Myers Briggs® INTP MBTI® Personality Types and Leadership

Geeta AnejaINTP, Leadership, MBTI, Uncategorized

Testing yours and others’ Myers-Briggs® personality types can help you develop valuable insights into how to optimize your workflow. When time is short and demands are high, efficiency and quality are of the utmost importance. This week’s blog explores The Myers-Briggs® Introverted- Intuitive-Thinking-Perceiving (INTP) personality type, with a focus on how they can increase their productivity while still effectively supporting their teams.

Image courtesy of nokhoog_buchachon at FreeDigitalPhotos.net

Image courtesy of nokhoog_buchachon at FreeDigitalPhotos.net

Richmond (2008) suggests that today’s workplace is more challenging and complex than ever before, especially since the technological revolution. To keep up, leaders need to be able to adapt quickly and help their teams do the same. Luckily, leadership development has kept up, and proven methods are widely available. Of these, one of the best known is the Myers-Briggs Type Indicator® (MBTI®). INTP’s are in many ways well-suited to the modern rapidly-changing environment, since they like exploring and analyzing options and their conceptual mind can process large amounts of information well. They hone in on goals and generally find it easy to break larger projects down into intermediate steps, though they may sometimes find themselves overcomplicating otherwise simple tasks or overlooking practical constraints. INTP’s may need to learn that the best solution isn’t always the prettiest. Richmond (2008) further suggests that INTPs make an effort to receive feedback on their efforts in order to make sure they stay on the right track.

INTP’s have a tendency to work well with small groups of people who they trust, but may also be overly critical of those who they deem under-qualified for a particular assignment. This can also cause them to be a bit defensive when their ideas are questioned or critiqued. However, it’s important to remember that feedback is necessary to improve, both individually and as a company or department. INTP’s should work to develop their patience – try to look at your or others’ work objectively, and identify concrete pros and cons. Then, you will be able to find data-driven ways to improve your product or service. In other words, focus on being constructive. Similarly, pick your battles—does what you’re critiquing really matter in the long run?

Additionally, Richmond (2008), explains several strategies that can help INTP’s function even better. For instance, she encourages INTP’s to consider others’ feelings. Other members of your team may interpret seemingly minor actions—like pushing back deadlines or working remotely—as disrespectful or even antisocial. Make an effort to socialize with others every now and then. Along the same lines, try to plan meetings in an organized, linear way, and include agenda items that they will find useful too. This not only demonstrates that you value your team’s time, but also ensures that they will come to your meetings since they are relevant to them too. In the long run, establishing solid relationships will help you function more efficiently and make you an irreplaceable part of your organization.

References

Introduction to Type and Leadership (Richmond, S. CPP. 2008)

Learn More About the MBTI INTP Personality Type

Explore Our Other INTP Blog Pages:

INTP Careers

Click on one of these corresponding popular INTP Careers for detailed information including Career Stats, Income Stats, Daily Tasks and Required Education: Actuary/Risk Professional, Arbitrators, Mediators, and Conciliators, Architectural Drafters, Archivists, Art Directors, Food Science Technician, Geographer, Geoscientist, Librarian, Network and Computer Systems Administrators

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ISTJ ISFJ ESTP ESFP
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ISTJ ISFJ INFJ INTJ ESTP ESFP ENFP ENTP
ISTP ISFP INFP INTP ESTJ ESFJ ENFJ ENTJ

 

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