Self Help-Problem Solving

Myers-Briggs Preferences in Work Situations and Problem Solving



Like variety and action. Tend to be faster and dislike complicated procedures. Good at greeting people. Impatient with long, slow jobs. Interested in the results, in getting it done and in how others do the job. Don't mind telephone interruptions. Act quickly, sometimes without thinking. Like to work with others. Communicate freely with energy and enthusiasm. Prefer face-to-face over written communication. Like talking out loud in meetings before coming to conclusions. Like to learn by talking it through with someone. Can be seen as superficial or flighty. Needs to pay attention to and draw out introverts in the group and respect introvert's need for individual work.




Like quiet for concentration. Don't mind working on one project for a long time. Content to work alone. Dislike interruptions and telephone intrusions. Dislike sweeping statements. Have trouble remembering names and faces. Interested in the idea behind the job. Like to think a lot before acting. May have some problems communicating. May prefer communications in writing. May prefer to learn by reading rather than by talking or experiencing. May not show their energy and enthusiasm. Like to think before responding. May need to be drawn out. Like to communicate one-to-one. In meetings, verbalize conclusions once they are already well thought out. Can be seen as aloof and uncaring or unfriendly. Needs to become more assertive and verbal.


Sensing Types


Dislike new problems unless there are standard ways to solve them. Like established ways of doing things. Enjoy using skills already learned more than learning new ones. Work with a steady pace with a good idea of how long it will take. Assertive and pragmatic. Reach conclusions step by step. Patient with routine details, but impatient when the details get complicated. Rarely trust or use their inspiration. Seldom make errors of fact. Good at precision work. Like evidence (facts, details, and examples) presented first. Want to be shown the practical and realistic application. Rely on direct experience to provide anecdotes. Use orderly, step-by-step approach in presentations, often presenting details first. Like suggestions to be straightforward and feasible. Tend to follow the agenda in meetings. May not see the forest for the trees. Can be seen as status-seeking and self-involved, domineering or arrogant. Sometimes act first before thinking. Needs to pay attention to the big picture and larger possibilities.


Intuitive Types


Aware of new challenges and possibilities. Focus on how things could be improved. Like solving new problems and dislike doing the same thing repeatedly. Enjoy learning a new skill more than using it. Work in bursts of energy powered by enthusiasm., with slack periods in between. Reach conclusions quickly. Impatient with routine details. Patient with complicated situations. Follow their inspirations, good or bad. Frequently make errors of fact and dislike taking time for precision. Ask why things are the way they are. Can overcomplexify a task. Like to present an overview of their work first. Prefer change, sometimes radical, to continuation of the status quo. Can be unrealistic, too fantasy-bound, scattered, dogmatic or impractical. Can be seen as devious or out-of-touch. After initial idea generation, needs to focus on one or two plans or ideas and pay attention to details.


Thinking Types


Use logical analysis to reach conclusions. Can work without harmony or agreement. Like analysis and putting things into logical order. May not show emotion readily and may be uncomfortable dealing with people's feelings. Tend to decide impersonally, sometimes paying insufficient attention to other's wishes., so may hurt people's feelings without knowing it. Consider emotions and feelings as data to weigh in the equation. Need to be treated fairly. Able to reprimand or fire people when necessary. More analytically oriented -- respond more easily to people's thoughts. Tend to be firm-minded. Look at the principles involved in the situation. Prefer to be brief and concise. Want the pros and cons of each alternative to be listed. Can be objective, and convinced by cool, impersonal reasoning. Present goals and objectives first. In meetings, seek involvement with tasks. May be overly-verbose, indecisive, too cautious, over-analyzing. May be accused of being unemotional, overly-serious, rigid, controlled and controlling, and non-dynamic. Needs to consider emotions and the human factor more.


Feeling Types


Very aware of other people and their feelings and values. Like being sociable and friendly. Interpersonally appreciative. Enjoy pleasing people, even in unimportant things. Work best in harmony with others, and try to make harmony happen. Efficiency is badly disrupted by office feuds. Use values to reach conclusions. Often let decisions be influenced by their own or other people's personal likes and wishes. Need praise. Dislike and avoid telling people unpleasant things or confronting unpleasant situations. Sympathetic. Want to know why an alternative is valuable and how it affects people. Convinced by personal information, enthusiastically delivered. Present points of agreement first. Can be impulsive, sentimental, guilt-ridden. May postpone things. May be seen as subjective, over-personalizing, manipulative, or impulsive. Loyal. Persuasive, spontaneous, probing, introspective. Able to draw others out. Able to see the effects of choices on people. Needs to consider logic and objectivity when making decisions and become more comfortable with lack of agreement.


Judging Types


Like to plan their work and follow the plan. Like to get things settled and finished. May decide things too quickly. May dislike interrupting the current project for a more urgent one. May not notice new things that need to be done. Want only the essentials needed to begin their work. Satisfied once a conclusion or judgment is reached. Seek structure and schedules, and set timetables with tight deadlines. Dislike surprises and want advance warning. Expect and count on others to follow through. State positions and decisions clearly. Communicate results and achievements. Talk of purpose and direction. In meetings, focus on the task and goal. Use lists as agendas for action. Can be seen as rigid and compulsive. Probably needs to learn the value of relaxation and stress management techniques. Needs to understand that their way is not the only "right" way.


Perceptive Types


Adapt well to changing situations and may feel restricted without change. Enjoy flexibility in their work. Don't mind leaving things open for alterations. May have trouble making decisions. May start too many projects and have difficulty in finishing them. May postpone unpleasant jobs. Want to know all about a new job.Tend to be curious and welcome new perspectives. Comfortable holding off on decisions while searching for other options. Willing to discuss a schedule, but are uncomfortable with tight deadlines. Enjoy surprises. Expect others to adapt to situational requirements. Present their views as tentative and modifiable. Communicate options and opportunities. Talk of autonomy and flexibility. In meetings, they focus on and appreciate the process. Use lists as reminders of all that they have to do someday. Get a lot done at the last minute. Needs to make and not second-guess decisions and meet deadlines.