The Myers-Briggs Personality Indicator can also be used to identify your Management Team Roles Indicator (MBT-i). The MBT-i assesses a person's impact on the outer world of people and things or on the inner world of ideas and information.
When your team role does not match your preferred role, you will not enjoy your work. Matching your role to your preference will create a less stressful situation.
These team roles, as identified by Steve Myers at 16types.com, can change depending on the situation and can be defined as stated below:
|Sculptor||Sculpts things into completion. Makes sure things get done and get done now!||ESTP
|Curator||Brings clarity to the world of ideas and information. Helps provide understanding and a better knowledge.||ISFJ
|Coach||Creates agreement and harmony in the world. Builds rapport with people.||ESFJ
|Crusader||Campaign for thoughts, ideas, and beliefs. Makes sure that urgency and priority is understood.||ISFP
|Innovator||Uses imagination to create new ideas and gives new perspectives. The creative one with alternative ideas.||INFJ
|Explorer||Promotes looking at new and better ways of doing things. Always trying to improve and look for possibilities.||ENFP
|Conductor||Brings organization and logical structure. Good and planning and project management.||ESTJ
|Scientist||Provides explanations of how things work. Likes detail and knowing why things happen.||ISTP
Each team member contributes a different perspective trying to achieve a different effect. One member may ask for clarity, another may want immediate resolution, while another wants an explanation. These interactions are based on each person's team role. Alignment between your preferred team role and your employer's and team's expectations is important. Being able to recognize other members' team roles is also important for effective teamwork.
Research (Myers, Steve, MTR-i: a new arena for team roles, Training Journal, January 2002) has indicated that only one in four people has a very good match between his or her actual team role and his or her preferred team role. On the other end, one in four people has a large stretch between the preference and the actual team role. The farther the stretch between the preference and the team role, the more stress is created on the job. Employees become unmotivated and unhappy, and productivity declines.
|Very close match|
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