What is your change leadership style? Written by Shawn Bakker, Lead Psychologist Your preferences for Thinking/Feeling and Judging/Perceiving will speak to your natural areas of focus and attention during times of change, and those things that you may not pay as much attention to as you should. TJ’s INTJ, ENTJ, ISTJ, ESTJ 50% of managers have this style When it comes to change you: Organize and structure work, resources, and people to achieve goals. Make decisions quickly and take quick action to implement them. Take clear positions – people know where you stand. Be aware that you: May decide too quickly and move to action before others are ready. May not see the impacts of decisions on others. TP’s INTP, ENTP, ISTP, ESTP 26% of managers have this style When it comes to change you: Seek out, analyze, and organize vast amounts of information. Use a hands-off leadership approach, empowering others to act. Are flexible and tolerant of a diversity of work styles and ideas. Be aware that you: May not give others enough direction. May put off decisions for too long. FJ’s INFJ, ENFJ, ISFJ, ESFJ 13% of managers have this style When it comes to change you: Are motivated by a vision that is based on values and the group’s mission. Solicit information and ideas from others, and include them in decision-making. Strive for consensus and harmony. Be aware that you: May focus on relationships to the detriment of task completion. May put off tough decisions and avoid confronting difficult people. FP’s INFP, ENFP, ISFP, ESFP 11% of managers have this style When it comes to change you: Coach, encourage, involve and energize others. Seek out and gather lots of information. Stay flexible and respond quickly to changing environments. Be aware that you: May change direction so quickly that you appear inconsistent. May resist structure and not appreciate others’ need for systems and processes. For leaders in a constantly changing environment being aware of your natural focus and possible gaps is critical for helping others manage change. To ensure that you can meet everyone’s needs and make better decisions, make sure you consider both the logic and values at play, and also recognize the need to both plan and adjust when required. You will also notice that given the distribution of management styles, the focus on tasks, planning and organization is well represented (TJ’s at 50%); what gets missed too often is focusing on the values and needs of people during change – which is a common reason for why organizations cannot sustain their change efforts. additional Resources The Psychology of Leading Change (Versus Merely Managing It) – Article written by I/O Psychologist Justin Deonarine for Inc.com Using Type to Implement Change – Webinar
