In my last post, I wrote about how the natural blind spots of different personality types can create conflict on teams. Here, I explore the blind spots of extraverts based on the dominant function of their Myers-Briggs personality type.
Extraverted thinking (ENTJ/ESTJ) values logic. Dominant extraverted thinking expects people to act and make decisions based on objective data. It views personal considerations as biased, and therefore doesn’t trust them.
Extraverted thinking types naturally assume
that people should be logical, By looking beyond this assumption, ENTJs and ESTJs can learn to benefit from the insights of the feeling types on the team. Feeling reasoning is holistic rather than analytical, so feeling types may not readily articulate the reasoning behind their beliefs. But given time, they can often form a persuasive argument.
Extraverted feeling (ENFJ/ESFJ) values consensus. Dominant extraverted feeling expects people to act for the good of the group and to avoid introducing conflict. It views any challenge to an agreed-upon practice as contentious and self-serving.
Extraverted feeling types naturally assume that dissension is a threat to the group’s well-being. By looking beyond this assumption, ENFJs and ESFJs can become more comfortable confronting problems as they arise. Airing and resolving conflict ultimately builds a more cohesive team. Establishing ground rules helps ensure that the debate is respectful.
Extraverted sensation (ESFP/ESTP) values action. Dominant extraverted sensation expects people to seize the moment and take advantage of new opportunities. It views procedures and analysis as unnecessary red tape if they get in the way of results.
Extraverted sensing types naturally assume that reflection before action is a form of hesitation. By looking beyond this assumption, ESFPs and ESTPs can benefit from the strategies that other members bring to the team. Taking a longer-term view helps the team avoid reckless decisions, even if it means forgoing short-term advantages.
Extraverted intuition (ENFP/ENTP) values innovation. Dominant extraverted intuition expects people to constantly look for new and better ways to do things. It views long-established procedures as proof of complacency.
Extraverted intuiting types naturally assume that the status quo is undesirable. By looking beyond this assumption, ENFPs and ENTPs can better appreciate the stability that established practices bring to the team. For many people, following a familiar procedure optimizes efficiency. Conversely, fixing what isn’t broken diverts resources from more productive activities.
In my next post, I’ll look at the blind spots of introverts and how to prevent those blind spots from negatively affecting workplace teams.