About the Author

Jayne is a B2B tech copywriter and the editorial director here at Truity. When she’s not writing to a deadline, she’s geeking out about personality psychology and conspiracy theories. Jayne is a true ambivert, barely an INTJ, and an Enneagram One. She lives with her husband and daughters in the UK. Find Jayne at White Rose Copywriting.

Why Millennials Are So Obsessed with Personality Types

Clinically Reviewed by Steven Melendy, PsyD. on October 09, 2017

According to some definitions, the youngest Millennial will turn 21 this year. The earliest born among them is fast-pushing 40 - not old, but getting on a bit. Old enough, certainly, to resent the label 'Millennial' and all the pejorative stereotypes that come with it. Millennials are variously described as entitled, self-interested, tough to manage, narcissistic, unfocused, lazy and 'precious snowflakes' who can't handle criticism and want everything handed to them on a silver platter. 

Things I Wish I Knew About The INTJ Confidence Gap

Clinically Reviewed by Steven Melendy, PsyD. on September 26, 2017

Just about six years ago, I started looking into personality theory. I was skeptical, curious and enthusiastic about finding a system that could help me understand the stranger aspects of human behavior. I hoped it would be the cornerstone of my success as I prepared to transition from one career into another. And it was, to a point.

Category: INTJ

5 Tips for Painlessly Scaling Your Team

Clinically Reviewed by Steven Melendy, PsyD. on September 06, 2017

The problem of scaling a team is tough to crack. How do you add more members without breaking the spirit of the existing members? At what point do the old ways of doing things stop working? How can you be sure that the team is scaling at the right rate and in the right way? Success can turn on a small detail, such as a personality clash or one outdated process. What should a team leader do to avoid messing up?

How to Talk About Mistakes (So You Can All Just Move On)

Clinically Reviewed by Steven Melendy, PsyD. on August 23, 2017

To improve future performance, teams must learn from their mistakes. Despite being an irrefutable truth, few teams do this well. This is not due to a lack of willingness on their part - most organizations devote countless hours to after-action reviews, project postmortems and similar analysis to help the team reflect on what it did wrong and avoid similar mistakes in the future. More often than not, these actions fail to drive any real change in future outcomes.

Why You Have Every Damn Right to Disappoint People

Let's be honest, I'm not a people pleaser. I don't try particularly hard to get people to like me, and I never take it personally when someone obviously doesn't. My tolerance for conflict is higher than most, and I'm not afraid to land a few home-truth punches when someone steps out of line. (No one is allowed to feed my insecurities but me). I want to be liked—who doesn't? But I won't kiss ass for a superficial seal of approval. So the phrase "people pleaser" never really entered my mind.

When Your Team is Remote, Does Personality Even Matter?

Clinically Reviewed by Steven Melendy, PsyD. on August 09, 2017

Understanding the various personalities on your team is important for getting people working together in the way you'd like. That is why so many organizations use the personality assessment created by Katharine Briggs and Isabel Briggs Myers when putting together effective teams. Personality assessment tools can help select the right team members - people who are likely to bond, innovate, and follow through on the company's goals such that the output of the team is greater than that of its constituent members.

5 Things Team Leaders Should Focus on First

Clinically Reviewed by Steven Melendy, PsyD. on July 26, 2017

One of the most challenging work transitions comes when you face the prospect of leading a new team for the first time. Getting people to work together is not easy, and many team leaders rush over the basics in order to start achieving goals. But the first weeks and months are critical for starting a team off on the right foot. What actions should you take to set the team up for success? How will you get the team working well together, manage conflict, and create an environment where everyone feels safe, valued and motivated to contribute?

Why Every Team Needs a Pecking Order

Clinically Reviewed by Steven Melendy, PsyD. on July 12, 2017

When putting together a team, conventional wisdom dictates that you strive for a mix of personalities and do whatever it takes to build equality within the group. Inequality of status - where it's pretty clear how everyone ranks compared to their peers - discourages people from sharing ideas and can lead to people feeling undervalued or disrespected. These hot human emotions distract teammates from their tasks and can disrupt even the most focused performers.

Or so the theory goes.

The Love/Hate Relationship Between INTJs and Corporate America

Clinically Reviewed by Steven Melendy, PsyD. on July 04, 2017

It was the best of times; it was the worst of times. No, not Dickens, but an apt summary of the radical opposites taking place between my INTJ psyche and the corporate world I found myself working in for almost 16 years. It's a story of contrasts and comparisons between the massive success I achieved and the desperate, inescapable desire to "get out while you can."

THE FINE PRINT:

Myers-Briggs® and MBTI® are registered trademarks of the MBTI Trust, Inc., which has no affiliation with this site. Truity offers a free personality test based on Myers and Briggs' types, but does not offer the official MBTI® assessment. For more information on the Myers Briggs Type Indicator® assessment, please go here.

The Five Love Languages® is a registered trademark of The Moody Bible Institute of Chicago, which has no affiliation with this site. You can find more information about the five love languages here.

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