The idea of trait theory and determining my dominate style left many questions in my mind. What are the styles of those I work with? My families’ styles? How do we work together despite differences? Are there advantages to having teams composed of a variety of styles or will diverse teams not be as productive as teams where everyone is more of a similar style?
I started by having an open discussion with my husband and attempted to determine his style. After determining where I believed he fell on the various traits, I read the summary handout to him. He agreed with me, it was accurate. Additionally, I read the summary about my style to him. Again, he could see where I aligned with the description as well. We are opposites in every way. I am an ESFJ and he is an INTP. The interesting thing is how obvious this is in many of our discussion and visions. I look to him for the logic on decisions we are making jointly, I often use my heart. I can see where that is a benefit and a trait where there is merit in relying more on his style in certain situations. We have had, like every couple, difficult situations to deal with, and I can see how his ability to make the tough decision that adversely impacts people is advantageous. Michael’s (2003) summary of the “thinking type” points to some real advantages in some of the challenges we face.
In examining conversations with my husband, the difference in extrovert and introvert and the feeling versus thinking became clearer to me. As an Extrovert, it is now more apparent to me how I might perceive Introverts as not interested or withholding information when they are processing internally. I often think,” did he hear me?” or is it that he is just unwilling to participate in the conversation, when in actuality, he may be processing or composing thoughts. I can see where I need to be more conscious about using patience and understanding.
Another difference that resonated with me is that as an “F” or feeling style it is common to believe that “T’s” are harsh or cold. The approach to problem solving may seem to indicate detachment when in fact it is more of their logical straight forward way of handling an issue. Again awareness and understanding should lead to more cooperative teamwork/working together.
I started to think much more carefully about others in my immediate circle. I work with a diverse group of program assistants, County Directors, Family and Consumer Sciences Educators, Regional Directors and Assistant Directors. A vast array of styles in those I work with for sure. In an effort to keep this blog to a reasonable length I will focus on the trio in which I work the closest.
I am a part of a great team, at least in my mind, of three Regional Program Specialists (in the SNAP-Ed area). I started by trying to determine the styles of the other two program specialists whom I work with. I believe we are in most contexts all Extroverts. I do see where context is important in this work. As stated in Michael’s article (2003) I believe there is some validity to the statement that there is a “middle ground” for those whose preferences are not habitual. Can these traits be switched on and off at will as suggested by Jung and Garden in article?
I also believe the three of us are all primarily sensing types. Recently we decided to submit an article on our newly formed positions. These positions were created and have evolved through trial and error over the past year. We wrote a “Best Practices” article about those items that have worked especially well over this introductory year and the challenges we have had. I really saw the similarities in our styles in that process. Although we had met and worked together on other projects, this was the project in which our similar styles were most obvious to me. We all draw from our experiences and standard operating procedures to solve problems. We often compared and shared those experiences and brainstormed together to find a method to handle concerns. In fact, we have gotten to the point where we share and compose standard personalized emails to our regions to all “be on the same page” and to ensure all the program assistants, spread throughout the state, hear the same message. I also witnessed the step-by-step fashion utilized by the three of us.
I have worked on projects with other co-workers who really worked on the “big picture” focus rather than the step by step or details I experienced with this trio. This article submission, like the grant submission that I mentioned in this weeks’ post was time sensitive, thus the fact that the three of us are more in line with the judging type rather than the perceiving type made the deadline within reach.
I proceeded to think about others I frequently work with and beside. I also read the Introduction to Type with special attention to the section on Using Differences Constructively. (Myers, 1998) I am especially interested in how to capitalize on those differences to improve outcomes and visions. I have always been someone who believed that by using the individual strengths of the whole group, including and accepting all, as well as including those with opposite styles, an overall improved plan/vision can result. This week’s articles and PowerPoint increased my awareness and understand of this. My challenge as I proceed in this line of work is to observe, analyze, and be more accepting of those styles that are not like mine.
Resources:
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King, J. (2014, January) Video lecture. Trait Theory and MBTI, PPT.
Myers, I. B., (1998). Introduction to Type. Palo Alto, CA: Consulting Psychologists Press, Inc.
Michael, J. (2003). Using the Myers-Briggs Type Indicator as a Tool for Leadership Development? Apply With Caution. Journal of Leadership and Organizational Studies, 10 (1).