Specialist personality type

Later, the American psychologist David Keirsey added another pair to them - discretion and impulsiveness ² . This is how 16 personality types appeared. Each of the 16 personality types has its own compound formula. Depending on the psychophysiological qualities that prevail in it.

Consider the types of employees according to the psychological characteristics of the individual. Let's focus on the business qualities of each of the 16 psychotypes ³ .

Types of leaders, colleagues and subordinates: analyst caste

Strategist, architect (INTJ) - this type of personality has high standards and demands on oneself. They build relationships with people on the principle of "respect - do not respect." It is very easy to lose this respect, and it is almost impossible to regain it. For them, innovation is more important than comfort, and efficiency is more important than communication. With those who think otherwise, this personality type can be blunt and dismissive.

Logic and open-mindedness are two words that can describe a strategist. He reacts extremely negatively to attempts to restrict his freedom. This is not the kind of person who will strictly adhere to the rules. If the boss does not command respect from the strategist, they will not work together.

It is rare for a strategist to choose constant teamwork. Their perfectionism and high standards allow them to remain solitary players. They can't stand idle chatter in the workplace. Strategists tend not to make friends at work. However, in a team with reliable and highly skilled players, this employee personality type can achieve significant success. nine0009

Strategists need power to drive their own innovation and efficiency, not to assert themselves. With subordinates, they are usually on an equal footing. They value independence and provide them with enough freedom in daily activities.

They care about the details. Strategists will demand from subordinates a detailed account of how the project is progressing. They easily delegate authority to subordinates with developed critical thinking. For those who expect specific instructions from the leader, it can be difficult with a strategist. nine0009

Scientist, logician (INTP) are lovers of complex problems. They need constant mental stress and freedom to implement their own ideas. Routine tasks and a high communication load drive scientists into stress. They can be very effective in team work, which is avoided in every possible way.

Scientists are annoyed by colleagues asking them to share how they plan to implement their ideas. However, in the long run, this can help them not only come up with ideas with lightning speed, but also bring them to life. nine0009

Scientists can lose motivation in a restrictive environment. The leader of this type of employees should set challenging tasks for them, encourage resourcefulness and innovative approach. Scientists tend to put off uninteresting and routine tasks. They find it difficult to complete projects.

Often, scientists perceive colleagues as a distraction from work. The people who challenge them are doing them a favor. This spurs scientists on to stay the best. Deep down in their hearts they need variety. nine0009

Scientists like to lead people, but they don't want to. They try to delegate routine tasks to subordinates in order to focus their energy on creating new ideas. Leaders-scientists are flexible and open to interesting proposals. They are demanding and unrestrained in their negative assessment of the work of their subordinates. But they can be very patient.

Commander (ENTJ) is a sharp personality type. He is classified as a difficult type of employee. They feel most organic in a rigid hierarchical environment. These people will defend their opinion to the last. They are proactive and capable of the impossible. nine0009

It is difficult for a commander to remain in a subordinate position. The manager needs a remarkable talent to manage the involvement and satisfaction of such an employee. It must be oriented towards high goals. The slowness of work processes makes commanders absent-minded. But if these people are involved in the project, their organization and ability to prioritize will not be equal. They need objective and rational criticism that increases efficiency.

The commander is sociable with colleagues. He actively shares positive feedback, criticizes, in case of disagreement. The commander likes to work with equals. However, this equality needs to be proven. An incompetent colleague will face the commander's arrogance and condescension. They are able to inspire and educate others, but it feels overkill and pressure. nine0009

Commanding officers are focused on high quality and efficient work. They are born leaders. Commanders effectively allocate roles in the team. They perfectly feel the weaknesses and strengths of their subordinates. The charisma and communicativeness of this type of leader make subordinates perceive the goals of the company as their own. They know how to motivate employees and boost their morale. Commanders are not tolerant of lazy and incompetent employees.

Debater, debater (ENTP) are not the kind of employees who will do “ordinary work”. Routine tasks are clearly not for them. They expect their ideas to be heard by management and are open to discussion and debate with colleagues. Controversialists avoid hierarchical structures.

These subordinates calmly challenge the ideas of their superiors. They can't stand rules and management principles. They have a sharp inquisitive mind that allows them to make and generate non-standard solutions. They value constructive criticism, which can improve performance. They need challenging tasks and diverse projects. nine0009

Their passion for argument and overanalysis can strain more hands-on, problem-oriented colleagues. Sometimes, in the struggle for an idea, they seem tough and insensitive. However, their erudition, sense of humor and sociable nature attract colleagues to them. They are storehouses of knowledge. Communication with polemicists is very informative.

The debaters feel great in a leadership position. However, the generation of fresh ideas and the development of innovative approaches occupies them more than the management process itself. Subordinate polemicists can only offer non-standard solutions and engage in the phased implementation of the leader's ideas. nine0009

Controversial people do not seek universal love. It is important for them to be known as a respected and intelligent leader. They stand firmly on the ground and in professional debates are able to defend not only their ideas, but also their team.

Types of subordinates, colleagues and leaders: caste diplomats

Activist, lawyer (INFJ) - this personality type of the employee helps and contributes to the personal development of others. It is important for them that their values, principles and beliefs are shared in the professional environment. nine0009

They are motivated by the meaning of what they do. These are creative people. They are extremely resourceful. A strict hierarchy has a depressing effect on activists. Sensitive and independent - these people appreciate the opportunity to be heard.

They need an open leader who will celebrate their contribution to the common cause. At the same time, it is desirable that their values ​​coincide. They are equally sensitive to praise and criticism. The latter can deeply hurt activists. Strict rules, routine tasks, formal structures affect them destructively. nine0009

Activists are born peacemakers. They are able to defuse the conflict situation in its infancy. Sometimes, good relationships become more important for them than efficiency. They can be classified as introverts.

As leaders, they are for equal treatment with both hands. They rarely take advantage of their position. In subordinates, honesty, reliability, high motivation and rigor are important for them. They are fair and empathic. Strive to identify and develop the strengths of their employees. They can be tough with those who violate moral and ethical principles. nine0009

Intermediary, mediator (INFP) - it is important for them to see the purpose in their work. They crave to be useful to other people. They are loyal, optimistic and attentive employees. They are creative and insightful. They are motivated by the opportunity to help others.

They value praise and gratitude and get excited about it. Negative bosses, an overflowing mailbox and a phone torn from constant calls, drive intermediaries into a stressful state. They value freedom, but need time limits and clear directions. nine0009

Equality is important to them. Mediators have a heightened sense of fairness. They don't like conflict. Colleagues often turn to them for advice. They have an empathic communication style.

These managers respect the personality of employees. Their weak point is responsibility. Often they consult with subordinates, unable to make a decision on their own. They tend to support employees rather than handing out CC. Mediators encourage employees to develop their own ideas. They should develop strictness with subordinates and set boundaries. nine0009

Coach, hero (ENFJ) is a charismatic personality type. These are socially active people, charismatics, idealists and creative individuals. They are indispensable in professions with a high communication load.

As subordinates, they are easy to train and excellent at multitasking. Hardworking and responsible. They tend to underestimate themselves and their abilities. Avoid conflicts. They don't like criticism. They have a high risk of burnout.

Always ready to help colleagues. They prefer cooperation. Take care of the comfort of the whole team. Sensitive to other people's needs and responsive to other people's requests.

Such leaders feel the deep needs of subordinates and build a motivational system on them. Sometimes they are subtly manipulative, but with subordinates they always adhere to a win-win position.

Fighter, agitator (ENFP) - for this type of employee in the company, it is important to explore new ideas together with like-minded people. They don't like hierarchy. Their special qualities include creativity, sincerity and lack of prejudice towards other people. They are good listeners. These are innovators who are able to inspire by their own example and increase team morale. nine0009

As subordinates, agitators have good adaptability, cannot stand control, and are independent. The ideal option for relationships with management is cooperation or partnership. With this type of relationship, they will have maximum involvement.

Agitators regard colleagues as friends. They are optimists who will always cheer up and support those who are experiencing difficulties or are in a bad mood. Their forte is brainstorming. Able to listen and consider all opinions. Often they are informal leaders. nine0009

How leaders believe in the internal motivation of employees, build friendly relations with subordinates. Consider the needs of the entire team.

Types of colleagues, subordinates and leaders: guardian caste He respects authority and chooses companies with a clear hierarchical structure.

Clear instructions are important for them in projects. They often turn out to be generalists. Due to their increased sensitivity to criticism, their flexibility often suffers. These are punctual workers who take their duties seriously. Always finish what they start. In work, they show corrosiveness and meticulousness.

They are calm and consistent employees who never miss deadlines. Empathy is not their forte. They prefer to work alone. Logisticians do not participate in the development of new ideas or a plan for their implementation, but become indispensable in the process of their implementation. nine0009

Logistics managers have a real cult of responsibility. They like to do everything according to the instructions and expect the same from their subordinates. You can only deal with them with facts and figures. Logisticians require strict adherence to the plan. For them, the truth is more important than the feelings of other people. Prone to tough decisions and criticism.

Protector (ISFJ) - this type of employee can always be relied upon. Kindness, devotion and concern for other people's problems make them indispensable in the face of unexpected obstacles in work processes. nine0009

The opportunity to help others and sincere gratitude in return is a powerful lever to control the defender's deep motivation. They are not the type to brag about their accomplishments. These are modest and reserved personalities. They are an example of loyalty. These are the employees who, in the event of the dismissal of their leader, leave for him. In order not to fall into stress during organizational changes, it is important for them to be aware of the correctness of the upcoming changes.

Among colleagues defenders are known as altruists. They feel best in friendly and close-knit teams. They are dedicated and sincere colleagues. They are disgusted by conflicts. They find it hard to say no. nine0009

Deep down, defensive leaders don't like to control people. They prefer to work equally with subordinates. You can always turn to such a boss for help. He will not only listen and give good advice, but also show warmth and support. Defenders try to minimize conflicts. Build friendly relations with subordinates. They can be overly sensitive, which is a minus for the leader.

Manager, manager (ESTJ) are people of order. They make rules and follow them. In work, they strive for a high level and expect the same from others. Can't stand irresponsible employees. Their disadvantages include excessive stubbornness and lack of flexibility. They are not prone to experiments in work and prefer proven methods.

Their loyalty and loyalty depend on the respect they have for the company and the leader. Employees of the psychotype manager express their opinion openly and can be disgustingly honest. nine0009

They like well-organized workplaces and processes. Managers are honest and friendly colleagues. They are risk averse. The most difficult thing for them is communication with those who like to promote risky and controversial ideas. Managers are positive about constructive criticism. They love to feel like part of a team.

Building effective teams is the forte of executive managers. They cannot stand laziness and violating the work ethic. As leaders, managers demand recognition of their authority and adherence to rules. Their expectations are always clearly and accessiblely expressed, which leaves no room for the subordinates to maneuver. nine0009

Consul (ESFJ) - this psycho type has a high social intelligence. Such people have no equal when it is necessary to convey and control the performance of duties by other employees. They feel comfortable in organizations with a strict hierarchy and clear distribution of roles.

Consuls are loyal, hardy and hardworking subordinates. They recognize the authority of their leader. Consuls have a negative attitude towards excessive freedom and improvisation. They do a great job with routine tasks. These are team players. Paper work squeezes them out. The consul will be the first to lend a helping hand to a colleague. Networking for them is as natural a process as breathing. They appreciate the appreciation of colleagues. Criticism or rejection of offered assistance can hurt a sensitive consul. nine0009

Consular leaders expect their subordinates to respect their authority. And in every way they support it with rules and standards. Consuls are not afraid to take responsibility. They enjoy managing people. Consuls are able to unite people into effective teams and achieve high involvement from employees. They do not like conflict and prefer to strictly adhere to traditional roles.

Employee personality types: caste seekers

Virtuoso, master (ISTP) - this type of personality is a pragmatist in life. The incentive to work for such an employee is well-being. He is not the kind of person who will work for an idea. He expects material returns from his work. Virtuosi prefer to work in a small cozy space. For them, the friendly attitude of colleagues is important.

Despite their natural modesty, virtuosos are sensitive to praise. Recognition of merits and talents motivates them to work more efficiently. During a period of decline in efficiency, virtuosos need the attention and support of colleagues. nine0009

Strict rules, formal arrangements and strict adherence to the plan oppress the virtuoso subordinate. Such people find it difficult to change habits and working methods under pressure from management. They do not take quiet stubbornness. Strategy is not their forte. They tend to solve tactical problems. They know how to finish what they start.

Quiet, rational, and reserved virtuosos can be unintentionally rude to colleagues. This offends thin-skinned employees. The spontaneity and low level of empathy of virtuosos are to blame. They themselves are resistant to conflict situations and are able to defuse the situation with a good joke. nine0009

A virtuoso leader communicates with subordinates in the way he would like to be communicated with him. A minimum of conversations and free borders are held in high esteem. They are weakly emotional and therefore seem cold and distant to employees. They do not like the talkativeness and excessive emotionality of subordinates. However, a virtuoso is able to listen carefully to a colleague and offer a rational, impartial solution. His business activity is focused on the current situation and the logic of facts.

Artist, adventurer (ISFP) - this type of employee works productively when there is no rush and the usual rhythm of life is not disturbed. An artist is a creative spontaneous person. In work, they definitely need room to maneuver. Strict adherence to rules, a rigid hierarchical structure is not for them. They can't stand management control. It is important for them to set specific goals, and otherwise give them complete freedom of action.

Artists love to learn and solve problems. They are modest and therefore do not rush to offer their help, but wait to be called. They need to feel appreciated. nine0009

This type of employee prefers to be on equal terms with colleagues. Despite high communication skills, excessive social activity can drain artists. They are tolerant of people and friendly. Sensitive to praise. The priority of artists' personal goals can sometimes get in the way of work.

The sensitivity of artists makes them attentive and caring leaders. In relationships with subordinates, they prefer the format of cooperation. The leader of this type is a born diplomat. He prefers to resolve issues at an informal level. Committed to helping those in need. nine0009

Artists know how to harmonize the personal motives of their employees with work tasks. They will work together with subordinates, roll up their sleeves and inspire the team by personal example ⁴ .

Entrepreneur (ESTP) is the type of smart, energetic person who values ​​risk. Has an entrepreneurial streak. Noisy, fun and spontaneous. Problems are solved as they come up. People of this psychotype are highly adaptive.

They hate rules, which makes them problematic subordinates.

They have a quick mind and a strong inclination to experiment. Routine tasks, monotonous actions make businessmen sad. They are not afraid of uncertainty. They are able to be effective in a crisis. The honor roll was designed specifically for this type of personality. Nothing motivates entrepreneurs more than making them stand out from other employees.

They can talk to anyone and about anything. They know how to make the right connections. Dealers have low emotional sensitivity. They will not hesitate to accuse a colleague of laziness or incompetence. nine0009

A managerial position is best suited to a businessman. Here he can show all the flexibility and move away from the usual traditions and foundations. They are practical and strive to improve work processes. Dealers set measurable and achievable goals for subordinates. They are steadily moving towards the finish line.

These are strong-willed individuals. Dealers know how to assess the alignment of forces. Tends to be hierarchical. Respect penetrating subordinates. In conflict situations, they adhere to a competing style of behavior. They exercise administrative control with subordinates. In business can be unethical. Focused on increasing profits. nine0009

Entertainer, Entertainer (ESFP) - These employees value freedom and independence over safety. Therefore, they can easily quit if they feel pressure and severe restrictions. Sometimes they are irresponsible. Subordinate entertainers cannot stand routine actions and repetitive typical tasks. They can be selfish and impatient. They love change and new ideas. Entertainers tend to get quick results.

These employees get along well with their colleagues. They know how to defuse tense situations. Spontaneous and resourceful entertainers are happy to organize a corporate event. Colleagues appreciate them for their easy communication style and wit. They are able to create a comfortable environment in a playful manner and involve other employees in performing practical tasks. Entertainers are indispensable in a dynamic stressful environment. Sensitive to criticism. nine0009

The head of this psychotype is a clever manipulator. This is an inspiring leader. He pumps up the team with energy and positivity, which help to achieve high results. Remember the famous "Wolf of Wall Street" performed by Leonardo DiCaprio?! A typical leader-entertainer.

Such a boss fearlessly rushes into the thick of work and "rows" along with everyone else. He is great at resolving conflicts. You can always come to him with your proposal or complaint about what interferes with work. He will definitely listen and support. nine0009

We analyzed 16 psychotypes. Each of them has its own advantages and growth areas, which should be taken into account when forming a team and delegating authority. However, in addition to the psychological classification of employees, there is a division according to the style of leadership. And this is also important to consider at work.

According to statistics, 84% of businesses are controlled by informal leaders. Some employees help colleagues adapt to the upcoming changes. The second - take responsibility for the team in a crisis period. Thirdly, they make sure that colleagues adhere to the intended course and everything happens according to the rules. nine0009

Someone who explains difficult things to colleagues easily and simply. And someone in time throws up a new idea that leads the team to success. All these people are already in your company! Do you want to know your heroes in person?

Smart behavioral analytics platform Yva.ai allows you to identify opinion leaders and effectively manage the leadership process.

In addition to leadership styles, the Yva.ai platform dynamically assesses indicators of employee well-being (burnout), satisfaction and skills. nine0009

Would you like to know more about how it works? Register for a master class with a Yva.ai specialist. Our expert will tell you how to use the pulse survey system to identify opinion leaders in your company.

1. Extraversion and introversion. Features of psychosomatics and eventfulness // B-17.ru.
2. D. Keirsey's typology // Studfile.
3. 16 Personalites // 16personalities.com.
4. Rainbow of characters. Psychotypes in business and love // ​​Strelbitsky's multimedia publishing house.

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