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/

You Want to Be in Management?

Not everyone can be the manager


People tend to think that the natural progression of a corporate job is management. It’s almost a perfect formula: start at the bottom, put in 5 to 10 years, become a manager. And if you have extraordinary ability, move up into a VP, Director, or C-level role.

That Would Be Great | Know Your Meme

In speaking with candidates, the current mindset seems to be that they are ready for management, or rather, they deserve management. Not everyone can be Manager, and not everyone has the chops to effectively do it.

Motivating Factors

The ideal manager is somebody that has an innate tendency towards leadership, and through their sheer attraction and willpower, can convince others to follow them. Others are inspired to take action on their behalf. There are only a handful of leaders in world history who fully achieved this ideal (Napoleon, Caesar, Washington) . In a corporation, these are the types of people you notice right away that are destined for leadership. There’s an aura about them that exudes confidence and influence.

Donald Trump's Nether Universe, and Napoleon Bonaparte

Believing that it is your turn, or that you put in enough time at the company as a qualifier for leadership, is pervasive. It does make sense from a strictly “promote the most senior colleague” point of view, but it might not be the most effective. After all, those that have been there the longest likely know the business the best, the rationale goes.

what would you say you do here - Misc - quickmeme

Now, the worst reason people become managers is that some people just don’t want to grind anymore. If you are in sales, you don’t want to knock on doors or make cold calls. It’s not necessarily negative to want out of that daily struggle, but moving into management to avoid it doesn’t seem like a noble cause. It’s a harsh way to look at it, but we’ve all worked long enough to know this is a reality that can’t be denied.

The Importance of Friendship in Sales

Interviewing managers

Here are some questions to ask potential managers:

  • Why do you want to be in management?
  • What are the skills that qualify you for management?
  • What is your management style?
  • In your mind, who exemplifies great leadership?
  • Will you step in for an underling and do a “low-level” task?
  • What is your day-to-day plan for personal and professional growth?

Using these questions, you should be able to get a good sense of whether this person is destined for leadership, or if they are hoping for management to “get out of the trenches.” The goal here is to find out if a potential managers has genuine intentions towards leadership.

P.S. You can use the Myers-Briggs Type Indicator to assess potential managers. The science behind Type and leadership has been proven out.

To chat more about MBTI and management, 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.

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

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