Meetings are mind-numbingly dull and boring.
Most of us have experienced this at some time or another but when you're an Artisan, the problems are multiplied tenfold.
Artisans or "SP" personalities are the temperament with a natural desire for freedom, a need for action, and a hedonistic drive to enjoy life. They're at home with the concrete tangibles, not the ideas, concepts and long-range focus required for strategy planning. They want to go for it now, not think about some ill-defined future.
How then, do you involve them in strategy meetings?
INTPs are the idea mills of the personality world; always examining, always questioning and always musing about some theory. They live in a world of "what if" and possibility. When there's really no answer, INTPs are the most interested.
But often, "what if" is a double-edged sword. On the one hand, it's a clear strength that you're able to keep your options open. You wouldn't be able to philosophize, categorize and objectively analyze the possibilities before you if you made snap decisions based on half the facts.
As trainers and managers, we often talk about improving teamwork in a business, but what does that actually mean? How do you measure teamwork? And is that something you should even be doing to keep track of what's going on at your business?
One approach is to measure the team's output such as hours billed, units sold, number of tickets answered, repeat customers, or whether the team completes a project on time and under budget. It's easy to track these actions since they're concrete, and you can judge at a glance the team's improvement over baseline performance.
Is it me, or is the world splitting into two tribes of workers?
On the one side, the 9 to 5'ers – salary slaves who have to sell their souls just to keep treading water. On the other, business owners and the self-employed – people who work for themselves, from anywhere, and take control of their time. If you had a choice, which would you choose?
Something I've noticed: there are more articles for INTJs out there than for any other type. And apparently, they’re all written by INTJ authors.
This means one of two things.
Either, that a handful of super-productive bloggers are churning out an ungodly amount of articles about their type. Or, there are way too many INTJs – far more than the statistics reckon there are, which is around 2 percent of the population.
You’re telling the room: any type can do anything. Personality theory is about understanding yourself better, playing to your strengths and broadening your horizons. It was never intended to pigeonhole anyone.
On the inside, you’re thinking. How can I, someone with a preference for Introversion, train groups of people as my job? My energy comes from in-depth, one-on-one conversations, not noise-filled, overstimulating group work. I’m much happier working and spending time alone.
Losing even one employee can be a huge loss to your business. Not only do you lose a valuable pair of hands, you potentially lose a chunk of experience that’s difficult to replace. Productivity declines, and morale may take a hit across the wider workforce, especially if you are left understaffed. These factors can have devastating effects on everything from leadership to service quality and of course, the bottom line.
Still, what can you do to keep employees?
Altruistic, charismatic, compassionate, optimistic, reliable, willing to go the extra mile for the causes you care about - is it any wonder that ENFJs rank highly on the list of the nicest personality types? You're the first person I come to if I need a shoulder to cry on or have a relationship problem that needs sorting out.
Maybe you have to inform your star performer that she won’t be getting a well-deserved raise. Or perhaps you have to tell your team that projects are cancelled and people are being laid off. How do break news like that? What do you say?
One thing is for sure: you cannot not communicate. Ignoring the problem won’t make it go away and leaving things to the rumor mill won’t win respect for your leadership skills. Here’s how to make a bad news experience more positive, both for you and for the employees you’re addressing.
THE FINE PRINT:
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