Type and Decision Making

Personality type indicators are one way that you can help guide individuals and teams through a systematic decision making process based on personal styles.  A popular model for decision making that leverages personality type is the zig-zag model or Z model.

Below is a summary of how each type prefers to implement a decision:

Extraverts typically will

         Feel comfortable taking a visible role

         Prepared to alter a decision to meet external demands

         Delegate liberally

Introverts typically will

         Feel comfortable working behind the scenes

         Be reluctant to alter a decision to meet external demands

         Delegate sparingly

 

Sensing types will typically

         Focus on attaining tangible goals

         What to have or follow precise instructions

         Feel motivated by connecting current actions to immediate benefits

iNtuitive types will typically

         Focus on attaining conceptual goals

         Want to have or follow general guidelines

         Feel motivated by connecting current actions to future possibilities

 

Thinking types typically will:

         See efficiency first

         Support the decision maker by supporting the decision making process

         Be tough when necessary to keep things on track

 

Feeling types typically will

         Seek cooperation first

         Support the decision making process by supporting the decision maker

         Be encouraging when necessary to keep things on track

Judging/Organizaing types will typically

         Establish time frames and identify milestones

         Expect to follow through and stick to the plan

         Minimize the interruptions and diversions in the interest of achieving the outcome

 

Perceiving/Adapting types will typically

         Introduce broad parameters and suggest optimal outcomes

         Expect to adapt and make adjustments to the plan

         Respond to interruptions and diversions in the interest of enriching the outcome

I was laughing as I pulled this list together.  I am in the process of a major life decision and I have found myself delegating liberally, connecting current actions to future possibilities, encouraging others to see opportunities and making adjustments to my plan constantly.  There is no denying that I am an ENFP.  Do any of these examples relate to your personal style? 

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Personality & Transition Management

It is nearly impossible to meet all of the differing (and sometimes contradicting) needs during a period of organizational change.  However if you can understand how different types experience transition and cater to these different types within your organization, then you will be one step closer to making change exciting and positive!

Below are a few insights pulled from the book, Introduction to Type® and Change that will help you understand more about the 4 dichotomies and their varying reactions to change:

Extraversion/Introversion: During times of change, those who prefer Extraversion will want to hear and talk about the upcoming change so they can externally process their thoughts and feelings. In contrast, people who prefer Introversion will want time to reflect and may need some time alone to process the upcoming change internally.

Sensing/Intuition: When confronted with change, Sensing types will appreciate hearing the specific and realistic data that shows why changes must be made, as well as details about how things will change and what will be expected of them. Those with a preference for Intuition will be more concerned with whether the changes fit with their ideas about the future of the organization, and how the big picture will be affected.  They often will want to know why the change is happening in the first place.

 

Thinking/Feeling: To process change, Thinking types need logical explanations for the change, as well as evidence that the leadership is competent, and that the change is fair and objective. The Feeling types will be more likely to focus on how the people will be affected, and will want to see that leadership is concerned and compassionate, and that all involved parties are supported.

 

Judgment/Perceiving: Those who prefer Judging will want plans, schedules, and time frames for changes that management should be held accountable to. This helps them know there is an end point, and that stability will return eventually. Perceivers want flexibility in the plans, schedules, and time frames so that they have room to respond to new information, make midcourse corrections, and use their resourcefulness.

 

Understanding how different types perceive change is paramount to providing support and guidance to yourself and your team during transition. If you would like a deeper look at how the combinations of preference reveal employee patterns during times of change, check out Introduction to Type® and Change. This book will help you orchestrate positive organizational change by teaching you to:

          More fully understand your own reactions to change

          Recognize how change will impact the people that make up your work groups and organizations

          Stimulate organization-wide appreciation for differences during transition

          Develop organizational transitions that flow smoothly and are positively received