PSYCHOLOGY MATTERS

There are two principal assumptions fundamental to the use of the Myers-Briggs type theory and the MBTI with regard to team development. The first assumption is knowledge of individual differences will help teams identify the unique abilities each team member is capable of contributing towards the goal of task accomplishment. The second assumption is knowledge of individual differences when attributed to personality type can help reduce conflict by redirecting potential sources of misunderstanding. 

It is commonly accepted  that improvements in conflict resolution contributes greatly to the improvement of the team process as a whole. Through knowledge of type preferences a conflict can be diagnosed and attributed to naturally occurring type differences. Within the context of type Jung / Myers-Briggs theory blaming and other negative elements of conflict can be managed. 

Each of the sixteen types exhibit unique characteristics and tendencies whenfunctioning as a team member in a work environment. The following is a cursory summation of some of these characteristics and tendencies.

 ENFJ: Focus on interpersonal relationships; their innate tendencies to be diplomaticand persuasive enable them to be natural team builders.

ISTJ: Bring clarity and structure to team goals and objectives by concentrating onprecise facts, they take nothing for grant it.

ISTP: Resourceful self-starters skilled at accomplishing difficult task in an efficienttimely manner and excel in a team environment that promotes autonomy andindividuality.

ENTJ: Are unafraid to take calculated risks, make unpopular decisions when necessary, and display an extraordinary talent for rising to the demands of the most impossible situations.

INFP: Possess boundless idealism. They are skilled listeners apt at facilitating andmotivating other team members, when they choose to do so.

ISFJ: Unselfishly and willing take on work of any type or magnitude in orderto benefit the team effort. They are the ultimate team player.

ENTP: Skilled negotiators that have a natural gift for getting others excited about ideas.They are very apt at mobilizing other team members and getting projects underway.

ESTJ: Belonging, tradition and camaraderie are important. They have a keen sense ofOrganization and are proficient at focusing on team goals. They are very dependable andthrough.

ESFJ: Highly committed and loyal to the pursuit of team goals and expect the samefrom others.

INTP: Have an ability to analyze complex problems and find unorthodoxsolutions. They enjoy working in a team atmosphere that is flexible and unstructured.

ESFP: Keenly aware of what is going on “behind the scene”, thrive on socialinteraction, strive to make-work fun and tend to enjoy working in a team-structuredenvironment.

ESTP: Excel at troubleshooting and negotiating and lend a common sense approach tofocusing on team goals and objectives.

ISFP: Demonstrate personal loyalty to the team and its’ members. They promote a teamenvironment, which is egalitarian, cooperative, and allow others to lead wheneverpossible. They do not particularly desire to lead.

INFJ: Seek ways for the individual to fit into the organization and aregifted at motivating team members to want to work together.

INTJ: Natural decision-makers who enjoy coming to new understandings. They enjoyworking in a team environment, which allows them to generate ideas that challenge andchange the status quo.

 ENFP: Gifted oral communicators, they promote new ideas, possibilities, and are catalysts in the implementation of change.

While enlightening, it is unrealistic to expect the administration of the MBTIaccompanied by a one-time session to fully impact team members and improveperformance.In order for the MBTI to achieve acceptance and fully impact performance it isnecessary to integrate the MBTI and the theory it is based upon into the culture of theorganization in which it is being used.     

Within the framework of Carl  G. Jung / Myers-Briggs personality type theory  functions refer to the mental processes used to take-in and process information.  There are four functions.  Sensing  and intuition , which represent and individual’s preference for taking in data from the environment.  An individual uses both of these functions but has a natural tendency to favor one over the other.  The sensor prefers using his / her sensing function.  Those with a sensing preference make concrete and realistic observation of objects or circumstances in the immediate environment. Where as an individual with a natural tendency for the intuitive preference makes mental connections with observations of his / her surroundings and may perceive something entirely different from the sensing type person. Sensors tend to make very detailed observations of their environment and initiatives are very general in their observations.  The thinking and feeling function address how and individual processes data and makes decisions. As with the sensing and intuitive functions an individual uses both the thinking and feeling function but is naturally drawn to use one of the functions over the other.   A person with a thinking preference uses objectivity as criteria when making decisions.  This type is considered to be very logical and methodical in the decision making process.  A person with a feeling preference for decision-making uses a subjective approach.  Individuals with a preference for the feeling function believe that personal considerations are important and should not be left out of decision-making.  Individuals with a preference for feeling are also very value oriented in their decision making process, their personal values are at the center of how they arrive at decisions and can not be in conflict with the decision that is made.         Dominate Function: An individual’s most highly refined function, it is the function an individual prefers using the most often.      Auxiliary Function:  An individuals’ second most preferred function.  The auxiliary function works with and supports the dominant function.     Tertiary Function:  An individual’s third preferred function.  It is a lesser-developed function, which works to support the auxiliary function.    Inferior Function:   An individuals’ least developed function. The inferior function is the opposite function of the dominant function, for example and individual who is a dominant thinker would have feeling  as an inferior function and an individual who is a dominant feeler  would have thinking  as an inferior function.