We are working with leaders here in Germany to help them discover their uniqueness and maximize their strengths (using Gallup’s Strengths Finder). We will also be walking through the Character Matrix (based on Erwin McManus’ book Uprising).
I was amazed when I discovered that Adolf Hitler and Billy Graham have the same personality and similar strengths. Obviously, they used their “powers” in very different directions. This reminds me of a line from Spiderman: “With great power comes great responsibility.”
We are also interacting with conflict resolution using MBTI, a personality indicator. If you are familiar with the MBTI, the following chart may be of interest in understanding how we work through conflict*:
TJ – Extraverted Thinkers are decisive, planned, organized, but may be critical and blunt. The cause of conflict is a challenge to/of authority, and their desired outcome is closure. They deal with their emotions by denying they exist. Others think they are detached or aggressive. They are satisfied when the conflict is over.
FJ – Extraverted Feelers are warm and seek harmony, but at times may smother others with kindness. The cause of conflict is a challenge to/of beliefs, and their desired outcome is intact relationships. They deal with their emotions by including them. Others think they are seeking communication and harmony. They are satisfied when there is no lingering bitterness.
TP – Introverted Thinkers are objective and searching for what is right, but at times they can be stubborn. The cause of conflict is a challenge to/of trust, and their desired outcome is a defined process or progression. They deal with their emotions by excluding them. Others think they are a catalyst or contributor to conflict. They are satisfied when they are able to analyze the outcome.
FP – Introverted Feelers are sensitive and attuned to people’s needs, but at times worry for everyone. The cause of conflict is a challenge to/of values, and their desired outcome is respectful listening. They deal with emotions by accepting them. Others think they includes others’ values and concerns. They are satisfied when there is open exploration.
*From Introduction to Type and Conflict by Damian Killen and Danica Murphy (a resource usually only available to those qualified as MBTI consultants.
The next two yelo events will be in NYC at Origins on Oct. 6th and in L.A. at Mosaic also on Oct. 6th.
hmmm…as an ENTJ, that is not the most flattering breakdown but does bear some truth.
I guess, being an FJ matches my resolution of conflict up with the strength of WOO.
Myers Briggs: ENFJ
Relator, Connectedness, Woo, Self-Assurance, Strategic
Strengths Finder 2.0:
Connectedness, Belief, Individualization, Responsibility, Woo
As an FP I agree with the breakdown here. I often struggle to be “straight-line” with people when working through issues, through a mix of a need to please people and a consideration of emotions in the process of teamwork. While I think acknowledging the emotional process is important (probably more so in the long run) this method may run the risk of slowing down or negating the mission being worked at. If the leader is so empathic that he forget the mission to tend to every opinion and feeling of his team, then he or she probably wouldn’t be able to effectively accomplish a goal. I think here what is needed for people like myself if a consideration of the thoughts of the team, but a consideration that does not allow those thoughts and opinions to set the agenda. The mission or goal should be priority #1, but figuring out how to navigate to it to the benefit of all involved should be the implicit goal that undergirds it.