ENFJs are often interested in the people issues, no matter what role they have in an organization. Be sure to consider the effect of any decision or plan on the people involved. ENFJs usually like people who are positive, inspirational, and advocates for the underprivileged or disadvantaged. Like most Intuitives, they enjoy stories that are rich in metaphors and figures of speech.
Lots of ENFJs are interested in psychology and the reasons people behave the way they do. It's best if you spend some time developing a personal relationship with an ENFJ, as rapport is important. They prefer to collaborate and build consensus, rather than compete or demand. ENFJs respond much better to encouragement than criticism, which they can take quite personally. ENFJs generally appreciate diversity, and strive to understand others. They hope you will do the same in return. Many ENFJs have strong values and beliefs.
It's important to get to know these values and consider them when dealing with ENFJs. It's safe to assume one key value for many ENFJs is the desire to make the world a better place for people, in one way or another.
Some things to watch for when communicating with ENFJs include being cold, impersonal, or indifferent to the people involved. ENFJs disapprove of those who are demanding, controlling, bossy, or who say things like, "I'm your supervisor so you have to do what I say." Threats will rarely work with ENFJs, and are likely to cause great anxiety and unrest.
People who focus only on the numbers and not the people in an issue will not enjoy working with ENFJs. Likewise, those who focus only on the present, immediate issues, without considering the future will alienate many ENFJs. People who forget their manners or common courtesies and social norms will generally aggravate ENFJs.
Finally, ENFJs want to know about the people they work with, so if you keep everything about yourself private, many ENFJs will find it difficult to relate to you. This in turn will make it harder for both of you to communicate effectively.
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