Dealing with different personalities

Author: Elisa Warner

Allowing team members to play to their strengths sets the foundation for a
successful project.

Problem

Ineffectively managing a team of individuals with different personalities and working

styles can result in unnecessary challenges and lead to the failure of a project.

Solution

Successfully
manage a project
by structuring
project meetings
and tasks in a
manner that
supports the
strengths of all
team members.

Discussi
 on

Based on the writings of theorist Carl Jung, the Myers-Briggs Type Indicator
assessment groups individuals into one of 16 personality types along four scales. The
system is used frequently by organizations to understand the working styles of
employees, balance teams, and circumvent conflict.

In the Myers-Briggs assessment, personality characteristics are categorized along four

continuums: Introvert/Extrovert; Sensing/Intuition; Thinking/Feeling; and
Judging/Perceiving.

Introvert/Extrovert

The category of introversion/extroversion measures how an individual draws their

energy—internally (from their own thoughts and ideas) or externally (from their
interactions with others). Introverts tend to be introspective, analytical, and cautious
team members. Extroverts are typically vocal, active, and comfortable expressing
their ideas. Whereas introverted team members need extroverts to initiate spontaneous
verbal discussions, extroverts value an introvert’s capability for problem solving
based on careful reflection and consideration of all ideas.

Sensing/Intuition

The sensing/intuition continuum measures how a person processes information –

whether through their physical senses or instinctual processes. A sensing person tends
to be visual and fact-oriented, while an intuitive person might approach life in a more
open and creative manner. In a team environment, intuitive members need sensing
personalities to remind them of facts and limitations. Conversely, sensing individuals
need intuitive members to remind them to think outside of the box.

Thinking/Feeling

The thinking/feeling category refers to the manner by which a person makes

decisions. Whereas a thinker reaches conclusions based on external standards and
rules, feelers are more concerned with protecting feelings and values. As team
members, thinkers are effective in articulating logical reasons behind decisions, while
feelers can bring people together.
Judging/Perceiving

This final category assesses how people approach their life. Judging personalities tend
to be highly organized and structured about their daily activities, while perceiving
personalities are more spontaneous and flexible. A team needs the right mix of
judging and perceiving personalities to ensure adaptability as well as adherence to
project boundaries and deadlines.

While all personality continuums hold relevance for team dynamics, managing
introverts and extroverts can be a particular challenge.

Managing Introverts and Extroverts Within a Team Environment

Managing a team consisting of introverts and extroverts demands forethought and

creativity. While introverts find group discussions draining and stressful, extroverts
regard such meetings energizing and productive. Through awareness and planning,
project managers can create conditions that support the working styles of both sides of
the continuum.

Organize Team Meetings around Documentation

Meetings are an integral component of project development and planning. For

extroverts, meetings provide a venue for thought-provoking discussion and problem-
solving. Introverts, on the other hand, need sufficient time to research, plan and
prepare for substantive discussions.

As a manager, meet the needs of both groups by providing written information in

advance of team meetings, such as an agenda, report, or discussion questions. This
practice allows introverts time to organize their thoughts and feel more comfortable
bringing their ideas to the table. Extroverts, energized by direct interaction, will
welcome their contributions.

Conduct Team Exercises in Pairs

Organize a brainstorming exercise where the group is broken up into pairs (an
introvert with an extrovert, if possible). A smaller scale of interaction will appease an
extrovert’s need for face-to-face communication, while reducing the anxiety an
introvert may feel speaking in front of a group.

Facilitate an Inclusive Discussion: Look and Listen

 Sometimes an introvert would like to state a viewpoint, but lacks the assertiveness to
jump into an active discussion. Extroverts can become so involved in a conversation
that they miss the non-verbal cues of their introverted counterparts. As the project
leader, observe both verbal and non-verbal cues when facilitating project discussions.

Assign a Private Project Journaling Exercise

Journaling allows team participants to explore their project ideas and reactions on
paper, providing a safety zone for free thought, creativity and introspection.
Encourage participants to use this tool to brainstorm ideas and organize their thoughts
before a meeting.

Utilize Technological Resources

Help bridge the communication gap by utilizing technology to provide a variety of

interaction opportunities. While the traditional sit-down meeting will appeal to
extroverts, many introverts come alive with the faceless communication opportunities
provided by email, Internet discussion boards, and conference calls. By incorporating
technology as a meeting tool, the sit-down meeting is merely an extension of a
running virtual dialogue.

As any group is enriched by diversity, a variety of personalities can make for a

stronger team. By nurturing the strengths of all participants, managers can increase
performance, creativity, and harmony within the team.

References:

 Loo, Robert. Journaling: A Learning Tool for Project Management Training and
Team Building. Project Management Journal, Vol. 33:4. (2002)
o Martin, Ray and Jennifer Hixson. Personality and the Team—Value the Person. The
Teambuilding Supersite.
 Mutchler, Alyson M. The Use of the Myers-Briggs Type Indicator and Team
Management Systems in Teams. CSWT Reports. (1998)

Elisa Warner develops research and training programs for non-profit and educational
organizations. She is the former editor-in-chief of The Educational Facility Planner.

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D EAL IN G WITH D IF FERE NT

PER SONAL ITY T YPES IN TH E
WORK PLAC E
M EGAN PASCHE AUG UST 8, 2014

“Life is 10% what happens to you, and 90% how you react to it.”

Working in an office environment (or any type of workplace really) means having to deal with
all different kinds of people; and sometimes getting along with all of them can be a bit of a
challenge, and when people are hard to deal with, it can lead to slower productivity and missed
deadlines.

Different people need to be dealt with in different ways and as individuals; you would deal
differently with a touchy-feely person, than you would with a no-nonsense type of person.
What follows are some tips on how to deal with all different personality types.

Find out how other people like to work and adapt accordingly
If someone would rather be emailed than have you stop by his or her office, or vice versa, take
note. Do what you can to not interrupt other people’s processes (when it can be avoided) and you
will be looked at as a team player. Find out what personality types people have, and adapt your
behavior towards them accordingly.

Everything is not a battle

When you make the decision to engage in a workplace conflict, it causes work to get delayed and
people to become stressed. You need to decide what your priorities are, and let all the other
things go. Not everything has to be a battle, and you need to figure out when you should push
something and when you should let it go.

Realize that everyone is in this together

Different personalities can be great for a workplace because it allows there to be many different
opinions and ideas. It’s just important to remember that everyone is working towards the same
thing: the success of the company. It’s ok for people to be passionate and have opinions about
work; it means they care.

Be prepared
For the most part, people will repeat patterns and behave predictably. If you can prepare yourself
with a response to a certain behavior, you’ve won half the battle. Play out the situation in your
mind or with a friend, and come up with a solution that will resolve the issue in a mature and
rational way.

Don’t take it to heart

More often than not, people act the way they do because of something personal that is going on
with them. The same thing goes for difficult co-workers. It likely doesn’t have much to do with
you, even though it may feel that way. It doesn’t excuse bad behavior, but it can help to explain
why it may be happening. Find some common ground somewhere with them, something that will
at the very least help you to exist together civilly.

R-E-S-P-E-C-T
Above all, most people just want to know they are being heard. People have different areas of
expertise, that’s the value of working on a team. One person can’t know it all or do it all, so
everyone needs to respect each other’s strengths, ask others for input and work together.

Some Common Problem Personalities in the Workplace

Egomaniacs
These people resist direction, they think they always know what is best and they ignore even the
nicest of advice or suggestions. Not only do they think they do not need to improve, they think
everyone should consider themselves lucky to work with them.
How to Deal:
-Check your own ego at the door; having a head to head with them is usually not worth the time
and energy.
-Be assertive: don’t let a bully win.
-Distance yourself: deal with them in small amounts then walk away.

Gossiper
It can be hard to deal with gossiping co-workers, as you can’t really control what people talk
about. But gossip is bad for the work environment; it leads to distrust and hurt feelings.

How to Deal:
-If someone comes to you with a juicy bit of info, don’t bite. Lead by example.
-Deal with the specific offenders, not the entire office as a whole.

The Grumpy Gus

Hearing someone complain day in and day out is exhausting for everyone, and can completely
crush office morale.

How to Deal:
-Provide constructive suggestions to their specific complaints. If they are complaining about
something in particular, say, “well, we can solve that by…”
-Confront them in private to have a discussion about their attitude. Maybe they truly don’t realize
they complain so much, or how much it affects everyone else in the office.

Whatever the personality types that show up in a workplace, there are always going to be people
that don’t get along or individuals that are much harder for everyone to deal with. But by arming
yourself with some of these strategies, hopefully dealing with any difficult coworkers becomes
just slightly less challenging then before.
Working in teams can be both beneficial and challenging at the same time. Sharing work can be less
than ideal if the team members don’t work well together. In most team settings, you’ll have a leader
and one or two other people who share the workload for the entire team. This can lead to pent-up
feelings of resentment on the part of the worker bees, and sometimes the other team members can
feel left out. Teams that work well together can greatly increase workplace productivity and creates a
more cohesive company culture. Here are seven tips that will help your company’s teams work well
together.

Communicate. Obviously, this is one of the most important elements to a strong team performance.
Keeping the communication clear, open, honest, and respectful will allow team members to express
their feelings in a way that prevents a buildup of hidden anger or distrust. Encourage team members
to ask questions and listen to one another. This helps to build better team dynamics and stronger
relationships.
Respect individuality. When working with teams, it’s important for superiors and managers to
understand the importance of individuality. When a group of people with all different skills and
personalities are put together to accomplish a certain task, understanding what each team member
brings to the table is critical. Each team member needs to contribute his or her strengths in order for
the team to function as one.
Encourage creativity. Creative input should be encouraged from every team member on every
project. Negative comments such as,”what a dumb idea” should be discouraged, and a supportive
environment that is open to new ideas should be cultivated. Brainstorming should be seen as a time
to throw ideas out without placing judgement. The best ideas can be culled out later.
Include a mix of genders. This might seem like a strange tip for creating a great team, but women’s
social skill tend to be a little stronger than men’s. Including women is one way of prioritizing social
skills, which have a direct impact on team performance. Studies have shown that companies with
female board members have better share price performance than those who are men-only.
Hold trust-building exercises. One way to enhance team spirit is to set aside time for trust-building
exercises. If trust and support are seen as an important part of company culture, they are more likely
to grow. And teams that appear more trustworthy have been shown to perform better then those
who lack trust. Trust is a reciprocal feeling and one bad apple can really spoil the bunch.
Define roles. The recent Occupy Wall Street political movement was seen as unsuccessful because
no real leaders emerged. A key idea behind the movement when it was first formed was that no one
would lead and everyone would all work on the same level. While this democratic approach was
laudable, it created confusion and zero teamwork, since no one was there to lead. Effective teams
require clearly-defined roles so that everyone knows what he or she is responsible for. This creates
better team cohesion and productivity.
Don’t settle. The last piece of advice deals with how you staff your team. Know what you want in
terms of team members, and keep looking until you find the candidates that are a perfect fit. If one
person is wrong for the job, it can throw off the entire team dynamic.
Managing teams of individuals with different kinds of personalities and skills can be challenging, but
following these tips will help you make the most of the teams you have, and will help even more in
setting up future teams for your company.

You might also like:

 The Frustrations of Team Management What’s the

Value in Team Building? Managing a Virtual Team

How to Hire Team Leaders

HIRING MADE SIMPLE: FREE REPORT 5 STEPS TO FINDING AND HIRING THE BEST
TALENT
Learn how you can quickly navigate through a sea of resumes to identify the most qualified people
for the job. DOWNLOAD

ABOUT ERIC FRIEDMAN

Author
Eric Friedman is the founder and CEO of eSkill Corporation, a leading provider of Web-based skills
testing for pre-employment and training. With academic degrees in Psychology and Business, and
experience with both mature and expansion-stage company growth, Eric has focused on how best to
hire and motivate team members to be the best they can be for their companies.

8 COMMENTSJoin the discussion


Molly SmithSeptember, 23, 2013
I think the best way to make people work as a team is to make them see that it’s for their benefit to accomplish the task
quickly and successfully and persuade them that not a single one of them is able to it on their own.
Reply ↓


JaredSeptember, 24, 2013
One of the most effective ways of turning your staff into a team is making them share their preferred way of dealing with
work things. For example, if someone prefers to have time to think about a topic rather than be expected to share opinions
 on it immediately encourage them to declare that preference. Some people get annoyed when people don’t speak up at
meetings when it just may be the person’s preference to think things through.
Reply ↓


TinaSeptember, 25, 2013
Rome wasn’t built in a day, and you can’t expect people who used to work individually to become a team at a short notice.
Team building isn’t an event; it’s a process.It may be easier for a group of people to pull together for a few weeks, but that
doesn’t make a group a team.
Reply ↓


Stanley WildenSeptember, 26, 2013
Teamwork has different meaning for different people. For someone it’s going against one’s nature and swallowing one’s
pride; whilst some people really benefit from cooperation and grow as professionals. No matter what’s the outcome for the
employee, team work usually positively affects the result of the given task.
Reply ↓


EvelynOctober, 03, 2013
I believe that “team building” will work if your “leader” is a worker bee as well. Someone that is “right there with you”. A
manager/supervisor should understand the needs of their employees as individuals that each one has a different skill set,
educational and cultural background. One must find a way to incorporate and create a positive environment for all to flourish
– then you will have a “good team”. There will always be small obstacles to overcome because we are all imperfect.
Reply ↓


JanetMarch, 05, 2015
I agree!:)
Reply ↓


mass effectMarch, 13, 2015
That superb and last first person shooter will blast you away in a plane of fun. Mass Effect is really created on basis on this
android game. As you shoot away a bunch of cyber enemies. Don’t look back and go ahead doing the shooting. Call of Duty:
Advanced Warfare is what really rustles player’s jimmies. That type of fps entertainments is a fresh type of spending a little
free passtime in your smartphone. When the grim dark nightmare of distant future, there is nothing but combat with robots.
Frontline commando fights on far battlefield in space. The game is made using simple tap controls for your entertainment.
Call of Duty at it’s best. Battlefield is a game for android and it is not impossible to get it on android market. This type of first
person shooter games are the doom of player’s free time. Try and immerse yourself in this mass effect esque experience.
That first person shooter game will make you free.
Reply ↓


DorapeashApril, 09, 2017
hi!
Reply ↓
 How to Successfully Work With Different
Personalities
Bad blood can lead to slowed productivity and missed deadlines.

By Rebecca Healy, Contributor |Nov. 8, 2012, at 9:08 a.m.

How to Successfully Work With Different Personalities






Rebecca Thorman

Likeability is a key factor to workplace success. If personality conflicts occur in the office,
productivity slows and targets are missed. Here are fives ways to deal with different personality
types:

1. Give a feedback sandwich. You may like speaking your mind, but others may not like to hear
it. Most workers have a tough time receiving negative feedback, even when it's from someone
they know, like, and admire. To ease the situation, try implementing a feedback sandwich. Start
on a positive note ("I really like the work you've been completing"), continue with the potentially
abrasive feedback ("but would love to see you meet deadlines"), and then end on another positive
note ("so we can continue the momentum on this project").

2. Ask how the other person works. If your colleague wants to achieve inbox zero every day,
email is probably not the best way to communicate. Figure out how your colleagues and
managers enjoy working and try your best not to interrupt their productivity flow. Your
colleague may prefer you to ping her on Skype or stop by her office versus sending an email, for
instance. Bending to other people's processes will position you as a team player, not to mention
make it easier for you to push your own projects through.

3. Choose your battles. There is a cost every time you engage in a workplace conflict and it's
usually time. Projects get delayed and workers become stressed. Decide what your priorities are
and let everything else go—even if you know you're right. The key is to know when you should
push an idea and when you shouldn't. High performers know success is less about proving
themselves, and more about contributing to a shared vision. Relationships reign supreme.

4. Know that you're on the same team. While the workplace can and should have multiple
personalities and opinions, it's easy to forget that everyone is working toward the same objective.
A colleague may not complete a task in the same way you would, but that's no reason to be
divisive. You're all on the same team, working toward the same goal, and strong opinions are the
sign of a passionate team; be grateful you're surrounded by people who care about their work as
much as you do.

5. Respect other people's expertise. Most people just want to be heard and validated. Respect and
acknowledge that your colleagues have an expertise that you don't. If you can understand not
only that you don't know it all, but you can't do it all, you'll find it's much more enjoyable to
interact with your co-workers and get things done. Try not to undermine people's authority and
instead, ask for their input, feedback, and advice when something comes up in their realm of
expertise. They'll appreciate being consulted, and you'll learn something new.

Working with different personalities isn't easy, but it's always necessary. Remember, you can't
change how others behave, but you can use these five strategies to increase your own odds at
success.

Rebecca Thorman's weekly blog Kontrary offers tips to create the career, bank account, and life
you love, and is a popular destination for young professionals. Her goal is to help you find
meaningful work, enjoy the heck out of it, and earn more money. She writes from Washington,
D.C.

Tags: careers, Company Culture, productivity