ENFP
On A Team
The following
is adapted from Linda V. Berens, Linda K. Ernst and Melissa Smith, Quick Guide to the 16 Personality Types and Teams (Telos Publications,
2005) *Used with permission.
Buy the book and get 2 pages of type descriptions on teams and
24 pages applying the multiple models of personality type!
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For them, team relationships are about being on the same wavelength as others, getting involved at a personal, empathic level. They read and mirror other people’s moods and intended meanings, so team members often feel perfectly understood by them. They usually establish rapport instantly in a way that uniquely connects with another person. Discussing and resolving deep issues is important to them. Often sparking such conversations, they are frequently catalysts for change, moving the team along in its development. In a team meeting, they are often at the center of attention without being the topic of conversation. They want everyone to engage and on the team will work endlessly to get engagement, yet they find it hard to communicate their own needs or ideas and forget to talk about themselves.
While they prefer happy and upbeat relationships, when conflict occurs, they usually want to engage in a dialog to work it out. Nothing upsets them more than when a teammate refuses to talk through a situation they’ve decided is worth resolving. Since they want to resolve the conflict and keep the team connected and moving along, they are usually willing to compromise if a true win-win agreement can’t be worked out.
Provide a team environment that is genuine and understanding of their uniqueness and the importance of people-oriented issues. Provide minimal insistence on rules, systems, and procedures. Honor their need to authentically live with themselves, which will drive their decisions. If you don’t take their expressions and contributions seriously, they may withdraw. Most of all, acknowledge their ideas and help them work through them.
Buy the book and get 2 pages of type descriptions on teams and
24 pages applying the multiple models of personality type!
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They have a tendency to see a lot of options and will want to brainstorm and explore those options as they come up. They prefer to have the choice of approaching tasks creatively rather than by the book. Liking people they work with will be just as important as the work, so they will want to spend some time getting to know people—what people’s roles are and how everyone relates. They are likely to get a quick impression of what needs to be done and then enthusiastically get people involved in getting it underway.
They tend to make quick decisions in response to opportunities that match the “ideal”; otherwise, they may deliberate over choosing the one right thing. All the options they see can overwhelm them if they are not thoroughly in touch with their values and how those values line up with the goals of the team/organization. On a team, they will want to reach consensual decisions as often as possible.
When a change fits with their values and their vision, they jump right in, suggesting ideas of how to make the change happen. Often they seek change to stimulate growth; however, they can resist change that seems to go against personal, team, or organizational identity. Sometimes they get stuck in their expectations of what should happen based on earlier experiences. Then they need to hear a new perspective in order to feel new excitement about the change.
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Buy the book and get 2 pages of type descriptions on teams and
24 pages applying the multiple models of personality type!
Search & Apply to New Jobs The following is adapted from Linda V. Berens, Linda K. Ernst and Melissa Smith, Quick Guide to the 16 Personality Types and Teams (Telos Publications, 2005) *Used with permission.
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