Newsletter #28

In this issue:

The Myers-Briggs Type Indicator® and Stress: INTJs and ESFPs

About the Strong Interest Inventory®: In-Depth Look at Social Types

About the FIRO-B™: Leadership Patterns - Control

 

INTJs and ESFPs and Stress

Let's start with our friends the INTJs.  How can you tell when an INTJ is under stress, particularly at work?

Some signs INTJs are stressing include refusing or ignoring the help of others, questioning their own competence, becoming preoccupied with insignificant details, and making even simple task seem very complicated.  Other INTJs can have a distorted view of reality or become confused, instead of their usual clear-headed selves.  Some will become aggressive and try to force the completion of a task or project.

What causes stress to build up for INTJs?  Working with people who are slow to make agreed-upon changes can cause stress.  Likewise, if they must continuously justify their decisions or actions, they will probably start to feel stress.  INTJs have a tough time with people they consider incompetent and stubborn.  Finally, if there is continual, long-term emotional turbulence in a personal relationship, INTJs can feel a great deal of stress.

Let's take a look at ESFPs.  Under stress, they might feel intimidated, become blunt, be hyperactive, too talkative, and disturbing to others.  Others become overwhelmed by negative possibilities, while some turn overly sensitive.  They might personalize comments by others, or misattribute meanings to events.  Still others can become overly emotional, full of guilt, or lose their joy for life.

Stress for ESFPs can be caused by a number of factors, such as being told they can't do something.  If they feel they are being fenced in or forced to do something they dislike in a rush, stress can result.  If their values are not respected, they can feel stress, even if their values are not known to the rest of the group.  Finally, ESFPs dislike people who misinterpret their desire to have fun as a lack of respect for serious issues.

 

About the Strong Interest Inventory: In-Depth Look at Social Types

This time we'll look more closely at Social types.  First, let's consider jobs.  As discussed in previous newsletters, Social types prefer to work with similar people involved in helping by informing, training, developing, curing, or enlightening others.  They tend to dislike systematic and ordered activities using tools, materials, or machines, such as commonly found in Realistic professions.

Social types tend to value ethical and social problems and want to serve others.  They believe in equality for all.  They believe it's desirable to be helpful and forgiving, but aren't as interested in logical or intellectual activities or leading an exciting life.  They generally value religion and aspire to be a competent parent, teacher, or therapist, for example.

The self-image of Social types involves seeing themselves as liking to help others, being able to understand others, and having teaching and social skills, but not having mechanical or scientific abilities.  Many would be frustrated if they had to write a textbook or anything that requires great precision and patience, such as repairing a mechanical watch.  They feel the greatest gratification when they can teach or help others.  Their belief system is moderately open, with somewhat traditional values.  They tend to have moderate self-esteem.

When solving problems, Social types tend to consider the human factors.  For them, problems occur in a social context, so they tend to use cooperation, understanding, and seeking help from others to solve problems.

Some adjectives used to describe this type include helpful, agreeable, generous, patient, warm, kind, empathetic, tactful, responsible, idealistic, persuasive, understanding, cooperative, and friendly.

As before, it's common for people to be a combination of more than one type.  No description will match everyone.  There are likely to be aspects of the above Investigative types will disagree with.  Each person has to decide for him- or herself which parts are accurate.

 

The FIRO-B: Leadership Patterns - Control

A person's scores on an Expressed Need can tell us a great deal about how that person will likely behave as a leader.  Each of the three scales indicates a particular style that will probably be used by that leader.  It's likely the leader will focus on that area where he or she scored the highest.  This time we'll look at those who score highest on Expressed Control.

Leaders with this style will probably lead by authority.  That means they will probably concentrate on getting results, providing direction, setting roles, creating a hierarchy and structure, making decisions, and dividing tasks up.  Other signs include devising and implementing strategy and testing for compliance.

This style usually works best when decisions must be made quickly, the problem is well-defined, a crisis or competitive threat faces the team, or a variety of good solutions are available.  When team members are frustrated or facing internal confusion or chaos, this style can be effective.  Finally, when people outside the team believe it’s off course or needs new direction, this leadership style might be applied.

Situations when this style might be inappropriate include when there are poor work relationships or mistrust among the team members, the problem is ill-defined, solutions are tentative, or when team members are used to acting and deciding autonomously.