ENFJ 人格

ENFJ 人格

ENFJ型的人通常很有威望，不经意间就能提升自己的影响力。ENFJ型的人喜欢关注他人，他们靠得住，懂得关爱，也很无私——众所周知，ENFJ型的人既有号召力，又很讨人喜欢。

ENFJ型的人魅力十足，能言善辩，他们可以很从容地表述自己的观点和意见，特别是在当面谈论的时候。无论是陈述客观事实，还是表达愤怒情绪，不管听众反应如何，ENFJ型的人都敢于站出来表达自己。

ENFJ型的人一开口讲话就会让人信服和着迷——因为他们本能地知道如何把激情和理性论证结合在一起，来吸引听众的注意力，并且直达人心。ENFJ型的人能够成为伟大的领导者——即便是不从政也会颇有建树。ENFJ型的老师或者教练同样会对人们的生活产生深刻的正面影响。

ENFJ型的人是直觉型的人，他们可以轻松地感知到他人的动机，在貌似不相干的事件中找到关联。ENFJ型的人非常擅长分析自己的情感，如果有必要，他们可以自我审视。

另一方面，这样的直觉和体贴也会给ENFJ型的人带来极大的困扰——他们也许太无私，太有同情心，会把自己搅进其他人的问题里，不知道如何抽身，也不懂得省心。在一些极端的情况下，这可能会影响到ENFJ型的人对自己的看法。

ENFJ型的人是乐观的理想主义者，他们总是过于轻信旁人。尽管通常越是信任对方，对方就越有可能反过来满足他们的期待，如此形成了一种自我实现预言。正如上面所说，ENFJ 型的人很有说服力和感召力。这些强烈的个性非常吸引人，而ENFJ型人的魅力正体现在其凝聚力和激励性上。

ENFJ型人的优势

?非常有魅力

?无私

?模仿能力强

?天生的领袖

?宽容隐忍

?值得信赖

ENFJ型人的弱点

?有时太无私

?过于理想化

?有时太脆弱

?难以承受批评

?优柔寡断

?自尊心常有波动

ENFJ

E xtravert(1%) i N tuitive(62%)

F eeling(62%) J udging(56%)

?You have marginal or no preference of Extraversion over Introversion (1%)

?You have distinct preference of Intuition over Sensing (62%)

?You have distinct preference of Feeling over Thinking (62%)

?You have moderate preference of Judging over Perceiving (56%

ENFJ Description

by Joe Butt

ENFJs are the benevolent 'pedagogues' of humanity. They have tremendous charisma by which many are drawn into their nurturant tutelage and/or grand schemes. Many ENFJs have tremendous power to manipulate others with their phenomenal interpersonal skills and unique salesmanship. But it's usually not meant as manipulation -- ENFJs generally believe in their dreams, and see themselves as helpers and enablers, which they usually are.

ENFJs are global learners. They see the big picture. The ENFJs focus is expansive.

Some can juggle an amazing number of responsibilities or projects simultaneously. Many ENFJs have tremendous entrepreneurial ability.

ENFJs are, by definition, Js, with whom we associate organization and decisiveness. But they don't resemble the SJs or even the NTJs in organization of the environment nor

occasional recalcitrance. ENFJs are organized in the arena of interpersonal affairs. Their offices may or may not be cluttered, but their conclusions (reached through feelings)

about people and motives are drawn much more quickly and are more resilient than those of their NFP counterparts.

ENFJs know and appreciate people. Like most NFs, (and Feelers in general), they are apt to neglect themselves and their own needs for the needs of others. They have thinner

psychological boundaries than most, and are at risk for being hurt or even abused by less sensitive people. ENFJs often take on more of the burdens of others than they can bear.

TRADEMARK: "The first shall be last"

This refers to the open-door policy of ENFJs.One ENFJ colleague always welcomes me into his office regardless of his own circumstances. If another person comes to the door, he allows them to interrupt our conversation with their need. While discussing that need, the phone rings and he stops to answer it. Others drop in with a 'quick question.' I finally get up, go to my office and use the call waiting feature on the telephone. When he hangs up, I have his undivided attention!

(ENFJ stands for Extravert, iNtuitive, Feeling, Judging and represents individual's preferences in four dimensions characterising personality type, according to Jung's and Briggs Myers' theories of personality type.)

Your Type Preferences

Extravert(1%) iNtuitive(62%) Feeling(62%) Judging(56%)

Because you appear to have marginal or no (1%) preference of Extraversion over Introversion, characteristics of more than one personality type may apply to you:

ENFJ and INFJ.

Staff Development and Team Building

In the workplace, it is common to encounter a mix of different personalities, viewpoints, past experiences, expectations, communication issues and conflicts. How can you get such different people to work as an effective team? How do you improve communication? How can you resolve and prevent conflicts? How can you help employees succeed in today’s fast-paced environment? How do you establish an effective work environment? How do you increase workplace productivity and job satisfaction? How do you motivate employees and become a better leader? These are just some examples of the workplace issues that can be effectively addressed once you are equipped with the results of the personality assessment of your employees that is specifically designed for the workplace –the Jung Typology Profiler for Workplace? (JTPW?) - and the base of it is an understanding of your employees’ personality types and their natural behavioural preferences and gifts.

Jung Typology Profiler for Workplace? is the professional version of th e Jung Typology Test? that you just took. It is specifically created to address the needs of the workplace and is aimed at organizations and businesses.

You and your company can use JTPW? for:

Assessing employees’ potentials and optimizing their job resp onsibilities accordingly

Assessing the propensity for, and developing and optimizing the use of, leadership skills of your staff

Conflict Management

Improving supervisor-subordinate and peer-to-peer work relationship Improving teamwork

Evaluation of candidates for promotion

Assessing and Developing Leadership Skills

This is another important use of the JTPW? in the workplace. With JTPW? you can obtain evaluation of an individual’s propensity for natural leadership talents. The assessment pinpoints an indi vidual’s leadership style and the extent to which he or she is likely to display leadership qualities. Understanding one’s own leadership style allows an employee to make use of his or her natural strengths and recognize potential limitations. The awareness of these strengths and limitations gives a leader the ability to see if any changes might be necessary and take proper steps in that direction.

Effective Working Relationship between Two Employees

The third important application of the JTPW? is improvement of work relationship involving two employees, such as a manager and his or her subordinate, or two peers working together. W ith JTPW? you can assess the propensity for effective collaboration and reveal potential sources of “friction”. The assessment includes analyzing the combination of personality types and several behavioral indices of the individuals involved, and identifying areas of likely concurrence or dissonance. The behavioral indices that scored close in both individuals determine the areas of likely concurrence. The behavioral indices that scored significantly different in both individuals determine the areas of divergence. Depending on a situation areas of divergence may or may not become a source of a conflict. The report produced by JTPW? includes tips on leveraging areas of concurrence and mitigate potential issues sourcing from areas of divergence, in order to establish the most effective and mutually acceptable working relationship.

New! The unique 1:1 Personality Compatibility Report is offered is now offered to organizations from our https://www.360docs.net/doc/2714361670.html, assessment portal. It provides personality compatibility analysis of a pair of respondents and features the personality compatibility potential indicator. The indicator factors in the differences in behavioral traits, their expressiveness, and the differences in personality types of the respondents. The report includes:

?personality compatibility potential indicator

?side-by-side comparison of behavioral scores and personality radars of respondents

?analysis, interpretation and tips on how to prevent potential (or manage the existing) tension and conflict between individuals

Use this report to explore personality compatibility between the prospective and the existing team members or the leader, between the existing team members, or between the team members and the leader.

Improving Teamwork

Personality asse ssment with JTPW? can be effectively used to improve teamwork and team productivity when we are talking about teams of two and more employees. An assessment for the purposes of effective teaming includes: ?Identifying the points of concurrence and points of friction between team members as explained in the previous paragraph

?Reviewing Group Personality Radar? graph that

visually represents the strengths of the key

workplace-related behavioral qualities of a team, in

such categories as leadership, communication,

diligence, empathy, rationality and analyticity. Group

Personality Radar? is a useful tool for determining

group's likely strengths and potential deficiencies as a

whole. Comparing team members’ Personality Radars with a team’s Group Persona lity Radar? reveals propensity for compatibility of an individual

team member with the behavioral patterns that are dominant within the

group. Likewise it may also reveal potential friction between the individual and the group.

?Comparing Personality Radars of the team members with the Personality Radar? of the team leader, in order to evaluate the degree of cooperation that is likely to occur between the team member and the team leader, and also the degree of tension that may potentially arise in situations of conflict.

?The Group Personality Radar? also allows for quantitative evaluation of the degree of change in the personality traits within a group in response to

changes in the structure of the group – for example, possible effects of

adding or removing an individual from the team. You might want to

introduce a new member to the team in order to enhance certain behavioral traits of the team as a whole. For example, adding a new team member

who scores high on rationality index will increase the rationality of the team as a whole.

?You can also track the changes within the group as the group is put through specific targeted training programs.

Evaluating Candidates for Promotion

Assessment with JTPW? can be incorporated into your organization’s process of inter nal promotion and succession planning, and can be used for candidate’s evaluation, including the assessment of their likely effectiveness within a new team, from the soft skills/leadership skills perspective.

For the purposes of such evaluation, the candid ate will complete JTPW? questionnaire and a report called Career Development report will be produced by

the system. The Career Development report, among other things, includes several behavioral scores in various areas. The scores are indicative of behavioral preferences and natural gifts the candidate is likely to demonstrate. These scores need then to be analyzed in the context of the requirements of the new job.

In addition, it is recommended to determine and analyze the likely effects of introducing the candidate into an existing team. In order to accomplish this analysis, all individuals that the candidate will actively interact with (or at least the ones with whom it is particularly important to insure smooth interaction), will have to complete personality assessment with JTPW. Using the previously described methodology of assessing work relationship in pairs, you can evaluate how effectively the candidate will likely integrate with specific members of the team or with the team as a whole, and the potential challenges that they may encounter while working together. The results of this analysis can then be used to make specific recommendations to the candidate and the group aimed at effectively integrating the candidate into the team.

Career Choices

ENFJs often find themselves in occupations that require good interpersonal skills to establish productive collaboration as well as to establish or maintain effective work process. ENFJs one of the most “universal” personality types and they build successful careers in a broad range of organizations and occupations. There are many ENFJs found among mid- and high-rank management roles. Sales, various social services, counseling, teaching, healthcare, community care as well as legal and paralegal services are just some of the examples of favourable occupations for ENFJs.

Jung Career Indicator?determines occupations and areas in

which ENFJs find themselves most fulfilled and content, are

most successful, and therefore are most represented in. Based on

your personality type, the following is a list of the most suitable

areas of occupations along with some examples of educational institutions, where you can receive a relevant degree or training. Please click occupation names and institution logos for more information. The most preferred areas appear first.