Type and Teams

ISFP

FiSeNTeisfp
1 Favorite process INTROVERTED
FEELING
2 Second process EXTRAVERTED
SENSING
3 Third process INTUITION
4 Fourth process EXTRAVERTED
THINKING
INTROVERSION SENSING FEELING PERCEIVING

Communication

ISFPs contribute by:

  • Knowing the right word or gesture to use at the right time to make people feel supported
  • Providing concrete, practical, and precise information

May irritate team members by:

  • Being reluctant to speak up and present their ideas
  • Overlooking long-range implications in their preoccupation with the specifics of the present

May be irritated by team members who:

  • Talk too much and don’t give others the opportunity to contribute
  • Speak in terms of conceptual models without mentioning the day-to-day concerns of people

Can maximize effectiveness by:

  • Sharing their thoughts so that the team can gain a more complete perspective
  • Taking time to reflect on what the current facts may mean for the future

Team Culture

ISFPs contribute by:

  • Showing a sincere desire to contribute to the well-being of others
  • Modeling caring, open-mindedness, and adaptability

May irritate team members by:

  • Being too free-flowing and flexible
  • Being too nice or agreeable

May be irritated by team members who:

  • Limit individual freedom and tie others to routines and schedules
  • Fail to appreciate their hard work and special contributions

Can maximize effectiveness by:

  • Developing plans and outlining goals so that their ideas have a foundation upon which to succeed
  • Honoring their inner values, standing up for themselves and what they believe in

Leadership

ISFPs contribute by:

  • Offering an egalitarian approach that promotes cooperation
  • Quietly lending support so that others are free to work in their own way

May irritate team members by:

  • Failing to give corrective feedback when the situation demands it
  • Downplaying their own skills and contributions

May be irritated by team members who:

  • Dominate or overpower others
  • Care more about logic than loyalty

Can maximize effectiveness by:

  • Realizing that many people desire sincere, accurate feedback, even if it is critical
  • Being aware that if their talents are not revealed, no one will make use of them

Change

ISFPs contribute by:

  • Tuning in to the needs of others and responding with artistry and caring
  • Exhibiting flexibility and tolerance in times of flux and change

May irritate team members by:

  • Being overly fearful of risk taking and reluctant to abandon their comfort zone
  • Focusing on what is rather than on what might be possible

May be irritated by team members who:

  • Push hard for immediate action and results
  • Are so absorbed in logical analysis that they fail to comprehend the impact of the change on people

Can maximize effectiveness by:

  • Understanding that making mistakes can lead to growth and new knowledge
  • Challenging themselves to use their imagination to become more aware of all that life has to offer

Problem Solving/Conflict Resolution

ISFPs contribute by:

  • Showing a genuine interest in other points of view
  • Providing facts and specific details responsibly and conscientiously

May irritate team members by:

  • Raising a valid concern, then abandoning it too quickly in the face of resistance
  • Being overly sensitive and concerned with harmony

May be irritated by team members who:

  • Criticize other people and their ideas
  • Lack common sense

Can maximize effectiveness by:

  • Holding firm to their convictions so that others can benefit from them
  • Remembering that debates need not be personal—they can be about finding mutually satisfying solutions

Stress

ISFPs contribute to reducing team stress by:

  • Showing courtesy, respect, empathy, and loyalty
  • Providing practical, hands-on support in a crisis

Under stress may irritate team members by:

  • Retreating when a cherished value is threatened
  • Being too generous, neglecting their own needs

Under stress may be irritated by team members who:

  • Rush to closure without carefully considering the details
  • Demand that they engage in theoretical, abstract discussions

Can maximize effectiveness when under stress by:

  • Remembering that standing their ground on an important matter can serve as a positive example for others to follow
  • Learning to take action to meet their own needs and not just those of others