Contributions All Types Can Make to Change People experience change differently from one another. While change can be challenging or stressful to navigate, teams and organizations can maximize their chance of success if they cater to various needs while also benefiting from the natural strengths that individuals can bring during times of transition. Donna Dunning, author, consultant and teacher of the MBTI® instrument talks about four unique change perspectives as they relate to type preferences: Preserving (SJs), Performing (SPs), Predicting (NTs) and Promoting (NFs). By identifying and understanding these perspectives, we can become aware of, understand, appreciate, accommodate and incorporate the strengths of ourselves and others when initiating important change. As you – and your organization – evolve, consider how well you are meeting the needs of different individuals, and consider how you can better capitalize on all four of the change perspectives. Preserving (SJ) Strengths during times of change: Safeguarding the knowledge gained through past experiences Ensuring that what has worked well in the past is not dismissed Acting as knowledgeable historians; sharing past reasons for current practice Defining roles, rules structures, tasks, procedures and policies for implementation Avoiding repetition of past mistakes Following through and managing the details of a transition Completing tasks and making sure the change moves forward as planned Performing (SP) Strengths during times of change: Ensuring change is practical or useful Finding new ways to adapt the change process Trouble-shooting implementation problems Acting on the change immediately Setting the stage by being willing to try things that are different Diffusing tension with humour and playfulness Predicting (NT) Strengths during times of change: Ensuring the change is strategic and reasonable Looking for ways to improve and refine the change Seeing and analyzing strategic and systemic results Aligning change with broader organizational and business goals Critiquing, questioning and examining ways change could be problematic Investigating and assessing possible outcomes and consequences Promoting (N F) Strengths during times of change: Ensuring the change adds value and is meaningful to people Acknowledging, respecting and accommodating individual needs Focusing on developmental opportunities for others Considering impact of the change on those involved Monitoring the organizational climate and morale during change Working with others to deal with possible negative effects of change For more information on Type and Change, check out the following resources: MBTI Type and Change Leader’s Resource Guide MBTI Type and Change Participant’s Guide Introduction to Type and Change
