Myers-Briggs Type Indicator Leadership Model
I acknowledge I am an INFP type having preferences for Introversion, Intuition, Feeling and Perceiving based on the Myers-Briggs Type Indicator (MBTI) leadership tool. My priorities describe who I am as a leader. I am reserved as a person and as a leader I am known for dedication, sympathizing with others, finding it easy to relate with issues of group members even when I disagree. As a group leader, I have a systematic way of achieving tasks. Before I take a decision for the group, I consider so many things and different alternatives but when I do, it is very difficult for me to change. For this reason, I give every group member the opportunity to express their views in making decision for the group. As an INFP leader I have much trust for
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I acknowledge that managing people from different cultures, backgrounds and psychological emotions but with these tools things will be under control. For instance, I have been able to identify my weakness as not doing things on time, always rushing out to meet deadline, both in my personal life and as a leader. This often creates a sense of uncertainty which in turn reduces productivity. However, I learned through the SCARF model the importance of breaking down complex tasks and goals. I will make a very good use of business plans, objectives and vision of the company and make it available for every team member to know where we are and where we are going. These will increase certainty, being able to predict the future and will definitely reflect in work output for the benefit of the …show more content…
The cognitive tools associated with SCARF model have been verified in brain studies to be effective techniques for reducing the threat response which usually occur during giving an instruction or making suggestions. Therefore, when I give instructions, make suggestions or make comments, I will make use of the statement ‘Here’s two options that could work, which would you prefer?’ rather than superimposing any instruction on any group member. I will try as much as possible to figure out how to minimize words that will trigger fear in others but rather to motivate
I acknowledge that managing people from different cultures, backgrounds and psychological emotions but with these tools things will be under control. For instance, I have been able to identify my weakness as not doing things on time, always rushing out to meet deadline, both in my personal life and as a leader. This often creates a sense of uncertainty which in turn reduces productivity. However, I learned through the SCARF model the importance of breaking down complex tasks and goals. I will make a very good use of business plans, objectives and vision of the company and make it available for every team member to know where we are and where we are going. These will increase certainty, being able to predict the future and will definitely reflect in work output for the benefit of the …show more content…
The cognitive tools associated with SCARF model have been verified in brain studies to be effective techniques for reducing the threat response which usually occur during giving an instruction or making suggestions. Therefore, when I give instructions, make suggestions or make comments, I will make use of the statement ‘Here’s two options that could work, which would you prefer?’ rather than superimposing any instruction on any group member. I will try as much as possible to figure out how to minimize words that will trigger fear in others but rather to motivate