The Complexities of Change

It is interesting to observe the reactions/interactions that present themselves when facing potential change.  I recently had the opportunity to do this in a survey of an organization.  After the survey there was a meeting to inform the participants of the results and give the opportunity for further input to the questions.

Personality type plays a large role in change and points out why we need to pay attention to the preferences.

There were those who remained very quiet through the meeting and some who were very verbal in presenting their thoughts on the survey questions.  The ones who were quiet may have been ‘I’s’ or those with a preference for Introversion.  Introverts think things through thoroughly in their head before putting a pen to paper or sharing their thoughts.  Those who were verbal at the meeting may have been ‘E’s or Extraverts as they need to express their thoughts verbally and make decisions based on the resulting dialogue.

Some of the questions received a response that analyzes the change, looking at the cause and effect of it and the need for the organization to move in this direction.  These comments may have been made by ‘T’s’ or those having a Thinking preference – it must be fair to all and make logical sense.

There were those who commented very tactfully, wanted something that was good for everyone and would go with what people wanted.  These comments may have been made by ‘F’s’ or those having a Feeling preference – it must be fair to individuals and respect values of the people involved.

Some of the comments referred to having set roles and responsibilities and continuity of meeting venues.  These comments may have been made by ‘J’s’ or those having a Judging preference – the change must have clarity of purpose or else they may resist it.

Some embraced the change wanting the variety of different venues and programs. These comments may have been made by ‘P’s’ or those having a Perceiving preference –  they will embrace change as they do not like routine and are spontaneous.

Others commented on the need for more hands-on projects and a need to return to the way things were done previously.  These comments may have been made ‘S’s’ or those having a preference for Sensing – they learn and enjoy work best by doing and are traditionalists.

Very inventive and imaginative projects and ways of implementing the change emerged in some of the dialogue.  These comments may have been made by ‘N’s’ or those having a preference for Intuition – they are original, resourceful, and like novelty.

So what does this observation mean?  What can be learned from knowledge of personality types?  Everyone receives and processes information through the filters of their particular personality type influenced by situation and environment.  If you are presenting change to a group, organization, or family, having knowledge of personality type will help you to frame the information so that it will better address the needs of those receiving the information creating a smoother transition.

Best case scenario is to be working with a group that has had the Myers-Briggs® Type Inventory assessment and debrief.  For more information on this and other assessments, please contact us for a free consultation.

As always, feel free to share this blog, giving credit to the author.


About laurencerumming

Background in business management, in particular human resources. Business Management Certificate, Certified in Myers-Briggs Type Indicator®, and Strong Interest Inventory®. "Our passion is to raise the potential of organizations and individuals through the understanding of human interaction in the workplace and in life."
This entry was posted in Assessments, Believe and Succeed Life Coaching, Business Coaching, Coaching, Communication, Elephant in the Room, Elephants, Facilitator, Human resources, Leadership, MBTI, Myers-Briggs, Myers-Briggs Type Indicator, organizational change and tagged , , , , , , , , , , , , , , , , . Bookmark the permalink.

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