How Do Myers-Briggs (MBTI Test) ENFP Personality Types Deal with Change?

 Responding to Organizational Changes as an ENFP Personality Type
Individuals who assess with the ENFP (Extroverted-Intuitive-Feeling-Perceiving) Personality Type are known to be imaginative people who are full of life. They commonly possess characteristics of compassion and are known to be attentive to others’ emotional needs. Their general high energy will often spread through their organization, especially during a time of reconditioning current policies or procedures for efficiency. ENFP Personality Types will typically gain enthusiasm for new projects when they are introduced to new people within their organization who can assist with the creation of innovative solutions. They commonly are “attuned to others, and especially enjoy helping people achieve their potential.” (Introduction to Type and Change, Barger and Kirby, p.38, 2004, CPP Inc) In order for individuals who assess as the ENFP Personality Type to reach maximum capability during organizational changes, it is best for them to have a certain amount of participation throughout the entirety of the process. They generally will want to discuss alternative solutions which may produce constructive results. ENFPs may have a tendency to gather as much information as possible in regard to the changes being outlined, often collaborating with their colleagues when doing so. Additionally, this personality type will yield optimal results from having encouragement and support from their superiors, accompanied by open-ended agendas for accomplishing final decisions. Having strict deadlines and tight regulations may be stressful for ENFPs. They typically display this behavior due to their innate preference for endless possibilities. However, when given the appropriate circumstances, ENFPs find change to be exciting. They generally are the type of people who seize the moment and can also motivate others with their infectious positive attitudes.
ENFPs and Processing Adaptation
ENFP Personality Types often dive into organizational change with the confidence to handle any obstacles as they develop. As for mentioned, “they don’t like routine and details, so they can have difficulty developing or following a structured plan.” (Introduction to Type and Change, Barger and Kirby, p.38, 2004, CPP Inc) During the planning phase of an organizational change, ENFPs often will be partial to ensuring everyone involved with the adaptation is included in the discussions to do so.

This common innate behavior has been known to delay organizational change implementations and ENFPs should remember to revert to their initial instincts of jumping straight into the project, followed by the inclusion of others as needed during the administration of the plan, in order to save time. Individuals with this personality type are known to be effective communicators and can use this skill for updating their colleagues along the way. They need to remember to stay focused and positive even when circumstances are not developing in their preferred method. For example, this personality type has a tendency to be hesitant to implement a change if they feel others’ needs are not being attended to. They may also instigate negative undertones among their colleagues and even become aggravated and insubordinate when this occurs. However, ENFPs are commonly valuable during a time of change because of their passion for not only other’s, but also for the outlook of their company. They often will support the idea of change for the common good and will keep a positive perspective on the end goal. Even though they may oppose thorough planning and may find themselves reverting to old habits during the beginning phase of implementation, they generally will keep an increasingly energetic demeanor which commonly spreads to others in their organization.
ENFPs and Progression Toward Innovation
ENFP Personality Types generally are passionate about others and may have difficulty managing any negativity that others may portray in response to an adaptation. Instead, individuals with this personality type will often seek out positivity and use out-of-the-box ideas to create constructive, innovative solutions. They generally will prefer to not break any relationship ties or environmental advantages they may have built for themselves, but when given the appropriate time and the opportunity to discuss and process change, they often have little to no trouble with adaptation. They have even been known to “initiate ceremonies or symbols for closure” as long as their needs and their colleagues’ needs are being addressed.” (Introduction to Type and Change, Barger and Kirby, p.38, 2004, CPP Inc) ENFPs have stated to feel apprehensive and unfocused, yet excited during transition periods, possibly due to their process of determining how they may be able to contribute a positive impact on impeding changes to policies or procedures. They may focus on how to change their own principles and frame of mind, all the while creating hopeful solutions with endless possibilities for what lies ahead.

Using MBTI® Type for Professional Evolution
The Myers-Briggs Type Indicator® assessment is a popular and effective tool for organizations to use when introducing a period of reconstruction. This behavioral analysis instrument has been developed over many years to provide individuals with knowledge of how their innate personality functions play an important role in how he or she may be perceived by others. When dealing with change, each MBTI® Personality Type tends to approach situations with differing behaviors and having the knowledge about these differences can increase communicative action for modifying habits. When doing so, conflict can be avoided, and preparatory measures can be taken for anticipated complications. For example, an ENFP Personality Type typically will want the opportunity to incorporate their personal innovative plans into predetermined ones, which may be stressful for a colleague who many have designed the plan  and who assess as a differing personality type, preferring clear “expectations, roles, and responsibilities” or those who prefer a strict timeline not allowing for alteration. (Introduction to Type and Change, Barger and Kirby, p.4, 2004, CPP Inc) When ENFPs are introduced to the MBTI® and are able to learn these behavioral differences of their coworkers, they are able to understand why this behavior is causing a disruption and are able to modify it. Likewise, other MBTI® Personality Types can learn these behavioral tendencies of ENFPs and become more patient and understanding of their needs as well.

Learn More About the MBTI ENFP Personality Type
Explore additional information that delves deeper into the ENFP Personality Type by examining various personality and career based subjects:

• How the MBTI ENFP Type relates to Innovation
• How the MBTI ENFP Type relates to Project Management
• How the MBTI ENFP Type relates to Emotional Intelligence
• How the MBTI ENFP Type Relates to Leadership
• How the MBTI ENFP Type relates to Decision Making

Click on a link below to read more about different MBTI Personality Types

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

Assessment Categories

References
Introduction to Type and Change (Nancy J Barger and Linda K. Kirby, 2004, CPP Inc.)