Type and Teams

ESTJ

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

Communication

ESTJs contribute by:

  • Sharing what they think in a direct, no-nonsense manner
  • Focusing on what is tangible, practical, and results oriented

May irritate team members by:

  • Being too blunt or forceful
  • Neglecting pleasantries to get to the bottom line

May be irritated by team members who:

  • Engage in long-winded, esoteric discussions
  • Prefer to keep things open and hesitate to commit to a single viewpoint

Can maximize effectiveness by:

  • Developing tact and diplomacy
  • Being patient, realizing that social niceties help people feel connected and committed to team goals

Team Culture

ESTJs contribute by:

  • Challenging others to think and do their best
  • Displaying high energy and commitment to get things done

May irritate team members by:

  • Being too task focused and action oriented
  • Not respecting the process in pursuit of an outcome

May be irritated by team members who:

  • Lack focus, stray off task, or waste time
  • Want to deviate from timelines and schedules

Can maximize effectiveness by:

  • Pausing to consider the people involved before rushing to action
  • Understanding that the process is crucial for delivering a quality product; the means can be as important as the ends

Leadership

ESTJs contribute by:

  • Seeking input, providing direction, and developing a results-oriented plan
  • Being clear about each person’s responsibilities

May irritate team members by:

  • Being too bossy, taking over, or micromanaging
  • Being too ready to support traditional, hierarchical, or bureaucratic structures

May be irritated by team members who:

  • Seem unpredictable or fail to follow established routines
  • Seem unable to cope with criticism even if it is warranted

Can maximize effectiveness by:

  • Practicing detachment—sometimes the best policy is to let others solve their own problems
  • Being more flexible, giving team members the option of trying novel approaches

Change

ESTJs contribute by:

  • Offering order and structure to manage change
  • Acting decisively, with a willingness to take on unpleasant but necessary tasks

May irritate team members by:

  • Being unduly concerned with stability and predictability even though change is by nature chaotic
  • Overlooking new methods in favor of sticking with traditional approaches

May be irritated by team members who:

  • Spend too much time analyzing the underlying meanings rather than the facts and specifics
  • Fail to roll up their sleeves and get going with the work that needs to be done

Can maximize effectiveness by:

  • Realizing that change cannot always be controlled or mandated
  • Challenging themselves to find the optimal solution instead of relying solely on what has worked in the past

Problem Solving/Conflict Resolution

ESTJs contribute by:

  • Supplying a logical structure in which to identify problems and implement solutions
  • Offering a systematic and realistic critique of an issue

May irritate team members by:

  • Rushing to judgment
  • Making overly harsh decisions that ignore the implications for people

May be irritated by team members who:

  • Are unwilling to take a firm or dispassionate stance on an issue
  • Insist on defining the problem in relative terms

Can maximize effectiveness by:

  • Taking time to consider all sides of an issue, including the feelings of others
  • Remembering to mention what is going well along with what is not working

Stress

ESTJs contribute to reducing team stress by:

  • Using their energy, strength, and dependability to help the team manage a crisis
  • Taking fulfillment of their responsibilities seriously

Under stress may irritate team members by:

  • Overpowering others in a desire to implement a course of action
  • Being inflexible or rigid; wanting to fit everything into a set structure

Under stress may be irritated by team members who:

  • Make emotional appeals
  • Are disorganized or inefficient

Can maximize effectiveness when under stress by:

  • Realizing that the best course of action may be to wait or to do nothing at all
  • Loosening their standards, stepping back and allowing others to do things their own way