INFJ
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!
Search & Apply to New Jobs 
For them, team relationships are about supporting human potential. They often show a talent for developing and guiding people, so putting them in a coaching role on the team benefits all. It is often painful, however, when they offer insights or advice and teammates choose not to take it. Others may see them as either more outgoing or more critical than they are. They often come to team relationships with pre-established expectations but are willing to change if met with new information or new teammates...
They typically don’t like conflict but won’t avoid it if it can improve relationships or lead to growth. Therefore, they are likely catalysts for airing team issues within the group. When conflict occurs, they first withdraw to sort it out, then seek to have a conversation where the conflict can be addressed...
Provide a team environment that focuses on people and their needs. Try to create an open, honest, and sincere relationship with them and help them create that kind of relationship with others on the team. Give them genuine, meaningful feedback, which does not always have to be positive, to let them know you are aware of their contributions...
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
They have a tendency to spend a fair amount of up-front reflection time to mentally get a sense of where the project and the team are going so will likely disengage from the group momentarily. They want a course of action or reference points to help team members know when they are on track. They see the value in defining roles so tasks can get done and matching the right team members with the tasks to accomplish the vision...
They tend to make decisions rather quickly if new information matches the vision. If it doesn’t, they will want time to integrate the information into their vision and adjust the vision or reject the information. They might be prone to inaction when they get overwhelmed with the physical realities of a situation or when they have no idea of what the next step should be...
When a change doesn’t match their vision of what is going to happen, they must trust that others are really looking out for the good of the people. This will help them adjust their vision, especially if accompanied by a good argument with a strong rationale and with new insights and evidence...
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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