Personality types and team dynamics
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This document discusses Myers-Briggs personality types and team dynamics. It provides information on the 16 Myers-Briggs types and how understanding personality types can help improve teamwork. Some key points made include that all personality types are valuable and have strengths, understanding types helps self-development and understanding others, and different types complement each other. The document also provides tips on effective role assignment, communication, and utilizing each type's strengths to achieve goals.
Personality types and team dynamics
- 2. Myers-Briggs PT & Team Dynamics • Objectives: 1-Identify your own preferences and understand your opposite preference 2- Know how to treat each MBTI type effectively 3- Cues for improving team dynamics through effective task assignment and communication with all the 4 types.
- 3. • All personality types are God’s creation. • No specific personality type is better than another. • All personality types change and develop. • Each personality type is unique in its strengths and weaknesses. • Understanding your personality type will help you develop. • Understanding the personality type of those around will help you understand their behavior.
- 4. • Different personality types complement one another. • No specific personality type is more important or preferred in a workplace. • Our innate preference change, yet remains our favorite or comfort zone. • The 4 categories are present in all human beings but used with specific preference according to the personality type.
- 6. • How Do You Recognize Team Dynamics1 ? Personality Types Team Roles Tools & Technology (emails, social networking tools, …etc.) Processes/Methodology/ Procedures (e.g: problem solving methodology) Office Layout
- 7. Effective Role Assignment Effective Work Performance Effective Communication Achieving Goals
- 9. • Sign with each hand once. • What is your preference?
- 13. • Draw your favorite place at home
- 14. Extrovert Vs. Introvert What experts say: • We all use both our introverted and extroverted skills, but we are hard wired to be more one than the other,” says psychotherapist and author Marti Olsen Laney. • Though most of us are either extroverts or introverts, we all display both extroverted and introverted personality traits, depending on the situation.
- 15. Extroverts • Prefer verbal contact • Responsive to other people • Love social interaction • Express their opinion freely • Think aloud • Love group work • Amidst the activity • Get energy from other people • Active • Enthusiastic • Initiator • Dependable • Can’t stand routine • Share personal life with others
- 17. Introverts • Think before speaking • Independent • Quiet • Prefer small groups • Fewer friends • Keep personal life private • Limited interaction • Great listeners • Prefer written contact • Hate interruption • Not initiators • Deep thinking • Good at observation • Love working alone • Don’t prefer discussions
- 22. • Draw the way from your place to the airport
- 23. Sensors • Gather information through the five senses • Notice fine details • Clear description • Learn through facts • Prefer precise answers • Work in steps • Practical • Organized • Work with detailed instructions with steps to follow • Love application • Repetitive tasks • Live in the present
- 24. Sensor
- 25. • Give detailed instructions (emails/meetings) • Work with daily planners • Link new initiatives with current conditions • Explain opposite preference found at workplace to avoid conflicts • Important to appreciate one another • Assign work that needs attention to details
- 26. iNtuitives • Rely on gut feeling • Good at theoretical concepts • Imagination-driven tasks • Hate repetition • Creative solutions • General descriptions • Big picture • Draw to conclusions swiftly • Rely on prior experience • Live in the future • Favor new tasks • Explore possibilities
- 27. iNtuitive
- 28. • Involve in the big picture (general strategies) • Work with weekly or monthly planners • Explain opposite preference found at workplace to avoid conflicts • Important to appreciate one another • Assign work that needs creative thinking (brainstorming) • Don’t give too much details (feel stupid)
- 33. Feelers • Warm • Friendly (people persons) • Care about their feelings as well as others • Harmony is vital • Aim at gaining other people’s respect • Avoid conflicts • Diplomatic • Love appreciation • Sensitive • Persuasion based on feelings • Subjective
- 34. Thinkers • Cool • Analytical Thinking • Problem-solver • Objective criteria • Realist • Justice over mercy • Practical solutions • Firm and fair • Appreciates truth • Motivated by achievement • Not diplomatic • No consideration for others’ feelings
- 36. • Give a pat on the back • Leave a post-it with a happy face • Thank their hard work • Let them feel appreciated • Don’t criticize their work (personal insult) • Create a harmonious working environment for them • Let them feel their feelings are considered • Avoid office politics and interruptions
- 37. • A raise or promotion • Appreciation with physical impact • Performance statistics • Think of criticism as a problem that needs a solution • Not offended by criticism • Be true to them • Justice should be achieved • Equal opportunities
- 39. Judgers • Prefer structure and routine • Tend to be clear, unambiguous • Look for clear parameters in order to act • Need to know the procedures of doing a task • Direct, decisive • Can be considered as bossy, inflexible • Orderliness, structured • Meets deadlines easily • Very neat, organized and tidy
- 40. Perceivers • Thrive on spontaneity and possibilities • Have a higher comfort level with ambiguity • Lack of clear parameters with regard to tasks • Focus on the outcome of tasks • Likes to be trusted with the procedures • Flexible, accommodating • Can be seen as indirect, indecisive, disorganized • Like to take the side road to explore new possibilities • Deals with deadlines when necessary
- 43. • Clear guidelines on how to perform a task • Assign deadlines, schedules (specific time, date) • Likes to be in control (Assign to leading roles) • Don’t surprise them • Need structure and predictability • Neat and tidy workplace • Assign planning and organization tasks (set goals, make lists) • Explain the opposite preference to avoid conflicts
- 44. • Give them different possibilities to perform a task. • Assign them a task and let them explore the procedure themselves. • Assign deadlines before the required time in case they fail to meet the deadline. • Be decisive when needed as they don’t like to reach a final decision. • Be flexible and casual when dealing with them • Can be assigned more than one project but must work with judgers to be able to achieve the deadlines
- 47. • Work in groups of 4 or 5 to design a small project Before you start: • Assign an observer in each group • Assign a group leader
- 48. What Are Your 4 Letters?
- 66. Myers Briggs personality types
- 68. • Rule #1 Know & understand your team’s preferences • Rule #2 Explain the opposite preferences to resolve conflicts and avoid future misunderstandings • Rule #3 Emphasize the importance of complimenting one another
- 71. • Rule #4 Encourage people to adapt to the opposite preference when needed (Work on weaknesses) • Rule #5 Assign and re-assign tasks according to members’ preferences • Rule #6 Plan methods to utilize all strengths of members’ preferences
- 73. • Rule #7 Use your knowledge of MBTI pairs to communicate effectively with your team • Rule #8 Provide balance and give equal voice to all the 4 types • Rule #9 Consider how your preference will affect leading your group
- 74. “ Leaders fail utterly when they ignore the people aspect of work and start treating people as ‘resources’. When it comes to managing people, one size does not fit all. Each individual is unique. My simple formula is treat people “humans’ not as ‘resources’ and watch them deliver great results. (T. Vora, 2010)