ENTJ
TeNiSFientjSTRATEGIC DIRECTORS
1
Favorite process
EXTRAVERTED
THINKING
THINKING
2
Second process
INTROVERTED
INTUITION
INTUITION
3
Third process
SENSING
4
Fourth process
INTROVERTED
FEELING
FEELING
EXTRAVERSION
INTUITION
THINKING
JUDGING
Setting Direction
Assets: ENTJ leaders tend to...
- Decide what they want and advocate for it proactively
- Be able to quickly weigh alternatives and articulate the pros and cons of each
- Be adept at using compelling, sometimes metaphoric, language to describe direction
- Be naturals at strategic planning
Challenges: ENTJ leaders tend to...
- Be seen as arrogant, which may shut others down and reduce their contributions to the planning process
- Overlook pragmatic constraints to plans
- Believe their own propaganda about their desired direction, leading to ignoring others’ views
- Be unwilling to be influenced by colleagues, thereby losing support for the chosen direction
Inspiring Others to Follow
Assets: ENTJ leaders tend to...
- Possess competence and confidence, which can attract others who want to be seen as winners
- Be perceived as independent, fair, and energetic, setting a model example for others who want to create change
- Be effective at gaining political support for their plans
- Be charismatic and show a passion for the ultimate objectives, encouraging others to give their best efforts
Challenges: ENTJ leaders tend to...
- Be perceived as ambitious and power oriented, creating obstacles to their effectively engaging others
- Disregard or discredit people who don’t meet their definition of competent
- Fail to spend the time it takes to understand what drives each individual; engagement is personal
- Be perceived as intimidating, which can create too much distance to engage others
Mobilizing Accomplishment of Goals
Assets: ENTJ leaders tend to...
- Cut through bureaucracy with their approach of “to ask permission is to seek denial”
- Engage others (especially fellow NTs) with intellectual rigor and challenge
- Be quick to see opportunities to restructure systems and streamline processes
- Have a strong drive and desire to finish the job, focusing their efforts on the end result
Challenges: ENTJ leaders tend to...
- Fail to effectively delegate in a way that encourages growth
- Overlook others’ needs because they focus so narrowly on the tasks at hand
- Fail to appreciate how understanding their own and others’ feelings can be useful
- Have a strong desire for closure, which may cause them to ignore situational changes that affect what can be accomplished and how