How can you effectively resolve team conflicts based on personality types?

1 The Myers-Briggs Type Indicator

One of the most widely used tools to understand personality types is the Myers-Briggs Type Indicator (MBTI), which is based on four dimensions: extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. Each dimension has two opposite preferences, resulting in 16 possible personality types. For example, an ESTJ type is extraverted, sensing, thinking, and judging, while an INFP type is introverted, intuitive, feeling, and perceiving. Knowing your own type and your team members' types can help you appreciate their perspectives and motivations, and avoid misunderstandings and conflicts.

2 The DISC Model

Another popular framework to assess personality types is the DISC model, which focuses on four behavioral styles: dominance, influence, steadiness, and conscientiousness. Each style has different preferences and needs in terms of communication, decision making, problem solving, and work environment. For example, a dominant style is assertive, direct, and results-oriented, while a steady style is supportive, cooperative, and loyal. By recognizing your own style and your team members' styles, you can adapt your approach and tone to suit their preferences and needs, and foster trust and rapport.

3 The Five Factor Model

A third option to understand personality types is the Five Factor Model (FFM), which is based on five broad traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism. Each trait has a range of scores, indicating how high or low a person is on that trait. For example, a person who scores high on openness is curious, creative, and adventurous, while a person who scores low on neuroticism is calm, stable, and resilient. By measuring your own traits and your team members' traits, you can identify their strengths and weaknesses, and leverage their potential and diversity.

4 The Four Temperaments

A fourth way to classify personality types is the Four Temperaments, which is derived from ancient Greek philosophy and medicine. The four temperaments are sanguine, choleric, melancholic, and phlegmatic, each corresponding to a different bodily fluid and element. For example, a sanguine person is cheerful, optimistic, and energetic, associated with blood and air, while a phlegmatic person is calm, patient, and diplomatic, associated with phlegm and water. By understanding your own temperament and your team members' temperaments, you can appreciate their emotions and moods, and balance their influences and contributions.

5 The Conflict Resolution Styles

Finally, to effectively resolve team conflicts based on personality types, you need to be aware of the different conflict resolution styles that you and your team members may adopt. There are five main styles, according to the Thomas-Kilmann Conflict Mode Instrument (TKI): competing, collaborating, compromising, avoiding, and accommodating. Each style has different pros and cons, depending on the situation and the relationship. For example, a competing style is assertive and uncooperative, suitable for urgent and important issues, but may damage the relationship, while a collaborating style is assertive and cooperative, suitable for complex and creative issues, but may take more time and effort. By choosing the appropriate style and encouraging your team members to do the same, you can achieve the best outcomes and maintain the harmony of your team.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?