To further understand the effects of individual personality preferences on team culture, I would like to look back at the team experience noted in my June 15th blog post: Dysfunction 3: Lack of Commitment. Listed below are the confirmed and estimated results of the Myers-Briggs Type Indicator (MBTI) for each team member (The Myers & Briggs Foundation, 2020).

Daniel – ENFJ (confirmed)

Traci – ENFJ (confirmed)

Sherri – ISFJ (confirmed)

Rebecca – ESTJ (estimated)

Anthony – ISTP (estimated)

Chloe – ESFP (estimated)

Predominant team culture – ESFJ (estimated)

According to the MBTI results, the team has some commonalities and many differences. One thing to note is that only two group members share the same personality preferences. All others may share some similarities; however, most members perceive and interact with the world differently. For the team to be successful, it is imperative to learn how each member operates to work together to complete a task successfully.

The document approval team would have benefited from considering each person’s MBTI and how it impacts their everyday work. As an ESFP, Chloe tends to struggle with long to-do lists and long-term commitments (Storm, 2017). Anthony, an ISTP, also struggles with long-term planning and prefers to work alone (Storm, 2017). These tendencies can potentially explain their lack of planning to complete the task over the allotted five months.

Taking into consideration all team member MBTI results, the predominant team culture is ESFJ. According to Storm (2015), this personality preference becomes stressed by unstructured environments, environments with tension or conflict, unexpected change, criticism, and Inadequate time to complete work to their standards. All of these stressors were present while the team worked to complete the review of files. While these stressors can be seen as adverse effects of this group identity, there are some positive aspects of the ESFJ culture. ESFJ leaders are often called servant leaders as they tend to do for others ahead of their own needs; they are helping and supporting (Storm, 2017). This quality is evident when Daniel and Traci work to help Anthony and Chloe with their caseloads.

For the group to become more productive, there needs to be a new conversation around expectations. ESFJs prefer structure and consistency (Storm, 2015). On an individual level, team members should assist Chloe and Anthony with organizing their workloads in a way that may be more manageable and less daunting. Understanding individual and team necessities based upon personality preferences can help develop a more productive work environment where team members feel supported.

 

References

Storm, S. (2015, August 2). How each Myers-Briggs type reacts to stress (and how to help!). Psychology Junkie. https://www.psychologyjunkie.com/2015/08/02/how-each-mbti-type-reacts-to-stress-and-how-to-help/

 

Storm, S. (2017, June 28). The leadership styles of every Myers-Briggs personality type. Psychology Junkie. https://www.psychologyjunkie.com/2017/06/28/leadership-skills-every-myers-briggs-personality-type/

 

The Myers & Briggs Foundation. (2020). MBTI Instrument Form M. www.myersbriggs.org