Tag Archives: Personality Type

How to Design the Workplace to Increase Effectiveness and Retain Top Talent

Experience Designing the Workplace

A hot topic in modern business, Customer Experience has an equally important cousin: Employee Experience.

What is Employee Experience?

Employee experience is using a blend of psychology, personality types, observable behavior, interests, mental and physical ability, styles of learning, game theory, and gamification to create a custom tailored workplace.

Everything that can be customized to increase a person or group’s effectiveness will be customized.

Quantified Self:

Collecting a person’s blend of individual personality type, observable behavior, interests, preferred style of learning, mental abilities, physical abilities, and experiences is essentially used to create their Quantified Self. This is a new concept called Humanistic Intelligence.

All of these factors are collected by certain tests, mixed with monitoring a person’s activities through the technology they use, along with wearable monitoring devices (to capture things that cannot easily be observed, such as mental or physical stress.

The Layout of the Workplace:

 

Inspired by Pixar, the entire floor plan of the office is specifically designed to promote accidental, spontaneous collaboration and maximize creativity. However, this takes it one step further, because instead of using rules-of-thumb about human psychology to create the environment, the quantified selves of the actual employees customize what can be customized.

The Software and Equipment Used to Perform the Job:

All the software programs are customized, so that employees intuitively know and clearly understand what is expected of them. By completely “knowing” a person, everything that this person interacts with can be customized to enhance their effectiveness and quality of life.

What About Privacy?

This will be a controversial topic, as this can be seen as an invasion of privacy. In my opinion, it should remain a controversial topic, so that it is constantly being evaluated. This way, we can make sure that the ethics of how such data can be collected and for what purpose is under continual review.

Yes, there is the potential abuse of such data collection. However, that doesn’t mean that it should not be used. There is a chance that I’ll be killed in a car crash on the way to work. That doesn’t mean I should not use a car. However, it does mean that the safety of using automobiles should always be discussed, debated, and improved.

Ultimate Goal:

 

Essentially, the end goal is making people better at doing their job, while at the same time making it easier and more enjoyable. If done correctly, Employee Experience should be a win-win scenario for the business and the individual.

Making what the employees are supposed to do, what they want to do. Creating an environment custom-tailored to enhance both the effectiveness and enjoyment of the employee.

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Dr. House is 100% an ENTP, and Most Definitely Not an INTJ

Backwards Time Machine

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Dr. House is portrayed as the kind of genius that gets to be a jerk and buck the system because he’s just that good. He uses deductive reasoning of the Sherlock Holmes type to solve complicated medical cases.

Though he seems to value as the most important thing in life, he frequently (and, very occasionally, admittedly) uses it to manipulate himself and others more than to create a truly consistent logical system for everything.

His somewhat random and energetic behavior is not really indicative of a IJ temperament in any sense.

Though highly confrontational, he is decidedly manipulative, rather than physical. His aggression seems intellectual in nature, and his aim is to be recognized as smart and correct, rather than powerful and in control.

His best friend Wilson appears to be an SEI and SLI who compulsively befriends “needy” individuals.

o Extremely calculating and logical; absence of empathy.

o Disdainful…

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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!

 

The ENTP Writing Personality: Energetic Innovation

“Obedience hardly ever begets
innovation.”

– Neil deGrasse Tyson

Can learning about personality type help you make the most of your natural writing / leadership style?

ENTP writers enjoy the pre-writing stage. They may come up with many good ideas quickly.

Often skilled at detecting patterns and envisioning outcomes, they trust their insight and resist prescribed methods. The writing process itself may prove tedious to them, but if they persevere, their work is often thorough and multifaceted.

The ENTP personality type is one of 16 identified by the Myers-Briggs Type Indicator, a popular psychometric instrument used to determine how people prefer to gather information and make decisions. The initials ENTP indicate the following:

E: Extraversion preferred to introversion

ENTPs get their energy from people and activity in their external world. Spending time alone can leave them listless and bored. They enjoy interacting with a large group of friends and acquaintances. They generally act before reflecting.

N: iNtuition preferred to sensation

ENTPs are abstract thinkers, placing more trust in flashes of insight than in experience. They’re less interested in sensory data than in the patterns perceived by the unconscious mind. ENTPs tend to be intellectually restless—they want to change the world.

T: Thinking preferred to feeling

ENTPs prefer to use their thinking function when making decisions. They place more emphasis on the rule of logic than on the effect that actions have on people. They tend to be skeptical in evaluating ideas, whether their own or someone else’s.

P: Perception preferred to judgment

ENTPs like to keep their options open. They enjoy beginning new projects and exploring opportunities as they arise. ENTPs think in terms of possibilities rather than likelihoods.

Are you an ENTP writer or content creator? If so, the following information may give you some insight into how temperament influences your writing style. Use these insights to help you play to your strengths and compensate for your natural blind spots.

Of course these strategies would apply to non-writers as well… really any position that requires you to get a message across, which could include Marketing / Advertising, Leadership / Management in general, and other types of professions. (Such as being a Teacher, Lawyer, or an Entrepreneur).

Writing Process of the ENTP

If you’re an ENTP, you may approach a writing project in the following ways:

– You’re rarely at a loss for ideas. While many people struggle to find a topic, you may have difficulty limiting yourself to just one.

– You may enjoy exploring controversial subjects or devising clever solutions to problems. Have fun playing with different possibilities, and see where they lead you.

– You can benefit from collaborative writing projects. Chances are, you prefer an active, high-energy environment. You may enjoy discussing and debating your ideas with others.

– You will probably assert your individuality even within the group. If someone else is leading the project, be careful that your natural tendency to ignore authority doesn’t undermine the team. If you maintain goodwill, you’ll stand a better chance of convincing someone else to do the actual writing.

– You may do well to compose an article, essay, or story by speaking into a voice recorder. If the thought of transcribing the recording sounds unbearably tedious to you, consider paying (or persuading) someone else to do it.

– To sustain your enthusiasm, gather visual elements to use in the piece. Devise your own strategies to make the writing process more interesting.

– You are motivated by a desire to innovate.

– You tend to seek a unique approach even to ordinary topics. Conversely, you tend to be good at making complex subjects clear and interesting. Stay focused, and let your desire to prove your competence and ingenuity drive you forward until the project is complete.

Potential Blind Spots of the ENTP

As an ENTP, you may experience the following pitfalls:

– You generally enjoy brainstorming but may not feel motivated to write until you feel the pressure of a deadline. To avoid a time crunch at the end of the project, set milestones along the way. Make your best guess of how long each step should take, then double it. Schedule enough time to take breaks so you can consider new possibilities.

– To stay energized, try working in a variety of settings.

– You may excel at satire, and humor can liven up your work. Make sure your tone is appropriate for the piece and for the audience.

– You may find it helpful to include a personal story or two, rather than relying on cold logic alone to make your point.

– You tend to grasp the big picture and to focus on the future. Ensure that your work contains enough background material and concrete detail. To avoid tangents or a cursory treatment of the subject, keep the central thesis or purpose of the project in mind while writing. Solicit feedback from someone whose competence you trust.

Remember, there’s no right or wrong approach to writing. Each individual is unique, so don’t let generalities limit you. Do what works best for you.

Who Wants to Build a Startup with Me and Get Super Rich While Changing the World?

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Who wants to change the world (and make some serious cash doing it)?

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I have the concept and the knowledge… I need a small team who want to change the world.

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I really want to develop a new Personality Type testing system, more advanced than the standard MBTI (Myers-Briggs Type Indicator). There is so much useful information scattered about the internet, it’s just that you have to look in a million different places and put the pieces together yourself.

As an ENTP, I’m super excited about this challenge and am very knowledgeable about the subject. I’ve even studied up on Socionics, which is like twice as complicated as the MBTI.

I want to build the test, and then make a website, perhaps even an app that:

  • Allows you to take a real test, and then has detailed, complete information about your type. I’m also wanting to go as far as inter type relations (how your type interacts with other types).

I need a few people that can help me out. As an ENTP, I’m a natural collaborator and brainstormer. If I try to complete the project by myself, it’ll honestly never happen.

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I think if we could build an app for iOS and Android, we could perhaps even turn this whole thing into a startup company. I met a gentleman yesterday who has a ton of money, and is looking for a creative way to invest it. For example, he’s in the process of buying 85 used houses, remodeling them, and then flipping them for profit. So, he’s got serious cash.

Not only that, but we could include in the app various types of feedback to find out what kind of music they like, what hobbies they are into, where they work. We could use that data to create a quantified self, and I think we could sell that data for big bucks.

This is the future, ladies and gentleman…

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But, I absolutely need a few good people to help me with this.

Please let me know if you would be interested in developing this project with me. Anyone who gets involved in the pre-investment stage would be made a part owner of the business. We could actually make some serious cash here, guys.

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I have a couple job interviews in the next few weeks, but if this would absolutely be my first choice if we could work it out. We could be the team, the originals, the Mark Zuckerbergs and Shawn Parkers… the Steve Jobs and whoever the hell he worked with. We would be in control and in it from the beginning.

People love this Personality Type stuff, and I know that we can do it much better.

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MBTI breakdown for Men and Women

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Cognitive Information Functions

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MBTI Chart

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Socionics-based Inter Type Relations Chart

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Socionics Chart for the Different Types.

They have different terminologies, for example an ENTP is an ILE in Socionics (It stands for Logical Intuitive Extrovert). Logical being the Thinking functions, Intuitive being the Intuitive Function, and Extrovert for Extrovert. The reason there is only 3 letters vs 4 is because of the order they are placed in. They don’t need a J or a P at the end to identify the type, it goes by what order the letters are in.

Socionics: Types by Quadra

What the Hell are Those Symbols?

Each of those symbols represents a different cognitive function. The triangle is Intuition, the circle is Sensing, the square is Logic (Thinking), and the L-shaped thing is Ethics (Feeling). The Dark ones represent extraverted functions, and the White ones represent introverted functions.

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Duality in Socionics

One of the strongest variations from MBTI is the belief in “Duals.” These are two different personality types that compliment each others’ strengths and lessen their weaknesses. It is said that “Duals” are IDEAL companions / mates, as they together form an almost Yin-Yang like full entity.

The Dual Functions:

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Cognitive / Information Functions and their Interaction with Each Other.

They compliment / contradict each other, according to socionics. It’s a brilliant philosophy, but it was abandoned by the inventor of the system (who came from Soviet Russia) several years ago. Nobody has taken up the reigns to fully flesh out the system and simplify it for the regular non-sociologist. THAT is the objective of the startup.

Socionics is a branch of psychology that studies relationships between psychological types.

It is based on somewhat modified system of psychological types described by C.G.Jung in his Psychological Types (1916, 1920 etc.) and Tavistock Lectures (1935).

You also know a different version of Jungian typology known as the Myers-Briggs Type Theory (MBTT). It is based on the test called Myers-Briggs Type Indicator (MBTI). It is well known in the US, and for the last years in Europe as well.

The Myers-Briggs Type Theory is sometimes confused with socionics, although there are some differences between these two theories. Let us describe them shortly:

  1. Different methods of type evaluation. MBTT almost completely relies upon tests, while socionics from the beginning developed alternative methods – determining type by interviewing, observation, etc. Verbal testing is considered as a secondary, not primary method, because it says nothing about the nature of types. This does not mean that tests are not known in socionics. For example we the authors of this article developed the Socionic Multifactor Test, which we are going to discuss below. In the last years socionics focuses on biological parameters of types.
  2. Somewhat different definitions of the 4 basic type criteria. In MBTT, the type is defined as 4 basic choices: extraversion (E) or introversion (I), sensing (S) or intuition (N), thinking (T) or feeling (F), judgment (J) or perception (P). Socionics uses terms logic/ethic – instead of thinking/feeling, and rationality/irrationality – instead of perception/judgment. However, more important is the contents of these definitions, they do not always coincide.
  3. Intertype relationships. Although several representatives of MBTT proposed their own views on compatibility between the Myers-Briggs types, a thorough theory of intertype relationships does not exist in MBTT. By contrast, Socionics, from the very beginning, was created as a theory describing and explaining some regularities of relations between people.

On the other hand, there is also a lot in common between these two theories. Main fields of application are the same: family and business consulting, education etc. When first publications about MBTT appeared in the former USSR (a very short overview appeared in 1984, and several popular books were translated since 1994), socionists found a lot of useful information there. We believe in fruitful cooperation between these two branches of Jungian typology is possible; we should not forget about the differences, but we believe they can be resolved.

Here are some links that go into depth more about the way the functions interact with each other (and it goes into much more detail about socionics:

I know it’s a little tricky and complex, but that’s the point. We make it simple and user-friendly and we disrupt society.

http://www.the16types.info/vbulletin/content.php/32-foundations

http://www.socionics.us/relations.shtml

http://www.the16types.info/vbulletin/content.php/10-socionics

http://www.the16types.info/vbulletin/content.php/22-socionics-hypothesis

http://www.socionics.us/theory/information.shtml

http://www.socionics.us/practice/duality.shtml

http://www.socionics.us/philosophy/scientific_theory.shtml

This is Me – an ENTP’s Personality Breakdown

ENTP

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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.

Personality Types – Clarifying, Breaking it Down, and Making Sense of it All

Under the Surface of G

Clarification

When people begin to understand the basics of MBTI, there are a few preconceived notions that we’re going to drop immediately:

Extraverted vs Intraverted

People assume that if they have an E in the front of their type, they are an Extrovert, or the opposite with an I. Although this tends to be true, this is not what the MBTI is talking about, whatsoever.

  • Each of these four functions has an Extraverted version and and an Intraverted version.
  • The Extraverted and Intraverted versions of a cognitive functions has unique qualities, independent of each other.
  • “Extraverted” means what is shown to to the outside world, and “Intraverted” is what happens on the inside.

Ever notice how when dealing with MBTI types, the terminology is “Extraverted,” not “Extroverted?”

This means that those four cognitive functions just became eight unique functions. For example, instead of Intuition (N), there is actually Ne and Ni: Extraverted Intuition and Intraverted Intuition.

“I switch between being an Exxx and an Ixxxx”

No. You don’t.

It is not the person that is an extrovert or introvert, it is that the cognitive functions have an Extraverted and an Intraverted version. However, if your dominant function happens to be an Extraverted one, it does pretty much mean that you will be more of an Extrovert. So, you may have been correct, but by accident!

Breaking it Down

There are 16 Personality Types.

Each “Type” represents a unique predictable pattern of how the eight processes (functions) are used in everyday life.

In most of what we do, we rely on two of the processes, the dominate function and the auxiliary function, as a preferred way of accessing information and a preferred way of organizing and evaluating that information.

In truth, we have access to all eight cognitive processes. The other six are often in the background, playing other kinds of roles.

MBTI Chart

The Primary Processes

The primary processes are those used in the first four roles.

Each process tends to emerge and develop at different times in our lives. During these times we are drawn to activities that use these processes.

Then, learning the content and the skills that engage these processes is often nearly effortless. We find our interest is drawn to them and our interest is pulled away from things we were drawn to before.

1. The Leading Role (Dominant)

The process that plays the leading role is the one that usually develops early in childhood. We tend to engage in this process first, trusting it to solve our problems and help us be successful.

Being the most trusted and most used, it usually has an adult, mature quality to it. While we are likely to engage in it rather automatically and effortlessly, we have much more conscious control over it.

The energy cost for using it is very low. Much like in the movies, the leading role has a heroic quality as using it can get us out of difficult situations.

2. The Supporting Role (Auxiliary)

The supporting role is how we are helpful to others as well as supportive of ourselves.

Once we have developed some facility with our leading role process, we are more likely to feel comfortable engaging in our supporting role process.

In its most positive form, this can be quite like a nurturing parent. In its more negative aspect, it can be overprotective and stunting and not helpful.

When the leading role process is an extraverted one, the supporting role process is introverted.

When the leading role process is an introverted one, the supporting role process is extraverted and may be quite active and visible as it provides a way of dealing with the outer world.

3. The Relief Role (Tertiary)

The relief role gives us a way to energize and recharge ourselves. It serves as a backup to the supporting role and often works in tandem with it.

When we are younger, we might not engage in the process that plays this role very much, unless our life circumstances require it or make it hard to use the supporting role process.

Usually, in young adulthood we are attracted to activities that draw upon this process.

The relief role often is how we express our creativity. It is how we are playful and childlike. In its most negative expression, this is how we become childish. Then it has an unsettling quality, and we can use this process to distract ourselves and others, getting us off target.

4. The Aspirational Role (Inferior)

The aspirational role usually doesn’t develop until around midlife. We often experience it first in its negative aspect of projecting our “shoulds,” fears, and negativities onto others.

The qualities of these fears reflect the process that plays this role, and we are more likely to look immature when we engage in the process that plays this role. There is often a fairly high energy cost for using it, even when we acquire the skill to do so.

As we learn to trust it and develop it, the aspirational role process provides a bridge to balance in our lives. Often, our sense of purpose, inspiration, and ideals have the qualities of the process that plays this role.

The Shadow Processes

The other four cognitive processes operate more on the boundaries of our awareness. It is as if they are in the shadows and only come forward under certain circumstances.

We usually experience these processes in a negative way, yet when we are open to them, they can be quite positive.:

5. The Opposing Role

The opposing role is often how we get stubborn and argumentative—refusing to “play” and join in whatever is going on at the time.

It might be easy for us to develop skill in the process that plays this role, but we are likely to be more narrow in our application of this skill, and it will likely take more energy to use it extensively.

In its positive aspect, it provides a shadow or depth to our leading role process, backing it up and enabling us to be more persistent in pursuit of our goals.

6. The Critical Parent Role

The critical parent role is how we find weak spots and can immobilize and demoralize others.

We can also feel this way when others use the process that plays this role.

It is often used sporadically and emerges more often under stressful conditions when something important is at risk. When we engage it, we can go on and on.

To access its positive side of discovery, we must learn to appreciate and be open to it. Then it has an almost magical quality and can give a profound sense of wisdom.

7. The Deceiving Role

The deceiving role fools us into thinking something is important to do or pay attention to.

The process that fills this role is often not trusted or seen as worthy of attention, for when we do engage it, we may make mistakes in perception or in decision making. Then we feel double bound—trapped between two bad options.

Yet this role can have a positive side as it provides comic relief. Then we can laugh at ourselves. It can be refreshing and join with the relief role as we recharge ourselves through play.

8. The Devilish Role

The devilish role can be quite negative. Using the process that plays this role, we might become destructive of ourselves or others. Actions (or inactions) taken when we engage in the process that plays this role are often regretted later.

Usually, we are unaware of how to use the process that fills this role and feel like it just erupts and imposes itself rather unconsciously. Yet when we are open to the process that plays the devilish role, it becomes transformative. It gives us the impetus to create something new—to make lemonade out of lemons, rather than lament their sourness.

Decoding an Actual MBTI type – ENTP

I will break down an actual type, how this all fits together. We will use my type, an ENTP, as the example.

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ENTP actually means: Ne, Ti, Fe, Si, Ni, Te, Fi, Se

Dominant – Extraverted intuition (Ne)

Ne finds and interprets hidden meanings. This intuitive play weaves together insights and experiences from various sources to find the whole, which can then become a catalyst to action.

Ne allows the ENTP effortlessly to identify complex interrelationships between ideas, people, and things that are often invisible to most other personality types.

The Supporting Role (Auxiliary) – Introverted thinking (Ti)

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.

In the ENTP, Ti analyzes the constant stream of information that Ne provides. Ti develops structure and reconciles any inconsistencies in the ENTP’s belief system.

However, Ti cannot match the activity of Ne, which leads the ENTP to juggle multiple projects and theoretical enterprises at any given time, in various stages of completion.

The Relief Role (Tertiary) – Extraverted feeling (Fe)

Fe seeks social connections and creates harmonious interactions through polite, considerate, and appropriate behavior. Fe responds to the explicit (and implicit) wants of others, and may even create an internal conflict between the subject’s own needs and the desire to meet the needs of others.

When Fe is well developed, the ENTP can foster goodwill in others, and can be seen as quite charming and loyal. When it is not well developed, the ENTP can be seen as aloof and unconcerned with other people’s feelings.

In most ENTPs, weakness of the tertiary function can be observed in its inconsistency or lack of endurance.

The Aspirational Role (Inferior) – Introverted sensing (Si)

Si collects data in the present moment and compares it with past experiences, a process that sometimes evokes the feelings associated with memory, as if the subject were reliving it. Seeking to protect what is familiar, Si draws upon history to form goals and expectations about what will happen in the future.

Si offsets the ENTP’s natural tendency toward anarchy and non-conformity. It acts as a sort of gravitational pull that keeps the ENTP in orbit around reality.

Without this function, the ENTP can be seen as unpredictable and random, but when it is well developed, the ENTP is seen as orderly and understandable.

The Opposing Role – Introverted intuition (Ni):

Attracted to symbolic actions or devices, Ni synthesizes seeming paradoxes to create the previously unimagined. These realizations come with a certainty that demands action to fulfill a new vision of the future, solutions that may include complex systems or universal truths.

The Critical Parent Role – Extraverted thinking (Te):

Te organizes and schedules ideas and the environment to ensure the efficient, productive pursuit of objectives. Te seeks logical explanations for actions, events, and conclusions, looking for faulty reasoning and lapses in sequence.

The Deceiving Role – Introverted feeling (Fi):

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.

The Devilish Role – Extraverted sensing (Se):

Extraverted sensing focuses on the experiences and sensations of the immediate, physical world. With an acute awareness of the present surroundings, it brings relevant facts and details to the forefront and may lead to spontaneous actionn.