much about being liked – would rather be respected and seen as smart

    Open-minded and flexible

    May jump from project to project, looking for challenges and excitement

    ENTP subordinates

    Comfortable challenging their
    manager’s ideas

    Curious and able to learn new methods very quickly

    Strongly dislike restrictive rules and guidelines

    Prefer tackling complex challenges over dealing with simple routine tasks

    Do not mind being criticized, as long as all arguments are rational

    May have difficulties with practical or monotonous tasks

     

    The Ideal Future Problem Solving Team

    Creating the idea problem solving / future trends team is pretty simple. In fact, simplicity is an important aspect of success. Understanding these basic principles, can differentiate between a game-changer or complete bust.

    The Mind

    Size Matters

    With a future focused, problem forecasting, and solution creation team, you can’t have too many open minds at the same time. The ideal size is a minimum of three and a maximum of five team members.The people involved will all have the same goal of future problem solving, but by having too many divergent ideas in the same room, an unorganized, directionless discussion will develop quite quickly. So keep the team 3-5, and you’ll be in a great place.

    Personality Matters

    Let us pretend when have a three person team. The personality type of each person greatly changes the social dynamics of the group. It’s extremely important that all team members share the same overall goal, which is to solve a huge problem and to build a better future. However, it is equally important for a diversity of personality types.

    An Example of a Future Problem Solving Team

    Future Problem Solving

    1. The Visionary

    • Idea people.
    • Their perceptive abilities cause them to see possibilities everywhere.
    • Primary interest in life is understanding the world that they live in.
    • Constantly absorbing ideas and images about the situations they are presented in their lives.
    • Extremely quick and correct in their ability to size up a situation.
    • Flexible and adapt well to a range of tasks.
    • Get excited and enthusiastic about their ideas, and are able to spread their enthusiasm to others.
    • Following through on the implementation of an idea is usually a chore.
    • Extremely visionary, inventive, and enterprising.
    • Fluent conversationalist, mentally quick, and enjoy verbal sparring with others.
    • Live in the world of possibilities, and become excited about concepts, challenges and difficulties.
    • When presented with a problem, they’re good at improvising and quickly come up with a creative solution.
    • Creative, clever, curious, and theoretical.

    2. The Strategist

    • Capable of turning the big ideas or concepts and breaking them down into a workable plan.
    • Ability to challenge the Visionary, while still remaining a respect for them.
    • They aren’t the best at coming up with the ideas, but they quickly become enthusiastic.
    • Once they fully comprehend the idea, they are fantastic at working out possible plans to carry out the ideas.

    3. The Duty Fulfiller

    • Serious and quiet, interested in security and peaceful living.
    • Extremely thorough, responsible, and dependable.
    • Well-developed powers of concentration.
    • Usually interested in supporting and promoting traditions and establishments.
    • Well-organized and hard-working, they work steadily towards identified goals.
    • They can usually carry out any task once they have set their mind to it.
    • Have tremendous respect for facts.

    Shake It Up

    This is merely one example of a group with diversity, there are many ways you can try alternate teams, keeping a focus on making a team that’s diverse and have contrasting strengths and weaknesses. By keeping the team diverse, you create and environment of “accidental collaboration,” The opposing forces triggers a stronger team with a bigger potential.

    There are endless possibilities to try out, and I strongly recommend that you experiment a while to see what works best for you.

    The Beatles

    Each member possessed different personality type, which made them stronger together than they could ever be by themselves.

    • John was a visionary, abstract thinker, with a great deal of imaginary. However, he was not great at turning these ideas into the finished product. It a contrast of future thinking, and a propensity for randomness, adventure, doing whatever felt good at the moment. As a result, he wasn’t strong at getting his song concepts into a polished, organized, consistent product.
    • Paul was great at turning big ideas and creating ways to make them.
    • He loved the imaginative, big vision, but go his greatest pleasure from working out the instrumentation and details of the final songs.
    • George was an introverted person. He was very insightful, relaxed, and much more spiritual. He also shared in the big vision, but his primary focus came from throwing in a beneficial part here and there.
    • As a team member, George served as a balance to John and Paul’s aggressive, extroverted, and controlling personalities. George didn’t crave or care about control.
    • Ringo was great at route detail, consistency, and execution of the finished product.
    • It didn’t upset him that he would not start the project, bur he found his enjoyment from carrying it out.