Type and Teams

ESFJ

FeSiNTiesfj
1 Favorite process EXTRAVERTED
FEELING
2 Second process INTROVERTED
SENSING
3 Third process INTUITION
4 Fourth process INTROVERTED
THINKING
EXTRAVERSION SENSING FEELING JUDGING

Communication

ESFJs contribute by:

  • Soliciting comments from others and acknowledging their ideas
  • Providing sequential, organized, and detailed information to help team members stay on track

May irritate team members by:

  • Focusing on the specifics of an issue and not seeing the overall themes
  • Appearing meddlesome by assuming that they know what others need

May be irritated by team members who:

  • Are critical and fault finding
  • Interrupt, don’t listen, or are inconsiderate to whoever is speaking

Can maximize effectiveness by:

  • Taking time to examine whether there’s a pattern or deeper meaning to a set of facts
  • Practicing detachment, allowing others to reach their own conclusions

Team Culture

ESFJs contribute by:

  • Supplying warmth, loyalty, and stability
  • Creating an atmosphere where team members understand their roles and their importance to the team

May irritate team members by:

  • Desiring harmony to the point of pushing people to get along
  • Supporting traditional ways of doing things at the expense of innovation

May be irritated by team members who:

  • Seem indifferent and don’t get involved
  • Deviate from agendas and don’t follow timelines

Can maximize effectiveness by:

  • Understanding that people can work together effectively without being friends
  • Being more open to new methods and nontraditional thinking

Leadership

ESFJs contribute by:

  • Conscientiously and enthusiastically striving for cooperation and consensus
  • Acting decisively and consistently with the practical needs of people in mind

May irritate team members by:

  • Backing away from giving necessary criticism
  • Micromanaging or being too helpful to those who like to work independently

May be irritated by team members who:

  • Don’t follow through on team commitments
  • Give unclear, vague, or general instructions

Can maximize effectiveness by:

  • Recognizing that praise alone may not offer enough specific guidance to help people develop
  • Understanding that permitting others to work on their own, in their own way, can provide a needed break

Change

ESFJs contribute by:

  • Managing the day-to-day needs of people during times of uncertainty
  • Offering a systematic and practical perspective based on past experience

May irritate team members by:

  • Making decisions too quickly without considering the logical ramifications
  • Trying to fit the change into a preconceived, sequential structure

May be irritated by team members who:

  • Take a casual, “let’s wait and see” approach
  • Disregard standard operating procedures

Can maximize effectiveness by:

  • Considering data critically and analyzing the pros and cons of an action before responding
  • Staying open to new information and possibilities as they arise

Problem Solving/Conflict Resolution

ESFJs contribute by:

  • Using their storehouse of specific knowledge to help people connect and cooperate in the search for solutions
  • Happily creating order, clarity, and structure out of confusion

May irritate team members by:

  • Actively avoiding conflict or pretending a problem doesn’t exist
  • Being overly sensitive to criticism and taking comments personally

May be irritated by team members who:

  • Play devil’s advocate
  • Fail to take seriously causes or people that are important to them

Can maximize effectiveness by:

  • Realizing that confronting a conflict head-on may allow it to be resolved much sooner
  • Understanding that finding and correcting flaws can make a good solution even better

Stress

ESFJs contribute to reducing team stress by:

  • Championing the importance of taking all team members’ feelings into account
  • Being dutiful and dependable and striving to offer others unconditional positive regard

Under stress may irritate team members by:

  • Trying to please too many people too often
  • Acting or speaking on another’s behalf without permission

Under stress may be irritated by team members who:

  • Give them last-minute assignments
  • Don’t appreciate their hard work and take their support for granted

Can maximize effectiveness when under stress by:

  • Paying attention to and honoring their own needs as well as those of others
  • Realizing that other people’s power may be diminished when they are prevented from solving their own problems