Type and Teams

istp

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

Communication

ISTPs contribute by:

  • Having a wide range of facts at their command
  • Carefully and precisely articulating the characteristics of the present situation

May irritate team members by:

  • Being picky about specifics to the point of hairsplitting
  • Appearing indifferent by failing to share their ideas

May be irritated by team members who:

  • Insist on sharing feelings and personal values
  • Engage in theoretical discussions with no practical purpose

Can maximize effectiveness by:

  • Considering the big picture to discover which specifics are truly important
  • Showing concern by expressing their thoughts on an issue

Team Culture

ISTPs contribute by:

  • Responding to the immediate needs of the team
  • Respecting logic, practicality, and process more than rules and procedures

May irritate team members by:

  • Being more interested in firefighting than in performing routine tasks
  • Pointing out flaws without recognizing the impact on people’s feelings

May be irritated by team members who:

  • Constrain their pursuit of an outcome to the traditional or standard method
  • Need unconditional appreciation and reassurance

Can maximize effectiveness by:

  • Recognizing the importance of investing in a course of action and seeing it through to completion
  • Realizing that developing social connections and appreciating the feelings of others help the team get on with its work

Leadership

ISTPs contribute by:

  • Using unobtrusive, pragmatic, and evenhanded authority
  • Giving autonomy to enable others to use their skills in their own way

May irritate team members by:

  • Providing sparse praise and recognition
  • Not supporting the traditional chain of command

May be irritated by team members who:

  • Micromanage or need to be the boss
  • Ignore the feasible route in the quest for the ideal

Can maximize effectiveness by:

  • Remembering to tell others when they’ve done a good job
  • Understanding that some formal leadership structure aids in determining accountability and getting things done

Change

ISTPs contribute by:

  • Being mindful of present conditions so that change initiatives can be grounded in reality
  • Doing whatever is needed to make the change efficient and effective

May irritate team members by:

  • Being too reactive and moving into the change process too quickly
  • Not completing one task before moving on to another

May be irritated by team members who:

  • Analyze the process at the expense of implementing a hands-on approach
  • Fail to consider the objective reality as it relates to the change

Can maximize effectiveness by:

  • Considering the long-range effects of a change before plunging in
  • Sticking with a plan and following through to closure

Problem Solving/Conflict Resolution

ISTPs contribute by:

  • Seeing a conflict as a challenge to be met
  • Having a thorough grasp of the concrete details and what can be done now

May irritate team members by:

  • Ignoring the emotional underpinnings of a situation
  • Expecting others to be as energized by a crisis as they are

May be irritated by team members who:

  • Overlook the logic and reality of a situation
  • Waste time engaging in philosophical discussions about an issue

Can maximize effectiveness by:

  • Taking their own and others’ feelings into account when making a decision
  • Realizing that conflict can be anxiety provoking for others

Stress

ISTPs contribute to reducing team stress by:

  • Taking a calm, detached, objective approach
  • Boldly confronting stressful situations when others hesitate

Under stress may irritate team members by:

  • Overreacting to others invading their space
  • Relying exclusively on reason and logic when feelings and values need to be considered

Under stress may be irritated by team members who:

  • Expect them to follow set protocols or work under strict supervision
  • Express their opinions in sentimental terms

Can maximize effectiveness when under stress by:

  • Recognizing that others see interaction as vital
  • Learning to respect and appreciate their own feelings and those of others