In today’s world, teams are a crucial part of any business, and they come in all shapes and sizes. It’s essential to have a diverse group of people who can work together effectively and efficiently to achieve a common goal. One way to optimise team productivity and collaboration is by organising teams according to personalities.
Chantal Cufflin
Finance and Marketing Specialist
The 16 Types Personality Assessment, based on Carl Jung’s research, is a personality test that categorises individuals into one of 16 different personality types based on four different dichotomies: Extraversion (E) vs. Introversion (I), Sensing (S) vs. Intuition (N), Thinking (T) vs. Feeling (F), and Judging (J) vs. Perceiving (P). Each of these dichotomies reflects a different aspect of an individual’s personality.
Here are some ways that teams can be organised based on the 16 Personality Types:
Sensing vs. Intuition
Teams can be organised based on whether team members are more sensing or intuitive. Sensing individuals tend to be more detail-oriented and focus on concrete facts, while intuitive individuals tend to be more imaginative and focus on abstract ideas. Teams with a mix of both sensing and intuitive individuals can be beneficial because the sensing individuals can help to ensure that the team stays grounded in reality. In contrast, intuitive individuals can contribute creative and innovative ideas.
Judging vs. Perceiving
Teams can be organised based on whether team members are more judging or perceiving. Judging individuals tend to be more organised and prefer structure and routine, while perceiving individuals tend to be more flexible and adaptable. Teams with a mix of judging and perceiving individuals can be beneficial because the judging individuals can help ensure that the team stays on track and meets deadlines, whilst the perceiving individuals can bring a more spontaneous and creative approach.
Extraverted vs. Introverted
Teams can be organised based on whether team members are more extroverted or introverted. Extroverts tend to be more outgoing and energised by social interactions, while introverts are more reserved and introspective. Teams with a mix of extroverts and introverts can be beneficial because the extroverts can help energise the team, while the introverts can bring a more thoughtful and reflective approach.
Thinking vs. Feeling
Teams can be organised based on whether team members are more thinking or feeling. Thinking individuals tend to be more logical and analytical while feeling individuals tend to be more empathetic and focus on emotions. Teams with a mix of thinking and feeling individuals can be beneficial because the thinking individuals can help to ensure that decisions are made based on facts and logic. In contrast, individuals can bring a human element and help ensure that decisions are made with empathy and compassion.
However, organising teams based on personality types can help to create a more balanced and effective team. By understanding each team member’s strengths and weaknesses, team leaders can assign tasks and roles that play to each member’s strengths, resulting in a more efficient and productive team. Cloverleaf explains the concept of construct validity very well in their blog and provides an overview of the 16 types assessment used to measure and evaluate various constructs in research and testing.
Furthermore, organising teams based on personality types can significantly impact team dynamics and overall performance. By carefully considering the strengths and preferences of team members, leaders can create a harmonious and synergistic environment where individuals can thrive.
When teams are comprised of a mix of extroverted and introverted individuals, the benefits are manifold.
By combining the strengths of extroverts and introverts, teams can balance outgoing communication and reflective contemplation, leading to well-rounded decision-making and problem-solving.
Teams that incorporate a blend of sensing and intuitive individuals can tap into various perspectives and approaches.
When sensing and intuitive individuals collaborate, the team benefits from a comprehensive perspective that considers both the practical aspects and the broader vision, leading to innovative and well-informed outcomes.
The interplay between thinking and feeling team members is critical in fostering a balanced and empathetic team culture.
Combining thinkers and feelers allows for a more holistic approach to decision-making, considering both rationality and human factors, resulting in well-rounded solutions that consider the welfare of all team members.
Lastly, teams that include both judging and perceiving individuals benefit from a blend of structure and flexibility.
Combining judgers and perceivers creates a dynamic environment that balances structure and adaptability, allowing the team to navigate unexpected challenges while staying focused and meeting objectives.
While organising teams based on personality types offers numerous advantages, it is important to remember that individuals are multidimensional and may exhibit traits from different personality categories. No one type can fully encapsulate the complexity of an individual’s personality. Additionally, teams should foster an inclusive and supportive environment that values the contributions of all team members, regardless of their personality type. Embracing diversity and recognising the unique strengths that each individual brings to the table creates a more cohesive and productive team overall.
In conclusion, organising teams according to personalities provides a valuable framework for optimising team performance and collaboration. By understanding the different personality types within a team, leaders can strategically assign tasks and roles that align with each team member’s strengths, promoting synergy and productivity. However, it is essential to approach team organisation flexibly, recognising that personality types are just a starting point and that individuals are multifaceted. By embracing team members’ diverse talents and perspectives, organisations can foster a culture of inclusivity and harness the full potential of their teams.
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