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How can you use personality type to improve conflict management and team motivation?

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Conflict is inevitable in any team, but how you handle it can make a big difference in your team's performance and motivation. One way to improve your conflict management skills and motivate your team is to understand your own and your team members' personality types. Personality types are based on preferences for how people communicate, process information, make decisions, and organize their work. By knowing your personality type and the types of your team members, you can adapt your style to suit different situations and avoid misunderstandings, frustration, and resentment.

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Babafemi Jay Aderounmu

Head of Eastern Africa Ocean Network Operations, A.P. Moller - Maersk | Maximiser, Strategic & Excellence Driven…
Abosede Ogundiyun

Experienced HR Executive | PHR?, SHRM-CP, ACIPM
Roxana Radulescu

Leadership, Career Development and Team Coach | Workshop Facilitator | ICF & EMCC Accredited Professional & Team Coach…

1 What are personality types?

One of the most widely used frameworks for personality types is the Myers-Briggs Type Indicator (MBTI), which identifies 16 different types based on four dichotomies: extraversion (E) or introversion (I), sensing (S) or intuition (N), thinking (T) or feeling (F), and judging (J) or perceiving (P). Each type has its own strengths, weaknesses, and preferences, and can be described by a four-letter code, such as ESTJ or INFP. You can take a free online test to find out your type, or use other tools such as the Keirsey Temperament Sorter or the DISC Assessment.

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Abosede Ogundiyun

Experienced HR Executive | PHR?, SHRM-CP, ACIPM
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In the workplace, there will always be different personality types. An understanding of who our team members are can certainly help in reducing conflict and improving performance. I would suggest that at the start of the year, the team gathers for a session where they are reminded of their personality type, strengths, weakness and how this may impact on our workplace relationships and deliverables. This ensures our teams can be empathetic and seek more collaborative solutions in conflict situations. For example, a team lead would know a Sanguine is prone to over promise, so in sharing tasks, the team lead would outline what success means so the Sanguine knows.

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Roxana Radulescu

Leadership, Career Development and Team Coach | Workshop Facilitator | ICF & EMCC Accredited Professional & Team Coach | e-Learning Author | TEDx Speaker | Ex Global Head of Learning&Development
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What I find most helpful is to get out of the 'personality' conversation and focus more on Impact. How are people making their best impact and contribution to the team? What are areas we are complementary in, what are areas where we contribute differently? What makes us focus on different priorities and perspectives? Why is that important to us? How can we make everyone's voice heard once they express a point of view that is different than ours or from the team generally? That is most helpful in boosting and maintaining psychological safety, inclusion, motivation. Because, if I don't feel heard (but rather judged based on my personality), how included will I REALLY feel?

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MOUMITA CHOWDHURY

Data Mining Specialist at Amadeus Labs | PMP? | Lean Six Sigma(Green Belt) | ITIL Foundation
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It would create a positive impact towards any task if we adapt our conversations as per personality types. It's how we adjust ourselves to the environment and people and not how we want to be treated.

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2 How can personality types affect conflict management?

Different personality types may have different approaches to conflict management, depending on how they perceive the problem, express their emotions, and seek resolution. For example, extraverts may prefer to talk out the conflict openly and directly, while introverts may need time to reflect and process their thoughts. Sensors may focus on the facts and details of the situation, while intuitives may look for the underlying patterns and possibilities. Thinkers may rely on logic and analysis, while feelers may consider the values and feelings of others. Judgers may want to have a clear plan and closure, while perceivers may want to keep their options open and explore alternatives.

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3 How can you use personality types to improve conflict management?

In order to use personality types to improve conflict management, the first step is to identify your own type and the types of your team members. This can be done through online tests, self-assessment tools, or feedback from others. The next step is to recognize how your type and the types of others may influence communication, behavior, and expectations in a conflict situation. You can learn more about the characteristics, strengths, and challenges of each type through online resources, books, or workshops. Finally, you should adapt your style to match the needs and preferences of others, respecting their differences. To do this, extraverts should listen more and talk less while introverts should share their thoughts and feelings more. Sensors should provide concrete examples and evidence while intuitives should explain the big picture and implications. Thinkers should acknowledge and validate the emotions and values of others while feelers should be objective and rational. Judgers should be flexible and open-minded while perceivers should be organized and decisive.

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4 How can personality types affect team motivation?

Different personality types may also have different sources of motivation, depending on what they value, enjoy, and seek in their work. For example, extraverts may be motivated by social interaction, recognition, and variety, while introverts may be motivated by autonomy, reflection, and depth. Sensors may be motivated by practicality, stability, and realism, while intuitives may be motivated by creativity, innovation, and vision. Thinkers may be motivated by challenge, logic, and competence, while feelers may be motivated by harmony, empathy, and appreciation. Judgers may be motivated by order, clarity, and achievement, while perceivers may be motivated by freedom, spontaneity, and curiosity.

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Chris Ng EnHan

Customer Success Director | Team Building | Servant Leadership | Creative Strategy
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I think personality classification are a good tool to baseline your team members but it is important to not stereotype them. Plus personalities do change in different scenarios, and it is key to take time to understand your members more , know their strength and weaknesses or likes and dislikes will definitely help you motivate them easier.

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5 How can you use personality types to improve team motivation?

The first step to using personality types to improve team motivation is to understand the motivational drivers and needs of you and your team members. You can assess these through online surveys, questionnaires, or interviews. The next step is to communicate your expectations and goals, aligning them with the values and interests of your team members. You can do this through online tools, meetings, or feedback sessions. Finally, tailor your leadership style and rewards to the preferences and strengths of your team members, while fostering a positive and supportive team culture. For example, if you are leading an extravert, provide opportunities for collaboration, interaction, and recognition, while avoiding isolating or micromanaging them. If you are leading an introvert, provide opportunities for autonomy, reflection, and depth instead of overwhelming or interrupting them. Similarly, if you are leading a sensor, provide clear instructions and realistic expectations for tangible results rather than being vague or unrealistic. If you are leading an intuitive, offer opportunities for creativity, innovation, and vision instead of being rigid or conventional. And if you are leading a thinker or feeler, provide opportunities for challenge/harmony, logic/empathy, competence/appreciation respectively; while avoiding being emotional/harsh or subjective/impersonal. Finally, if you are leading a judger or perceiver give opportunities for order/freedom, clarity/spontaneity and achievement/curiosity respectively; while avoiding being chaotic/controlling or indecisive/restrictive.

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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?

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Babafemi Jay Aderounmu

Head of Eastern Africa Ocean Network Operations, A.P. Moller - Maersk | Maximiser, Strategic & Excellence Driven Leadership
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Different people, different strokes of motivation and personality. Important to create a shared understanding of the team members. I find the Clifton 34 Gallup test a useful tool. No hidden agenda, put the fish on the table so each member of the team understand the respective and collective strengths and weakness (improvement areas). The expectation is that this shared understanding will foster collaboration, maximisation of the team’s potential and awareness of the improvement areas that need to be worked on.

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How can you use personality type to improve conflict management and team motivation?

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1 What are personality types?

2 How can personality types affect conflict management?

3 How can you use personality types to improve conflict management?

4 How can personality types affect team motivation?

5 How can you use personality types to improve team motivation?

6 Here’s what else to consider

Team Motivation

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How can you use personality type to improve conflict management and team motivation?

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3

4

5

6

1 What are personality types?

2 How can personality types affect conflict management?

3 How can you use personality types to improve conflict management?

4 How can personality types affect team motivation?

5 How can you use personality types to improve team motivation?

6 Here’s what else to consider

Team Motivation

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