INTJ’s in the Workplace

A brief overview of the INTJ

My recommendation to all Managers, Talent Acquisition folks, and Executives for best utilizing the INTJ goes as follows:

  • The INTJ is fundamentally a future-oriented strategic thinker who works very well within systems they can understand and can manipulate into the most efficient way possible.
  • Utilize the INTJ for brainstorming sessions where their creative mindset can reveal ways forward that other people may not be able to see clearly.
  • Do not bog them down with administrative details or they will tire out quickly and become stressed.
  • Pair them with a type like the ENFP or the ESFP in order to balance out some of the more hard-line decision-making tendencies. A good P type will be able to present more options or consider alternative ways to proceed that the INTJ is likely overlooking.
  • When asking for feedback from the INTJ, make sure you give them some time to collect themselves and do not demand an answer right away. Too quick of an answer may not be their true thoughts
  • Keep their intelligence in check and let them know that although you appreciate their intelligence, that if their attitude of superiority and/or condescension continues, disciplinary action will be required
Sųhēl 🖊️ on Twitter: "Still an INTJ 💀 #INTJ #MBTI… "

Overall, the INTJ is a great asset when used for strategy and brainstorming sessions that utilize their future thinking orientation for long-term success of the organization.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

Why Certain Personalities Should Start Their Own Business

Source: https://www.truity.com/

According to the book Type Talk At Work and the over 10,000 individuals the folks at OKA have interviewed over the last couple decades, over 60% of managers in corporate America are of the Thinking-Judging preference. As you climb the corporate ladder into the C-suite, this consolidates even further to about 90%. And of course this makes sense as you want to surround yourself with those who are most like you.

The issue with this is quite obvious. A whole ton of people aren’t of the T/J persuasion and fall into the Feeling-Perceiver preference. The major conflict comes with the J vs P function and the (J) manager’s inability to be flexible to the (P) employee’s agile work mindset and methodology. As a (J) Judger, deadlines are met, tasks are checked off in a linear manner, and projects plow full steam ahead with little room to change direction. And for the corporate leader, this is a very desirable trait to have. As a (P) Perceiver, flexibility is a must. There needs to be room to adjust schedules and deadlines as things come up as they are guaranteed to do. The ability to be successful comes down to having room to fly by the seat of our collective pants.

In addition, having a preference for (F) Feeling over (T) thinking will cause strife when it comes to conflict resolution and interpersonal communication. (F)’s make considerations based on the group and who it will effect. They want to make sure there is a consensus and that the group comes away harmonious after a decision is made. The (T) wants to take an objective stance and be pragmatic. What is best for the business, despite the feelings of the group? What makes the most sense? So, the conflict is awfully apparent and is one of the harder workplace conflicts to reconcile in the short term.

MBTI T vs. F. I'm an INFP but must be close to 50-50 because I ...

My advice to those who consistently find themselves in this predicament is to consider starting your own business. Or, at the very least, finding an outlet where you can put your own schedule, talent, and creativity to the test. Most recently, I have spoken to a number of F/P types who are starting an Etsy page to sell their art or pursuing other creative avenues where their flexibility won’t be challenged, their timelines can be in flux, and not everything comes down to what is most pragmatic.

There is no better time than now to start pushing for the things you want out of life. The first step is to know yourself. Once you do that, consider if you are utilizing your strengths to their absolute max, or if you are being held back.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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Workplace Motivation and Type: Bridging the Gap

A misunderstanding in regards to workplace motivation or “rallying the troops,” stems from personality type. A rousing speech, a pep talk, or a motivational meme will have starkly different results depending on an employee’s MBTI. Many articles and videos have been produced highlighting what I am going to write here. Nonetheless, it continues to be a roadblock many organization cannot navigate around.

Standard motivation

A quick list is useful to get a high level overview of which types are internally motivated and which need a polite nudge to get moving. Internally motivated types are: ENFJ, INTJ, ENTJ, ENTP, ISTJ, ESTJ, ESTP. Externally motivated types are: INFJ, INFP, ENFP, INTP, ISTP, ISFP, ESFP. Take a look at the hyperlink above to get a further analysis of each individual’s motivational posture.

Also, for managers or aspiring managers, take the assessment and know what you are working with.

The reason we have to focus on type as an imperative to great management is to recognize that, guaranteed, a percentage of your office isn’t going to process your motivational tactics the way you want them to. This is why company’s that dominate their industries use MBTI to build the strongest and most dynamic teams. For example, let’s look at Ray Dalio and his company, Bridgewater Associates. In his book, Principles, he talks about his implementation of “Radical Transparency” within Bridgewater and how it completely transformed the corporate culture. Along with the internal app that allowed each employee to view another’s profile, at every desk was a card that listed out MBTI, DiSC, and other personality assessments. This way, that vaunted communication issue could be greatly reduced.

bi graphics ray dalio principles final

When you know who you are dealing with and how they interpret and interact with their environment, you can avoid pitfalls before you step in them. That email you are about to send? That zoom meeting you are about to attend? That project you are going to lead? Well, now you know how how to approach everybody. And there’s no way you would argue against having more information about those you work with 8-10 hours per day. Work is already stressful enough–let’s do what we can make it increasingly more pleasant.

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What Managers Get Wrong – Myers-Briggs Type Indicator for Great Teams

What managers get wrong about developing and using talent correctly, is not utilizing the Myers Briggs Type Indicator to bring out the absolute best in each individual. Educators, HR managers, and corporate recruiters have moved away from evaluating people’s innate nature and DNA-level talents in favor of surface-level assessments like the DiSC profile and StrengthsFinder (now called CliftonStrengths).

Speaking with certified MBTI individuals has shed some light on what’s happened in the last decade. MBTI is deemed too complex and requires a deeper discussion about psychology, temperament, and sometimes abstract concepts to fully wrap your head around its application to the business world. Thus, management has implemented broader assessments to get a general consensus about individuals. I would argue most assessments today are simply MBTI-lite and have poached the best concepts of it to make it more digestible to the masses.

Understanding MBTI was a radical shift in my understanding of team dynamics, communication, and individual values. I realized that the reason we have conflict in our work environments can be traced back to PERSONALITY TYPE, rather than our current go-to’s which are blaming intelligence, work ethic, or motivation. This does not address the underlying problem, thus managers are unable to solve inter-office disputes.

Undeniably, people have different innate abilities that make them better suited for certain roles and careers. They also have different ways of communicating and interpreting information. In previous articles I discussed how communication, the centerpiece for all workplace conflict, is largely based on MBTI type over anything else. In subsequent videos and articles, I will address in further detail the ways managers can use “typing” to get the absolute best out of their team.

Please do take a look at some of these YT channels that truly influenced me and my understanding of myself and others. You will find something here that you like.

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To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

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