The Thinking vs Feeling scale is about how we make decisions: Thinking types tend to make their decisions based on logic, evidence and rational argument while Feeling types tend to make their decisions based on emotion, impact on people and subjective argument. I once knew an HR Director (and ENFP) who used to fake the assessment so he recorded ENTP as he felt that it could work against him to be known as a Feeling type. Yet he so was a Feeling type and this is what made him so good at his job. Even Jung, who coined the terms struggled: “…I freely admit that this problem of feeling has been one that has caused me much brain racking.”
We’ve developed a unique range of buttons and mugs so that you can express your personality to the world. There are also sets of badges for use in team building sessions so that people can project themselves and better understand each other.
So it’s OK to be ourselves, indeed it’s when we’re at our best. We know that trying to be like someone else does not work. Being proud of who we are, and helping other people ‘get us,’ and all of our foibles and idiosyncrasies that make us who we are is so helpful, to us and to them. Be loud and proud, be quiet and humble, be ultra creative, be systematic and detailed. But whatever you are, be yourself.
Jung was clear in his definition of Extraversion and Introversion that it is about is from where we draw our energy. Extraverts are attuned to their external environment and draw their energy from what’s going on around them, people, situations and indeed need that ‘feed.’ Introverts are more attuned to their internal environment and will draw their energy from within. This means that for Extraverts their neural processing will take place outside their heads, speaking out their thoughts while the neural processing for Introverts will occur inside their heads and emerge fully formed when they are ready to speak.
A typical Sunday morning situation and we think you’ll be able to spot which is the Extravert and which is the Introvert.
We were asked by the CEO of a major organisation if he could use our Character Analysis as part of his drive to better understand his people. We kind of like this as it helps spread the word that business is a people game, and a contact sport. We asked how he intended to use the assessments: "Well I want to make sure we only hire ENTJs." We asked why he would want to do that: "Because they are the best types." We asked what type he was (we were being ironic). But it does raise a serious issue: often managers want to clone, ie recruit and develop in their own image.
So much is written about leadership and it does all tend to veer towards the charismatic, extravert, individual pointing upwards with everybody in awe. In reality we know this isn't right but it fits with the myths of leadership as being Caesar crossing the Rubicon.
At face value the ENTJ and the INTJ are very similar. Both types have a love of complexity, both are intensely logical and both have a relentless, restless drive to change things, make them better and for closure. However the E vs I dichotomy makes such a difference and means they tend to inhabit different worlds.
The ENTJ inhabits the external world of people and situations, drawing energy from interactions and will love being loud, visible and will have (extremely strong) opinions on almost every subject.
The INTJ inhabits the internal world, detached and independent of thought and action, and they tend to keep it all inside until they are ready. Their need for privacy and independence means they will be quite reclusive, working behind the scenes to reflect, build and solve problems. The ENTJ is far more ‘out there’ loving the verbal sparring and robust debate and keen to make their point. Don’t ask the views of an ENTJ unless you are prepared for a bone-jarring honesty.
Could your personality be just as or even more important than your education or your experience while hunting for a job? According to leading management resources, the answer is a resounding yes. According to Forbes, "New research shows that the vast majority of employers (88%) are looking for a 'cultural fit' over skills in their next hire as more and more companies focus on attrition rates." The following are examples of 5 personality traits employers often look for.
Employers are looking for employees who will be strictly professional in their dealings with colleagues and clients. They want employees who will represent the company well and know how to interact in a business environment. How can an employer tell if you are professional? The way you dress, speak, and carry yourself all speak to your professionalism or lack thereof. Before going into an interview, it will benefit you greatly to study the corporate culture of the organization and to dress accordingly. Enter the interview ready to shake hands and answer questions in a professional, well-thought-out manner. Avoid texting or using electronics while you wait for your interview, though bringing your tablet can signal to an employer that you are tech-savvy.
All the studies show what we kind of knew anyway that teams need a balance, ie to be most effective it should be made up of different types of people. John Katzenbach put it so eloquently when he defined a team as:
A team is a small number of people with complementary skills who are committed to an agreed purpose, goals, and approach for which they hold themselves mutually accountable.
But the problem often comes with the ‘complementary skills’ piece, as we tend to ‘get,’ and be more comfortable with people who are like us, yet it is our differences that make us more effective. So in a nutshell similarity creates harmony but difference gives us balance, which makes us more effective but can cause conflict. So how do we square this?
One of the reasons the INFP is so difficult to fully understand is the anomalous nature of their personalities. They combine an intense curiosity and need to be in the loop with a quiet shyness. They are driven by meaning and deep personal values, but they tend not to share these or even at times be able to articulate them. This means the INFP can often be misunderstood, as they so want to be invited to the party, but the chances are they won’t show up.
We often have people contact us trying to correct our spelling of “Extravert” pointing out that it is in fact “Extrovert.” How did this happen, why and how did the ‘a’ become an ‘o?’ Very strange!
Carl Gustav Jung first coined the terms and he was very clear:
Extraversion [sic] is characterized by interest in the external object, responsiveness, and a ready acceptance of external happenings, a desire to influence and be influenced by events, a need to join in…the capacity to endure bustle and noise of every kind, and actually find them enjoyable, constant attention to the surrounding world, the cultivation of friends and acquaintances… The psychic life of this type of person is enacted, as it were, outside himself, in the environment.CJ Jung, Psychological Types, CW 6, pars. 1-7