They have and set clear vision, and are generally good motivators of others. They can be prone to aggression, and to leaving people behind as they punch through barriers, but they will deliver the job on time, under budget, and with all measures exceeded, albeit with a few casualties along the way. They are fast-moving and results-driven often frustrated by others’ preference for caution and detail. They are natural leaders, making decisions quickly and delegating naturally. They tend not to deal with conflict well, because they want everyone to be happy and comfortable.ĭrivers are the managing director personality types. They don’t do detail, and they hate slowing down. Expressives are approximate, fast-moving, broad-brush and blue-sky. They are imaginative and creative, and will take your idea and build it into something you never dreamed it could be. They are sociable and happy, the loudest voices in the office, along with Amiables the best networked, and the ones most likely to drag everyone off to the pub. They love to be asked for their opinion or for help, and can take a lot of responsibility, but they dislike uncertainty, so have your broad plan or direction, and your desired outcomes, worked out before roping them in.Įxpressive personality types are the cheerful advocates of the profile set. They are tolerant, and will be the quickest to forgive the extremes of the other styles. They are the conscience of any project, making sure everyone who needs to be told or consulted about something is told or consulted. They can do anything, and if they can’t, they know a man who can. They are the grafters, the planners, the cheerful completers. They are often happiest working alone.Īmiable personality types are the faithful labradors of the personality set. They are less tuned in to abstract concepts and inferences than other types. They will talk through points at length, often frustrating Driver and Expressive personality types. They like detailed reports and well-worked arguments. They are not good with blue-sky thinking or with taking fuzzy orders, especially if they have to hurry or approximate anything. For this reason, decisions can take a long time, because Analyticals need to be sure. The characteristics of his personality types share commonalities with the types identified by most of the popular typologies:Īnalyticals like a lot of data in order to make decisions – information is their comfort zone. Merrill called his types, ‘communication styles’, and named them: Luckily, Industrial psychologist David Merrill came up with a handy alternative back in 1921, when he realised we could usually ‘type’ people by watching their behaviour. A simple way of personality typingĪll of this is only useful if you can easily establish the personality type of both yourself and the other people involved, and often it’s not appropriate to ask. In office environments where Myers-Briggs has become part of the culture, a person’s typology may be included in recruitment processes and team design, with people freely comparing notes on their personality types.īy understanding the types, and subtly adapting your behavior to increase the comfort level of the other person, you can increase rapport, relieve discomfort, improve understanding and bridge relationships between colleagues. Often, discord is less to do with what is being presented than how it is being presented. They can help to shed light on office clashes, tensions, misunderstandings and relationship difficulties. When translated into the working world, they can denote how a person likes to be communicated with, and what strengths they bring to a team or a project. The letters stand for different personality traits or attitudes. Myers-Briggs is perhaps the best known of the typology tests, but what do the results mean, and how do you use this tool at work? You may well have taken a Myers-Briggs test at some point in your career, or heard other colleagues talking about their test result, which (in shorthand) is expressed as four letters, such as: ENTJ or INFP. Jung categorised personalities into ‘types’, and psychologists and management theorists quickly spotted their potential for improving the way we understand and get along with family, friends and colleagues. Most personality tests, including the best-known, the Myers-Briggs Typology Inventory, are based on the work of psychologist, Carl Jung 1875-1961.
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