ENTP

How ENTPs Build Relationships

For them, team relationships are about generating and sharing ideas. They are assertive in initiating relationships and there is usually an easy initial connection. They bring people together for interesting conversations. They want them to be at ease and to stimulate lively debate. They are good at connecting and aligning with people, getting to know them and sharing interests and activities. They are often a catalyst for the team, seeing the potential in others activities and perspectives. With their flood of new ideas and creative, unusual solutions they may be viewed by team members as out of control and into too many grand ideas at once; not realizing the perceptions of others, they may not verbalize the strategy behind their multi-focusing.

How ENTPs Deal with Conflict

It may appear that they like conflict since they often engage in rather heated discussions to bring clarity and a more comprehensive understanding to the issues. When a conflict occurs, they will try to keep the conversation going and reframe what is going on, often commenting on the conversation and the direction it is taking. This can be misperceived as manipulative when it is really intended to keep things moving in a positive direction by working through conflict to get to an agreement.

To Forge Better Relationships with ENTPs

Provide a team environment that is non-routine and that allows entrepreneurial explorations and creative approaches to problem solving. Give them the opportunity to share insights about lifes possibilities and to achieve success with those ideas. They need challenge, intellectual stimulation, interaction with others, autonomy, and opportunities to invent and improvise solutions to complex problems.

How ENTPs Approach Doing Work

They will want a fair amount of autonomy and freedom to try out some of the many creative solutions they generate. They wont settle for a quick fix but want to come up with efficient solutions. While they give a lot of attention to having a strategy, they also work at maintaining good relationships. They want a lot of involvement by everyone on the team.

How ENTPs Make Decisions

They tend to make decisions rather quickly in response to new information regarding the system or the potential for making a complex model accessible and usable. They quickly gather conceptual information to sort into categories, set criteria, and move to a metaposition with principles about how to problem solve. Decisions are based first on new possibilities that will get the job done and then on theoretical accuracy.

How ENTPs Respond to Change

When a change is needed, they are likely to quickly move to brainstorming new ideas and options for doing things differently. This sometimes means they will not readily embrace a change as it is put forth but will try to improve upon it. They can become resistant to a change if they get locked into their sense of how it could be in the future or what the major trends are. Since they want to be involved in improving things, they often can get unstuck by more brainstorming.

ESFJ

How ESFJs Build Relationships

For them, team relationships are about support and a genuine concern for the welfare of others. Team relationships are about sharing the life of the business, being part of something, and creating a feeling of family. They will often sacrifice for what will benefit others and may put the needs of others ahead of their own to the point of losing themselves to the relationships. When they are aware of hurting other peoples feelings, they may skirt heavy issues to maintain equilibrium. At other times they may be quite forthright and appear rude. Then they are surprised when others are offended. They tend to be good listeners who like being involved in the lives of others and helping people with their problems. They put others at ease through their use of self-disclosure.

How ESFJs Deal with Conflict

When conflict occurs, their first concern is that people dont get hurt. First they may have quite an emotional reaction. Then they seek a workable compromise to move matters along and reduce the tension from the conflict. They prefer to keep the mood upbeat, even when dealing with conflict.

To Forge Better Relationships with ESFJs

Provide a team environment that is open and honest, with attention paid to relationships and personal cooperation. They are most comfortable with routine and a secure, stable work environment. Give them appreciation and meaningful support for who they are and what they do. Give advance notice of change with information about the background and rationale for the change. Time to connect with team members, to engage in mutual problem solving and sharing of ideas, will provide them with opportunities to shineand, in turn, will bring the team increased harmony and productivity.

How ESFJs Approach Doing Work

They want to accept and help others so will focus on making people feel comfortable and involved. They will want to be sure there is time to hear everyones concerns so that the needs of each person can be accommodated. They are likely to be quick to compromise to move things along. They want to know what the roles are and who is in charge. Important events are to be remembered and milestones acknowledged so successes can be celebrated. They often take on too much and ignore their own needs to help make situations easier for others.

How ESFJs Make Decisions

They often make quick decisions for the welfare of others. When the direction and sequence of a task are clear, they move forward quickly. They will want to keep harmony and consider how decisions will affect people they know and care about.

How ESFJs Respond to Change

Change will not be pursued merely for the sake of change. If a new decision will be more helpful, then they will change direction as needed. They will do a lot of comparing of new information to their personal experiences and a all the information they have collected about the people involved.

ESFP
How ESFPs Build Relationships
For them, team relationships are about caring, sharing the work, and having fun together. Warm and friendly, they help by listening to what teammates are trying to do, questioning to get a clear picture, and reflecting back to them what they hear being said. They work very hard to see other peoples points of view, although they often want what they want when they want it. They will make the effort to get really involved in the team. They dont want to be left out or have others left out yet often wind up being the center of attention. They are likely to be great tension breakers on the team: whenever they find a situation getting heavy, they say something light to make everyone laugh again.

How ESFPs Deal with Conflict

If they had their way, there would be no conflict. But when there is they usually try to make light of a situation to shift the attention to something more positive. When the team has a problem, they expect real progress to be made toward a solution. If they see no progress, they will likely disengage and perhaps even leave the team if they can.

To Forge Better Relationships with ESFPs

Provide a team environment that allows them autonomy and freedom from routine and hierarchy. They handle structure but for only a short timeeven if they put it on themselves. They like clear direction with freedom to do what they see is needed. Freedom from boredom gives them the strength to do what they need to but dont want to. Dont tell them they cant do something. Describe potential roadblocks and problems as challenges. Keep them happy on the team by asking them to do something only once; they dislike the repetition that often occurs on teams. They want to be of value on the team and want an equal exchange. Gain their respect by doing a good job. Most of all provide choices, opportunities, flexibility, and a chance to work with people.

How ESFPs Approach Doing Work

They are most likely to be stimulating action, getting things going to get things done. They tend to be very good at multitasking and they like it. They have a sort of everybody-pitch-in attitude that engenders team spirit and high energy. When problems occur, theyll want to solve them right away and wont accept It cant be done as a solution.

How ESFPs Make Decisions

Decisions usually come quickly for them about what action to take, but they may vary the decision when new options for action are seen. In the time it takes others to notice something, theyre already acting on it. They take in a lot of rich detail, noticing minimal non-verbal cues. Usually, this detail is not reported on, just acted on as they adjust their behavior to meet the needs of the immediate situation.

How ESFPs Respond to Change

They are generally adaptable and accept the realities of a situation. They are especially tuned in to people and their reactions. They adapt to change based on what is important in relation to what is happening in their immediate external world, attending to what will make people satisfied and seeking to help them. They can get locked into the ways theyve done things when those ways are working and they dont see the relevance of a change. However, they will change when they see how something isnt working correctly and what will work i instead.

ESTJ

How ESTJs Build Relationships

For them, team relationships are about showing caring and concern by providing structure and organization. They enjoy being with people, keeping track of everyone, and staying connected. They want to establish a solid foundation of structure and routine. They often take responsibility for teaching people how to be responsible and whats important so the team will be successful. They tend to have high expectations, of themselves and of others, and tend to push and educate colleagues on the right way to do things. They relate by taking care of what needs to be taken care of, working very hard, and giving of their time.

How ESTJs Deal with Conflict

Conflict often comes when others dont share the load or follow through. When conflict occurs, their concern will be for the maintenance of the group. In interpersonal conflict, they are likely to take a direct approach, facing the conflict head-on and pushing back on issues they feel right about. And they want to be treated in the same way.

To Forge Better Relationships with ESTJs

Provide a team environment that is stable and that honors time-tested practices and procedures. They enjoy a team approach where no one individual attempts to outshine or draw more attention to himself or herself than the group as a whole. Give them specific examples and comparisons to ground theories and abstractions in practical reality. For them, the team needs to have a time and task focus, agendas, and clearly defined outcomes, and the work of the team needs to follow the agreed-upon plan.

How ESTJs Approach Doing Work

They are likely to first want to be sure they are properly educated so they can be informed and learn the best way to do the job, and they will want this education to come quickly. They also want a clear sense of direction and chain of command. It is critical to them that things feel under control, and when there doesnt seem to be any team leadership, they are likely to take control of the situation.

How ESTJs Make Decisions

While decisions are usually made quickly as to the right step to take now, they may still be more open to other ideas than their brusque manner might communicate. Decisions are usually based on criteria for keeping order and completing tasks and the responsible thing to do.

How ESTJs Respond to Change

When a change is needed or is happening, they are likely to look first to what has been done before, what is tried and true. In the area of something new, they like having some conventional examples to follow. They compare new information quickly to their large internal data bank of life experiences as well as the external rules and standards to be followed.

ESTP

How ESTPs Build Relationships

For them, team relationships are about having mutual respect. If they cant respect the other people on the team or the person who commissioned the team, there is no relationship. If they dont respect a teammate, they will dismiss him or her. Trustworthiness in team relationships is also very important so that they can disagree and still be colleagues. Another key to team relationships for them is absolute autonomy and independence. Constraints and limits are seen by them as challenges to work around, but constantly fighting constraints wears on them after a while and such restraints seem to indicate a lack of the respect they insist on. They easily get teammates to follow alongget them to do what they want, communicating a sense of camaraderie. They are comfortable working either together as a team or individually. Although they know feedback is good for them, they usually dont like it.

How ESTPs Deal with Conflict

They often find task-related conflict stimulating and exciting, and they take a direct approach and fight back when need be. Their clear, direct, to-the-point approach may be read the wrong way as they push back to get through the conflict so work can be accomplished. They often get a lot out of conflict and engage their negotiating skills to work through it. They want others to be as direct with them as they are with others. At the same time they want to avoid hurting others feelings, so they attempt to maintain a respectful and caring attitude, except in a cutthroat environment.

To Forge Better Relationships with ESTPs

Provide a team environment that allows them autonomy. Avoid directly challenging their authority, but help them see the perspectives of others as factors to be considered before acting. Confront with a consistent and firm approach by giving them direct and to-the-point feedback. Most of all, because recognition or reward runs very high in their value system, give them ways to measure and demonstrate their success.

How ESTPs Approach Work

They have a tendency to take charge of a situation, especially if no one else is acting and making things happen. They will push the limits to get the results they want. They want to keep their options open; therefore, freedom from rigid role assignments and too many constraints will keep them involved. Otherwise, constraints and limits become challenges to work around rather than guidelines for success.

How ESTPs Make Decisions

They tend to make fast decisions that are realistic and pragmatic. They so rapidly take in the currently available concrete information that others think they take in very little information. They grasp the rich detail from the present information and data theyve accumulated and then move quickly to action. They base decisions on what is happening in the immediate, external world that is related to getting the job done.

How ESTPs Respond to Change

Change is all about adapting to the constantly shifting context. Once they see the relevance of a change, they are quick to move to action and implementation. If they dont see the relevance, they will resist and will need some h hard facts and perhaps even experiences to show the change is needed.

ENFJ
How ENFJs Build Relationships
For them, team relationships are about connecting and mentoring. They see potential in others and are usually good at spotting talent within a team. They know people need lots of attention and commitment and want the same in return. Nurturing relationships is vital to them and they want that on their teams, so they require a sense of connection, to feel known, understood, needed, reassured, and praised in the team environment. They tend to invest a lot in relationships, which sometimes can create a standard on the team that others may not be able to live up to. Yet teammates are likely to feel at ease with them and open up. Tending to be open and sharing, they expect others to self-disclose to help build relationships as well as resolve issues. They are likely to see extreme attention to a task and an abrupt style in others as neglecting the relationships. Such communication often leads to hurt feelings, which they nurse internally.

How ENFJs Deal with Conflict

When conflict occurs within the team, they will want to talk about the problems and heal the conflict before going on. When there is too much conflict and ongoing disharmony, they have a tendency to withdraw. They hate when people are demeaned or mistreated and will stand up for someone who is.

To Forge Better Relationships with ENFJs

Provide an open, harmonious, and sharing environment where they and others can feel safe to self-disclose. Give them time and space to develop logical arguments or explanations. Give them lots of genuine positive feedback because they value the approval of others and often feel undervalued. Provide opportunities for interaction, both task related and social. Most of all, frame the work of the team in a context of some higher purpose.

How ENFJs Approach Doing Work

They will want ample opportunity to communicate and share values and the vision. In the work of the team they will seek ways to help team members grow and develop. Often they will notice potential in team members that might be ignored and then they will work to find ways to bring out that potential for the benefit of the team and the individual. Defining and assigning roles is one way they accomplish this.

How ENFJs Make Decisions

They tend to make quick decisions when a task needs to be done and want to get it accomplished right away. When given new information, they tend to withdraw mentally to visualize the impact of new information on the people involved and the vision.

How ENFJs Respond to Change

When a change happens, they will first check the change for its effect on their vision of the identity and integrity of the group/team/organization and the individuals in it. If it doesnt match their vision, theyll fight the change. They will need time alone to integrate new data and incorporate it into a new vision. They will often want to research i information to help others deal with a change.

ENFP
How ENFPs Build Relationships
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 peoples 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.

How ENFPs Deal with Conflict

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 theyve 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 cant be worked out.

To Forge Better Relationships with ENFPs

Provide a team environment that is genuine and understanding of their uniqueness and the importance of peopleoriented issues. Provide minimal insistence on rules, systems, and procedures. Honor their need to authentically live with themselves, which will drive their decisions. If you dont take their expressions and contributions seriously, they may withdraw. Most of all, acknowledge their ideas and help them work through them.

How ENFPs Approach Doing Work

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 peoples 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.

How ENFPs Make Decisions

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.

How ENFPs Respond to Change

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.

ENTJ
How ENTJs Build Relationships
For them, team relationships are about mutual autonomy and mutual problem solving. They are team players when its expedient with an element of competition that is geared toward mastery. They want to learn what their teammates know and often see relationships as yet another project to be coordinated to achieve a positive and productive purpose. They enjoy interactions that are going to make them smarter and push them to achieve more. They tend to be straightforward and honest in relationships, which some find refreshing and others find harsh. They are often comfortable initiating relationships yet tend to keep their distance and may be hard to get to know on a personal level. They are usually not very self-disclosing until they trust someone and judge them to be friendly and crediblethen they will open up quickly and matter-of-factly.

How ENTJs Deal with Conflict

Conflict for them is yet one more factor to be managed in order to accomplish the goals of the team. They want to take a reasoned approach with little show of emotion. Their first response is to push back and when that doesnt work, they find a way to work around whatever the obstacles to agreement are. They are often seen as more single-solution focused than they actually are and are likely to welcome a good argument. They dont, however, want to waste time covering ground that has already been covered.

To Forge Better Relationships with ENTJs

Provide a team environment that allows autonomy and fosters independent thought and action. Allow them the freedom to develop strategies and discover new approaches to creating and planning. Provide recognition for achievements and competency from someone they judge as competent and credible. They need logical reasons and rationales for following prescribed procedures. Opportunities to teach and mentor will bring out the best in them.

How ENTJs Approach Doing Work

Once they have a sense of the strategy needed, they have a tendency to quickly orient to the tasks and the environment in which the tasks must be accomplished so will want to rapidly move to production and getting things accomplished. They tend to make simultaneous assessments of a multitude of data points and quickly analyze, prioritize, and reprioritize as they go. Their whole way of interacting communicates a sense of being in charge, even when they are not. It is important not to misread their drive for accomplishment as single-solution focused. They are often open to improvement.

How ENTJs Make Decisions

They tend to make decisions quickly based on the organization and the implementation of their strategy. Dont confuse their decisiveness with inflexibility. Their pragmatic approach helps them quickly reprioritize actions in line with goals to get something swiftly accomplished.

How ENTJs Respond to Change

The first issue for them is to assess their own competence in the new arena. They tend to fight a change where no convincing rationale and no supporting data are presented. They want to see that the implications of the change have been thought through and that the proposed change will get to the real issues. They tend to respond t to new data as it comes up and fit it into the way theyve organized and structured their actions.

INFJ
How INFJs Build Relationships
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 quickly pick up on insincerity and withdraw if someone on the team is superficial or obviously doesnt care.

How INFJs Deal with Conflict

They typically dont like conflict but wont 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. They realize the importance of keeping their emotions in check and not saying things that can damage relationships.

To Forge Better Relationships with INFJs

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. Most of all, frame the work of the team as having a meaningful purpose that goes beyond everyday routine.

How INFJs Approach Doing Work

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. Once underway, they are quite likely to be very time and task focused unless the team gets derailed or people clearly need attending to in order to be productive.

How INFJs Make Decisions

They tend to make decisions rather quickly if new information matches the vision. If it doesnt, 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.

How INFJs Respond to Change

When a change doesnt 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 a argument with a strong rationale and with new insights and evidence.

INFP
How INFPs Build Relationships
For them, team relationships are about making space for others to participate fully. They like to help others accept themselves and believe in themselves. They have a talent for reading between the lines, hearing what hasnt been said, and getting a sense of what needs to be said and done. They want others to have a sense of purpose and ethics and to be congruent with these in their behavior. Knowing peoples intentions helps them feel comfortable with their relationships on the team. They honor and accept as valid the communication or feeling teammates express when sharing something that is important to themand expect others to do the same. They often relate through stories and metaphors, bridging differences by emphasizing and building on similarities and providing gentle encouragement. Sharing beliefs is important to them, yet it is sometimes difficult for them to put into words the things that really matter to them. They tend to do a lot of mental rehearsal in problem solving so may appear quiet and withdrawn in team meetings.

How INFPs Deal with Conflict

Their first response to conflict is usually to wait and see what is involved. Then they will go with the flow of what is happening, working to bring out all sides of an issue and resolve deeper issues that are likely at the root of the conflict. The worst kind of conflict to them occurs when their values are challenged as not worthy or when they feel a sense of betrayal. They want people, themselves included, to be listened to with respect and openness.

To Forge Better Relationships with INFPs

Provide a team environment that holds a sense of integrity and opportunities for fostering wholeness, harmony, mental health, and growth in others. Be sure to validate and affirm them as individuals. Give them the flexibility to capitalize on bursts of energy and not be berated for the lulls in between. Recognize the value in their impressions rather than force them to be explicit. Let them work alone as they need to, yet provide them with opportunities to meaningfully connect with others. Most of all, help them find personal meaning in the team project.

How INFPs Approach Doing Work

They have a tendency to go with the flow until they have enough information to integrate into a complete picture. They like to play with a lot of ideas. If they get a sense that things are not going in the right direction, they will make suggestions to try to turn the situation around. Their usually gentle informing style is amazingly powerful. When they are dedicated to a purpose, they can be tireless in their search for supporting information and data.

How INFPs Make Decisions

They tend to make fast decisions about whether something or someone is congruent or not but may decide slowly about what actions to take and what direction to pursue. They want to be sure theyve got all the information, and then once they get a clear sense that important values are not violated and actions will be congruent with those values, then they act quickly. Inaction may result if personal values conflict with the external demands for action or if many differing values have to be reconciled and unified in one decision.

How INFPs Respond to Change

When change is necessary, they tend to hold tight to a kind of artistic control, checking for congruity with values. They are open to change when they have some creative input into the process and they feel the change will increase the likelihood of an even higher quality outcome. They will want to be sure everyones voice is heard and consensus is reached wherever possible.

INTJ

How INTJs Build Relationships

For them, team relationships have purposeachieving a goal and making progress. They tend to get absorbed in work and enjoy collegial relationships with those who stimulate their thinking. Personal interaction is most often related to moving a project forward, to learning, or to strategizing together. Thus, they can be active team players when it gets the job done more efficiently. When relationship building becomes a deliberate part of their strategy, they willingly make the effort to praise others and put deposits in the relationship bank.

How INTJs Deal with Conflict

When interpersonal conflict occurs, they will usually withdraw or move on. They want discussions to be calm and reasoned, and highly charged interactions often leave them feeling in complete doubt about whats happening. Relationships with even occasional improvement will be continued, but if they see no progress they will give up, learn from the experience, and move on. When a conflict of vision occurs, they can be stubborn about their own point of view and forge ahead.

To Forge Better Relationships with INTJs

Provide a team environment that honors their strong need for autonomy and demonstrates respect for individual thoughts and feelings, ideas, and creativity. Provide opportunities for constant evaluation to meet their need for high achievement and competency. Put them in a situation where they can devise and implement long-range strategies aimed at efficient and effective use of the organizations resources.

How INTJs Approach Doing Work

They may seem quite disengaged from the group as they gather lots of information about the why and the how of the situation. They will want time to analyze data and integrate information to create an internal map that gives them points of reference. Then the map is laid out and if no progress is being made, directives are given to get movement. Before a meeting they want an agenda, or at least a rough idea of what is to be accomplished.

How INTJs Make Decisions

They tend to make strategic decisions rather quickly as they compare new information to their vision. They can react in a very passionate way to the select principles or activities they find important. Concrete, logistical decisions often frustrate them or go unmade. They tend to critique the process used to think about a problem rather than focusing on the problem itself or the specifics. They may present several options for action, each with its own pros and cons and each thought through to its ultimate consequences.

How INTJs Respond to Change

When dealing with change, the issue becomes one of how congruent the change is with their vision. They tend to be so strongly convinced of their vision and a sense of being right that they find it hard to see how they could have been wrong. When this is the case, they need to see incontrovertible evidence and well-grounded logic to r reconceptualize their vision and embrace the change.

INTP
How INTPs Build Relationships
For them, team relationships are about sharing expertise. They want to have a joint area of interest and competence to share and energetically engage in collaborative problem solving and strategizing. They typically seek out relationships so they can have different thoughts and experiences yet often feel they lack interpersonal skills. In fact, their relationships can become competitive and may interfere with the intellectual needs that drove them to seek the relationships in the first place. When they recognize that their tendency to precisely define words, clarify ideas, and point out inconsistencies can get in the way of team relationships, they willingly learn to remember to thank and praise teammates for their contributions before they critique them.

How INTPs Deal with Conflict

The disruption that comes from team conflict keeps them from thinking clearly, so they avoid confrontation unless it is absolutely necessary. They might avoid conflict for too long, hoping it will go away. While they like a lively debate of ideas, when it becomes personal they can become noncommunicative until they can see a way to work with the conflict to resolve it.

To Forge Better Relationships with INTPs

Provide a team environment that is calm and conflict-free and where consultative rather than hierarchical relationships are the norm. Give them enough freedom to reflect on how things work, to generate ideas, and to see connections and patterns. Offer them opportunities to direct their energy toward acquisition of knowledge and competence. To gain their commitment and compliance, give them the logic, rationale, or proof behind standard operating procedures, conventions, and protocols.

How INTPs Approach Doing Work

They are inclined to first analyze a situation, seeking to understand the principles that apply. Then they will want to integrate all kinds of information from a variety of sources. They tend to focus on how things work, why they work that way, and what makes them not work and then try to come up with an elegant solution that really solves the problem. They want the autonomy to find the right theories, models, or explanations and then to share the information they have found.

How INTPs Make Decisions

They tend to quickly decide on the accuracy of theories and frameworks, yet they labor over the accurate expression of ideas. They may avoid decisions regarding an action or establishing order and structure. Logistical decisions are often seen as trivial and either slighted or labored over. Interpersonal decisions are made to avoid disruption and to keep the peace.

How INTPs Respond to Change

They are likely to say they are not resistant to change since they are constantly developing and revising their designs and approaches. However, they do tend to resist change that appears illogical and seems to violate principles. Change that means changing their habitual way of doing routine tasks is also hard for them, especially if a big learning curve is involved. Helping them see how what they are doing isnt effective and relating the c change to progress in the grand scheme of things and its strategic purpose will help.

ISFP
How ISFPs Build Relationships
For them, team relationships are about having camaraderie, having fun interacting, and solving problems. They value the ability to say anything or say nothing and not have to think about or check what theyre doing to get anothers approval. They need the freedom to be able to change their mind or direction. They often feel the challenge to balance freedom and their need for privacy with connection. They will do what they can to accommodate other team members, but the feeling of being trapped may suddenly occur. For them, establishing relationships is not about self-disclosing but about helping solve problems. They can get discouraged when a teammate does nothing with the help they offer. They enjoy the give and take and a little bit of competition that occurs in a team. However, when it becomes abrasive and people personally attack others, they become concerned and may attack on their behalf.

How ISFPs Deal with Conflict

Conflict is something they tend to ignore for a while and then work to resolve. When strong values are crossed or when the conflict seems to go on and get in the way of the work of the team, they may withdraw from the relationship. They prefer to focus on getting the work done rather than too much analysis of interpersonal issues.

To Forge Better Relationships with ISFPs

Provide a team environment with lots of opportunities, choices, and flexibility and a few familiar and friendly people. They want to be doing something that uses their skills and abilities, gives them variety, is stimulating, and lets them have a mission with people. Present a positive, harmonious team climate. Recognize and compliment them soon after an accomplishment. Most of all, let them have their own personal style so they are not boxed in and are free to be what is needed in the moment.

How ISFPs Approach Doing Work

They want the freedom to take advantage of all opportunities as they come up, even anticipating future opportunities. They wont want to spend a lot of time hashing and rehashing issues but want to get to the production, working issues as they go. They tend to find opportunities to build relationships and attract loyalties.

How ISFPs Make Decisions

Decision making for them is a process of constantly checking against their values and adjusting their actions as situations change to keep true to what is important. This is not about changing their mind but adapting to situations in such a way as to stay in line with what was important. In this way, they are ready to make quick decisions, but they have given a lot of thought ahead of time about what is important. They base their actions on what is happening in the immediate situation that is relevant to those decisions and also to what will make things better. They get a strong sense of what is needed and what will get the best result and then try various approaches until that result is achieved.

How ISFPs Respond to Change

They are likely to resist any change that disrupts their freedom to adapt to the needs of the moment or significantly varies from the way theyve become accustomed to doing things. They can also get locked into the vision of how something is going to be, especially when the envisioned actions are in alignment with what is important. They will embrace a change if it can be shown to be needed in light of the current situation. Just give t them solid information and some time to reflect to integrate all of the information.

ISFJ
How ISFJs Build Relationships
For them, team relationships are about caring about people. They want to get to know people well before sharing a lot with them. They tend to remember a lot of personal detail about people, which establishes close relationships. They want people to be as willing to help as they are. They appreciate space in a conversation for them to reflect and integrate information. When given that space, they appreciate the patience it shows and are likely to make an effort to get back to the team or the individual later.

How ISFJs Deal with Conflict

Conflict is disconcerting for them. It feels disrespectful and emotionally draining. In the face of conflict they tend to do nothing for a while, hoping it will smooth over, then they find a way to bring up issues if they are important. They appreciate being given the time to momentarily withdraw. They will want conflict to be dealt with gently so people dont get hurt.

To Forge Better Relationships with ISFJs...

Provide a structured team environment that clearly defines the roles and responsibilities of the team members with caring and careful attention to detail. Give them positive feedback and acknowledgement, usually quietly and privately. Acknowledge their support as it often goes unnoticed and unrewarded and they can then become discouraged. Be as quietly supportive with them as they are with you. Be patient when they need time to reflect. You can trust them to get back to you later. They take criticism hard, even though they want to improve, because they often see criticism as evidence that they have let you down.

How ISFJs Approach Doing Work

They will focus first on the structure of the situation and role assignments, liking to have roles clearly defined. They want clear lines of authority. Feeling quite responsible for the work of the team, they may be inclined to volunteer for too many jobs when others dont do their share or if no one else signs up. They may have a hard time saying no to requests for help even when they are already overbooked. They will consider the needs of each individual team member, not just the end goal.

How ISFJs Make Decisions

When the situation is familiar, they are likely to recognize the familiarity and make decisions quickly. Sometimes they just go by the book to get closure. When making decisions in uncharted territory, they are usually slow and careful in their decision making, preferring to integrate information from many sources and to reflect on matters before they decide.

How ISFJs Respond to Change

Once theyve decided on something, changing their minds can be difficult, so give them information early. Help them see the positives in a change, especially as they relate to helping the team function more effortlessly and harmoniously. They want a lot of information, including the rationale for the change, and plenty of time to integrate this new information. When pressed, their first response will likely be no unless they are given time to m mull it over.

ISTJ
How ISTJs Build Relationships
For them, team relationships are about responsibility and follow-through. They enjoy giving their time and experience and want to set an example of a good worker for associates. They often have a natural feeling of loyalty to their roles and take themselves very seriously, sometimes tolerating conditions most people would avoid. Thoughtfulness and steadiness are the cornerstones of their relationships. They are very private people who dont like a lot of attention. They tend to be observers in a group and will withdraw or stand back rather than press their point if not readily understood.

How ISTJs Deal with Conflict

They tend to put up with conflict rather than confront itoften to the point of personal stress. To deal with conflict they first move away from it, often physically, then they may come back to make the situation better with a calmer focus. They appreciate having conflict managed in a calm, thought-through manner.

To Forge Better Relationships with ISTJs

Provide a team environment that honors their need for solitude and periods of time for learning, reflection, and planning. For them, change requires time to sit back, take it all in, and think about ita process that will require patience on the part of teammates. To help that process, be certain to present change in terms of usefulness or practicality. Acknowledge their attention to duty and exceptional use of quantitative and standardizing skills. Make incentives tangible, tried, and proven. On a team, they usually welcome opportunities to develop their interpersonal communication skills and will appreciate anyone who gets their subtle sense of humor.

How ISTJs Approach Doing Work

They will focus first on getting an orderly and systematic plan in place. They want roles clearly assigned, recognizing the importance of clear lines of authority with clear expectations. They are likely to feel responsible for the work of the whole team and may wind up overworked. Being prepared and able to follow through is very important to them.

How ISTJs Make Decisions

They tend to decide quickly when they believe they understand the situation and the desired outcome. The decisions that come easily for them are ones about the logistics of a situation, so their focus will go to those kinds of situations. When more complex strategic decisions are needed, they may feel overwhelmed and exhausted or impatient. When decisions related to members of the team are called for, they tend to be as helpful as possible.

How ISTJs Respond to Change

They face change cautiously. When the situation is unfamiliar, they first try to relate it to their previous experiences. Once theyve made a decision, it is not easily changed unless it can be shown to be impractical and unworkable. Being able to describe the end product of the change in as much detail as possible helps them get o on board with the change.

ISTP
How ISTPs Build Relationships
For them, team relationships are about taking action to solve problems. They tend to focus more on the task to be completed than on the team members doing the work. Relationships often evolve in the process of problem solving. They show they care by solving problems for other team members and are not as likely to express feelings verbally as they are to demonstrate them by doing things with those they care about. They enjoy keeping things simple and showing their teammates techniques and shortcuts that work. They dont like to be on a team when they dont know anyone. Establishing relationships within the team can take a lot of energy for them, so once its done they prefer not to change it. If they dont feel trapped, they can be very loyal to the team and its members.

How ISTPs Deal with Conflict

Conflict that is centered on how to do things is comfortable for them, but they hate conflict that is heavily laden with emotion. They tend to withdraw so they can sort it all out before they come back and face these emotional situations. Once they have sorted it out, they want to approach the conflict as if it is a problem to be solved.

To Forge Better Relationships with ISTPs

Provide a team environment that allows for autonomy and individual contributions. They need to be independent, to do things on their own or to be free to not do them. When they resist direction from the team, it is because they want to do things the way theyve figured out is the best way. If they feel trapped or coerced, they are likely to resort to independent action rather than team action. They like to choose the timing for when its appropriate to say or do something. Give them opportunities to solve specific, concrete problems, especially where there is potential for hands-on contributions. Help them check their impulses against the long-range plan. Most of all, avoid direct confrontation; it may result in their insistence on what they think is appropriate and what they want.

How ISTPs Approach Doing Work

They want to be independent and to have the freedom to act on their hunches and intuitions, adapt to the situation, and work around whatever obstacles appear. They tend to be curious and will ask questions and try to understand a situation, often taking things apart to figure out how they work. Then they quickly grasp the most expedient solution and take a just-do-it attitude. They dont want to be limited by defined roles but want to have some idea of what is expected of them so they have at least a plan of action going into a situation. A lot of processing of issues will be seen as a waste of time.

How ISTPs Make Decisions

They tend to decide quickly when responding to an immediate need but slowly when they dont see options for action. Theyre constantly observing, taking in a lot of concrete information, and looking for all the angles. They like to see if the facts fit together, try something, and see what happens. They tend not to document their process, and the systems they develop fit the particular context and may not be transferable to other contexts.

How ISTPs Respond to Change

Once theyve figured things out, they may resist changing them, but when the situation demands something other than what they figured out, they quickly look at it from all the angles and then turn on a dime to adapt to what is going on. Talking about change may meet with resistance, but when the situation requires it, theyre usually on b board.