Myers-Briggs and similar personality tests are unscientific and potentially harmful. Use this method instead. Observe employees’ natural tendencies and deploy them effectively throughout your organization. Look for specific workplace roles — like the Worrier, the Fixer, or the Skeptic. Use your own judgment about their behavior rather than relying on self-reported survey results.
I can’t abide Myers Briggs or any of those phony personality tests. They’re unscientific, and in my experience they only do harm.
I do believe it makes sense to deploy talent intelligently, and talents and personality types can be similar.
Years ago, when I managed a conference department, I decided to think through the various natural talents of the people on my staff and how those talents could be deployed to the benefit of the organization. One woman was a natural worrier, which got me thinking: how can I deploy her worry?
That raises a larger question. What other tendencies can we identify in our staff, and how can we deploy them to their and our benefit? Here’s a list of possibilities to get you thinking.
The Worrier imagines all the ways your grand plan can go wrong, which helps you plan against those contingencies.
The Artist has that magical touch that makes the difference between serviceable images and images that really pop. (I’ve always wanted someone like that to pick my tie for me.)
The Encourager is always helping people be their best.
The Skeptic refuses to engage in groupthink and helps you avoid calamity.
The Fixer troubleshoots technical issues, solves puzzles, and finds creative solutions.
The Finisher is driven to complete tasks and wrap things up. He’s good for sales or project management.
The Historian keeps a record of past successes, mistakes, and processes, which can keep you from reinventing the wheel.
The Connector instinctively sees relationships between people and teams, and breaks down silos.
Related to the connector is the Connective Tissue, whose works spans departments and keeps them in sync.
The Devil’s Advocate questions assumptions and is crucial for strategic planning and decision-making.
The Enthusiast keeps the energy high, sees opportunities, and inspires momentum.
The Translator can help marketing understand IT, and vice versa, by understanding both points of view and converting complicated concepts into simple language.
The Tinkerer is always trying new tools and methods to improve internal processes.
The Guardian keeps an eye on the company’s ethics and long-term sustainability.
Note that one person can fill several of these roles. The Artist might also be the Devil’s Advocate.
Most people have a little of a few of these characteristics. Unlike Myers Briggs, the point of this model isn’t to pigeon-hole and classify your entire staff based on their own answers to silly questions. The point is for intelligent managers to know what to look for and to identify those remarkable people whose abilities truly stand out.
Some people on your staff will distinguish themselves in one or more of these areas. Keep an eye out for those people, and position them effectively. They’ll be more satisfied in their jobs, and you’ll reap the benefits.
