A631.8.4.RB - Reflective Analysis

Explore the Internet for information based on your own Myers-Briggs personality type. If you have never taken the Myers Briggs Personality Type Indicator (MBTI), you can access a free personality type test at the HumanMetrics website (Links to an external site.).

It is important to understand that Jungian types and the MBTI relate to personal preferences for how people interact in the world. No type is better than another type and every type has its own unique ways of being. And, sometimes the assessments do not correctly describe the personality type of the person who took the test. If you feel that the descriptions of your personality type preferences are not accurate, then you probably were mistyped by the test.

Develop a reflection blog describing how the MBTI might be useful to you as you develop your leadership capacity. In your blog, touch on your own self-awareness and also your knowledge and awareness of others.

The Myers Briggs Type Indicator is a 16 categories alignment of personalities based on four contrary traits:

Extraversion (E) or Introversion (I)

Sensing (S) or Intuition (N)

Thinking (T) or Feeling (F)

Judging (J) or Perceiving (P)

My Myers Briggs Type Indicator growing up was an ENTJ, but I believe I sit comfortably as a ENTP now (my opinion: as a Gemini, it's have several personalities that overlap, but this one is the most constant). As much as I enjoy being alone when working, my reactions and temperament are based on the happenings of the world. Macro problems stress out more than my own specific ones, and I tend to tie personal issues to theories (no money = the economic battle of the bourgeoisie versus the proletariat). I can come off as an introvert to people I do not particularly enjoy :-). I thrive through conversations, particularly with strangers. I enjoy listening to people talk about themselves, as long as they are upbeat. New experiences are cherished, so I love traveling and trying new activities, but I am a Jill-of-All-Trades. I hate living in the same place for long periods, and I have a goal of visiting each state (I am at 30) and living in each of the quadrants of the US (I only have one left, the Northwest). I love information; I enjoy using it to debate, and can see the strengths and weaknesses in just about every argument. I also ask a lot of questions, which may not necessarily be because I disagree with someone. In fact, a lot of the time I am asking questions is when I am deeply interested in someone's ideas and plans. 

My goal is always to fill my bucket of intrigue. I learn new things everyday. I like to be on the same page as others, but I also want them to have the same information I do. I can see things from many perspectives, even when I completely disagree with them. This all seems to go in line with the ENTP personality, But there are some things about me that do not quite fit into this dynamic. I am creative, and I like to make things better. However, instead of only enjoying the part of conceptualizing ideas, I also enjoy seeing them come to fruition, I like to be a part of that. In fact, I enjoy working on my big ideas by myself. I can be introverted at times like that, particularly when I do not have a lot of support. I like proving that things can be done that people say cannot be done, so in line with the ENTP personality, I do appreciate being the underdog.

I pride myself on my honesty, but that virtue is a double-edged sword. I believe that being a millennial gives me a sense of equality through hierarchical institutions. I respect the janitors much as I respect the CEO; perhaps I even care for the janitors more, because I interact with them more often. I see their work, and I know immediately when it does not get done, so I appreciate that they do it. However, the CEO has so many people under them, they can blame shortcomings on just about anyone. But I can't say that! I am learning the way of organizational politics, and though I still feel dirty participating in them, I know they are survival skills. This means that I must be aware of speaking too much of my mind to the wrong people. I try to be overwhelmingly agreeable, but the spirit of the INFJ - the “help me help you” / “live to fight another day” type - is how this restriction is displayed. Much like am INFJ, "passion of their convictions is perfectly capable of carrying them past their breaking point and if their zeal gets out of hand, they can find themselves exhausted, unhealthy and stressed" (16 Personalities Staff, n/d).
“ENTPs are open-minded and flexible managers, not just granting but also expecting the same freedom of thought that they themselves enjoy” (16 Personalities Staff, n/d).

I really appreciate the opportunity to lead people, because I am a leader that wants to develop other leaders... not develop followers. I believe that hiring the right people is more than half the job; My favorite quote regarding work is by actress Tina Fey: "In most cases, being a good boss means hiring talented people and then getting out of their way." I am confident in my employees and I trust them, I keep lines of communication open, so they trust me and they come to me when they need help. I am collaborative and open-minded, and I do not need all of the glory if the job was done well. I give credit where and when credit is due. I care more about the result than the process (as long as the means was ethical). I don't mind being disagreed with, as long as the disagreement is backed by logic. It’s a benefit to work with logical, left-brained students in the STEM field, because It's rare that I get someone who says, “I feel,” or, “I have an inkling” to rationalize their actions. I also don't micromanage people, as it is a huge no-no in my book. Micro-managers drive me crazy - destroying trust by hovering and not having enough work to do themselves - so I show a lot of respect to my employees and care about their opinion.

I am a straight-shooter, so I do not appreciate people who are indirect in language. I appreciate when my mentors are hard on me, because I know they are trying to make me a better leader. I welcome their critiquing. I do not want to decipher thoughts; give it to me straight! However, I was once told by a supervisor that I am intimidating to some people (someone even more direct than I) and I find this is typical double-speak for the assertive women. A man’s assertiveness is welcome, but women are to be passive (Goman, 2010). I am 5'2. I suppose I should hunch over and look smaller? There is a fine line between being a doormat and being understanding in my position. I am flexible; deadlines can be changed sometimes, but I

A leader is best when people barely know he exists,
when his work is done, his aim fulfilled,
they will say: we did it ourselves. -Lao Tzu

want the agreed upon deadlines and quality met. I want to help my workers and students, but I will not continuously offer my assistance; though I want to, I want people to do alone, or ask for help. I cannot become a crutch, or I am developing dependents. As my mother says, don’t ask, don’t get. Of course, there is a limit to how much directness people can take. I am learning to use questions to understand people’s actions if I sense we are not on the same page, instead of stating my opinion of their actions; this is one of my greatest personal challenges. I have learned over the past year to cherish my words and guard my thoughts, because sadly, most of those in power want compliance; they know all and have little time for dissidence (but I see this phasing out with the better-trained). Sadly, I do see some younger bosses who are learning  the do what I say because I’m the boss mantra of the past, but they tend to do it because they are unprepared to lead and are hoping to intimidate with their title. It's sad, because it builds resentment and begin to make workers despise their workplace as a whole. I do believe there is impact in speaking less so people pay attention when you do speak, and I enjoy the respect that comes with thoughtfully placed sharing. I find that it's also easier for people to remember what you need from them and your last conversations, because the communication is not muddied by daily conversations about cat videos and how the family's doing.

I sometimes come off as abrasive to the people I care about the most. Instead of just listening to people's problems, I always want to help them solve them, not considering that they may just need a shoulder to lean on. Likewise, if I am approaching someone at work, it's usually because I have a question or problem. If I want help, I ask for it. I am bad at making small talk (not bad at it, but I fail to look engaged) as it usually does not provide me with any useful information. I also have a really bad time hiding my facial reactions. They are the only emotions I can not control in public; it is another facet of the overly-honest persona. Most follow up about it, but I have been able to find new avenues before explaining reactions. I believe that diversion is my only saving grace as a leader who may be too forward.

I enjoy people, and I like being happy. I lose respect for people who always publicize their problems (the “woe is me”/”Debbie Downer” folk) and spread negativity. I have distanced myself from these people - even close friends and family - believing that time is better utilized fixing issues than complaining about them. It was not until I became a resident assistant as a college student that I began to challenge this absence of care. Before I came into this career, people would come to me all of the time with their issues, and I feigned care well. I would listen to people, but I would always think, “is this really the worst thing that has happened to them? Can they really be this angry over this? Why do people share with me so much?” (Perhaps there’s a little ENTJ that comes out every now and then). I now realize that tragedy is defined differently for all of us and I cannot use my experiences as a gauge of severity for others. I actually care. Working in Student Affairs has really helped me in terms of developing empathy, while still allowing me to utilize my problem solving abilities.

References

16 Personalities Staff. (n/d). 16 Personalities. ENTP IN THE WORKPLACE.
 Accessed at http://www.16personalities.com/entps-at-work
Goman, Carol. (2010). Assertive women perceived negatively. Accessed at      http://www.troymedia.com/2010/01/05/assertive-women-perceived-negatively/