Personality Types and Handling Conflict

Understanding MBTI in Conflict

• MBTI (Myers-Briggs Type Indicator) identifies inborn predispositions or preferences.
• Preferences are like dominant hand usage: can use both, prefer one.
• MBTI preferences are based on four pairs of opposites:
  • Extroversion (E) or Introversion (I): How we view the world.
  • Sensing (S) or Intuition (N): How we take in information.
  • Thinking (T) or Feeling (F): How we make decisions.
  • Judging (J) or Perceiving (P): How we plan and complete tasks.
• 16 different MBTI type codes are generated from these preference pairs.
• The last two letters influence conflict management the most (the "conflict pairs").

Conflict Pairs

• Feeling and Perceiving (FP):
  • Triggered when values or something dear is challenged.
  • Appreciate those who respect their values.
  • Inclusive of values and concerns of others.
  • Success: Safe environment to explore viewpoints.
• Feeling and Judging (FJ):
  • Triggered when belief system is challenged.
  • Seek to maintain relationships post-conflict.
  • Emotions are intense; promote communication for harmony.
  • Success: Harmony and no lasting bitterness.
• Thinking and Perceiving (TP):
  • Triggered when trust or credibility is challenged.
  • Focus on issues, may overlook emotions.
  • Success: Clarification and analysis.
• Thinking and Judging (TJ):
  • Triggered by authority issues.
  • Overlook emotions, aim for quick resolution.
  • Success: Conflict resolution, not necessarily winning.

Conflict Management Model

1. Creating Space

   • Incorporate all views and opinions.
   • Gather facts, verify assumptions, active listening.
   • Expect conflict, as it's part of organizational design.
   • Practices like silence in meetings help ensure all voices are heard.

2. Adding Value

   • Appreciate how decision-making preferences (T/F) affect actions.
   • Acknowledge and learn from the opposite preference.
   • Steps to perspective taking:
     1. Seek understanding - empathize with others.
     2. Ideation - imagine possibilities, facilitated by activities like silence.
     3. Hypothesizing - narrow down possibilities, anticipate outcomes.
     4. Adjust assumptions to connect and collaborate.

3. Seeking Closure

   • Summarize events and agree on next steps.
   • Aligns with judging preference.
   • Ensure all agree on the framed steps for resolution.

Summary

• Understanding your conflict pair helps leverage strengths and manage weaknesses.
• Use the conflict management model to navigate conflict effectively.