Are you managing an INTJ personality type?
If so, you may have noticed that they have a unique way of working and communicating with others.
As natural introverts, they tend to enjoy working in privacy and processing their thoughts internally. They also have high expectations for themselves and their team, which can make them tough managers.
But fear not, with the right approach, you can learn how to effectively manage an INTJ and see them at their best.
In this article, we’ll explore some tips and strategies for managing an INTJ personality type in the workplace.
So, let’s dive in!
How To Manage An INTJ Personality
1. Give them space to work independently
INTJs thrive when they have the freedom to work on their own. They prefer to process their thoughts internally and enjoy working in privacy. As a manager, it’s important to give them the space they need to work independently. This means avoiding micromanaging and trusting them to get the job done.
2. Communicate clearly and explicitly
INTJs may not pick up on social cues in the same way as other personality types. As a result, it’s important to communicate with them clearly and explicitly. Be direct and concise in your communication, and avoid beating around the bush. This will help them understand what you expect from them and avoid any misunderstandings.
3. Set clear expectations
INTJs have high expectations for themselves and their team. As a manager, it’s important to set clear expectations for what you expect from them. Be specific about what you want them to achieve, and provide them with the resources they need to get there. This will help them stay focused and motivated.
4. Provide opportunities for growth
INTJs are always looking for ways to improve themselves and their work. As a manager, it’s important to provide them with opportunities for growth and development. This could include training programs, mentorship opportunities, or challenging projects that allow them to stretch their skills.
5. Recognize their achievements
INTJs may not seek recognition for their achievements, but that doesn’t mean they don’t appreciate it. As a manager, it’s important to recognize their hard work and accomplishments. This could be as simple as a verbal acknowledgement or a small token of appreciation. Recognizing their achievements will help keep them motivated and engaged.
6. Be open to feedback
INTJs are not afraid to speak their minds, and they appreciate when others do the same. As a manager, it’s important to be open to feedback from your INTJ team members. Listen to their ideas and suggestions, and be willing to make changes based on their feedback. This will help build trust and respect between you and your team.
Understanding The INTJ Personality Type
The INTJ personality type is one of the most independent and analytical personality types. They are introverted and prefer to work alone, which allows them to process their thoughts internally and focus on their work. Their dominant function is intuition, which means they tend to look at the big picture and focus on abstract information rather than concrete details.
INTJs are confident and hard-working, with high expectations for themselves and their team. They prioritize logic and objective information over subjective emotions, which can make them uncomfortable talking about emotions. They also have a strong desire for control and order, which leads them to make plans well in advance and employ manipulation to get a specific outcome.
However, INTJs can also come across as insensitive or callous due to their focus on logic over emotions. They may also be overly analytical and judgmental, as well as perfectionistic. They dislike unfamiliar social situations and find it difficult to engage in small talk with strangers.
As a manager, it’s important to understand these characteristics of the INTJ personality type. Giving them space to work independently, communicating clearly and explicitly, setting clear expectations, providing opportunities for growth, recognizing their achievements, and being open to feedback are all effective ways to manage an INTJ team member. By understanding their unique strengths and weaknesses, you can help them reach their full potential and contribute to the overall success of your team.
Communication Strategies For Managing INTJs
When it comes to communicating with INTJs, it’s important to keep in mind their preference for direct and concise communication. Avoid beating around the bush and get straight to the point. Be clear and explicit in your communication to avoid any misunderstandings.
INTJs may not pick up on social cues in the same way as other personality types, so it’s important to communicate with them in a straightforward manner. They appreciate honesty and directness, so don’t be afraid to speak your mind with them.
When communicating with INTJs, it’s also important to give them space and time to process their thoughts. They thrive when they have the freedom to work independently, so avoid micromanaging and trust them to get the job done.
Another effective communication strategy for managing INTJs is to set clear expectations for what you expect from them. Be specific about what you want them to achieve and provide them with the resources they need to get there. This will help them stay focused and motivated.
INTJs are always looking for ways to improve themselves and their work, so providing opportunities for growth and development is important. This could include training programs, mentorship opportunities, or challenging projects that allow them to stretch their skills.
Finally, recognizing their achievements is important for keeping INTJs motivated and engaged. They may not seek recognition for their accomplishments, but they appreciate it nonetheless. A simple verbal acknowledgement or token of appreciation can go a long way in building trust and respect between you and your team.
Providing Clear Expectations And Goals
One of the key ways to manage an INTJ personality is to provide clear expectations and goals. INTJs are highly motivated by concrete goals and achievements, and they have high standards for themselves and others. As a manager, it’s important to set clear expectations for what you expect from them and provide them with achievable goals.
Be specific about what you want them to achieve, and provide them with the resources they need to get there. This will help them stay focused and motivated. Make sure that the goals you set are SMART: specific, measurable, attainable, relevant, and timely. This will help them understand what they need to do to achieve success.
In addition to setting clear goals, it’s important to communicate regularly with your INTJ team members about their progress. Provide them with feedback on their work and offer constructive criticism when necessary. Be direct and concise in your communication, and avoid beating around the bush. This will help them understand what they need to do to improve their work.
Finally, make sure that you recognize their achievements when they meet or exceed their goals. INTJs may not seek recognition for their accomplishments, but they still appreciate it when it is given. This could be as simple as a verbal acknowledgement or a small token of appreciation. Recognizing their achievements will help keep them motivated and engaged in their work.
Allowing For Independent Work And Thinking
One of the most important aspects of managing an INTJ personality is allowing for independent work and thinking. INTJs thrive when they have the freedom to work on their own, without being micromanaged or having their every move scrutinized. They prefer to process their thoughts internally and enjoy working in privacy. As a manager, it’s important to trust them to get the job done and give them the space they need to work independently.
This doesn’t mean that INTJs are not team players or that they don’t value collaboration. However, they prefer to work with a small team of competent and intelligent colleagues who share their work ethic and drive for excellence. INTJs are comfortable with abstraction and theory, but they gain the most satisfaction from turning their ideas into reality. They often enjoy taking measured, strategic steps to implement change, rather than jumping into action without careful consideration.
To allow for independent work and thinking, it’s important to provide INTJs with clear goals and expectations. They need to know what is expected of them and what resources are available to them. Once they have a clear understanding of what is expected, they can be trusted to work on their own without constant supervision.
It’s also important to provide INTJs with opportunities for creativity and autonomy. They need to be able to use their analytical skills to problem-solve in a challenging environment and take responsibility for implementing their ideas to create efficient, innovative systems. This means providing them with the resources they need to pursue their own projects and allowing them the freedom to explore new ideas.
Finally, it’s important to recognize and reward INTJs for their achievements. While they may not seek recognition for their hard work, they do appreciate it when others acknowledge their accomplishments. This could be as simple as a verbal acknowledgement or a small token of appreciation. Recognizing their achievements will help keep them motivated and engaged, and show that their hard work is valued by the organization.
Recognizing And Appreciating Their Contributions
INTJs have a strong desire to make a meaningful impact in their work, and they take pride in their contributions to the team. As a manager, it’s important to recognize and appreciate their efforts. Here are some ways to do so:
1. Acknowledge their unique strengths
INTJs have a unique set of strengths that they bring to the table, including their analytical skills, strategic thinking, and dedication to achieving their goals. As a manager, it’s important to acknowledge these strengths and recognize how they contribute to the success of the team.
2. Give them credit for their ideas
INTJs are often innovative thinkers, and they may come up with ideas that are outside of the box. As a manager, it’s important to give them credit for their ideas and recognize how they contribute to the team’s success. This will help build their confidence and encourage them to continue sharing their ideas.
3. Provide opportunities for leadership
INTJs have strong leadership potential, and they may be interested in taking on more responsibility within the team. As a manager, it’s important to provide them with opportunities to lead and take ownership of projects. This will help them feel valued and recognized for their contributions.
4. Show appreciation for their hard work
INTJs are known for their dedication and willingness to work tirelessly to achieve their goals. As a manager, it’s important to show appreciation for their hard work and recognize the effort they put into their work. This could be as simple as saying “thank you” or providing them with a small token of appreciation.
5. Encourage collaboration
While INTJs may prefer to work independently, they also value collaboration and teamwork when it’s necessary for achieving their goals. As a manager, it’s important to encourage collaboration and recognize the contributions of all team members, including INTJs. This will help build a sense of camaraderie within the team and foster a positive work environment.
By recognizing and appreciating the contributions of your INTJ team members, you can help them feel valued and motivated in their work. This will not only benefit them individually but also contribute to the overall success of your team and organization.
Dealing With Conflict And Criticism
INTJs are known for their ability to remain logical and calm in the face of conflict. However, it’s important to approach conflict with them in a specific way to ensure a positive outcome. When addressing conflict with an INTJ, it’s important to focus on clearly identifying the root of the problem from your perspective while avoiding overly emotional language. Work through the problem analytically and step by step to find the best possible solution.
It’s also crucial to make an effort to communicate with INTJs in a way that they like. This can help build a better relationship, empathize with their perspective, and establish needed trust. Making simple adjustments to your communication style can mean a world of difference in understanding and working alongside each other.
INTJs don’t often engage in conflict with others, but if they do, they generally take criticism well and don’t take things personally. However, they may become irritated when other people let their emotions get the better of them and behave irrationally. If you have INTJ preferences, you can minimize conflict in your relationships by focusing on active listening rather than trying to solve the problem. This may not come naturally to you, but try to remember that sometimes people just need to vent their frustrations.
It’s also important to keep your opinions to yourself when others are in conflict. Instead, try offering advice to help others communicate and see each other’s sides of the situation. When communicating your own emotions during a conflict, try to remain calm and avoid anger.
Overall, dealing with conflict and criticism with an INTJ requires clear communication, logical thinking, and a willingness to work through problems step by step. By following these tips, you can build a better relationship with your INTJ colleagues or loved ones and navigate conflict in a healthy way.
