The Organisational Character Index

1. The Organisational Character Index The ESTJ Organisation Extraverted – Focuses outward & responds to external stimuli Sensing – Concerns itself with actualities & attends to detail Thinking – Depends on impersonal procedures and principles Judging – Likes things spelt out and definite & seeks closure This type of organisation can often grow very big and has an administrative and operational flavour to it. It has rules. There are clear responsibilities and definite procedures. The bottom line is what counts. It is highly hierarchical where status and turf count. It is solid, but rigid and predictable.

2. The Organisational Character Index The ESFJ Organisation Extraverted – Focuses outward & responds to external stimuli Sensing – Concerns itself with actualities & attends to detail Feeling – Reaches conclusions on the basis of values and beliefs Judging – Likes things spelt out and definite & seeks closure This type of organisation is outward looking and self-confident. It is often found in some field that requires the marketing of a service. It responds well to predictability, but poorly to unpredictability. It seeks and rewards conventionality. It is good at the routine and mistrusts the abstract. It is pleasant to work in and there is a sense of belonging.

3. The Organisational Character Index The ENTJ Organisation Extraverted – Focuses outward & responds to external stimuli Intuitive – Concerns itself with possibilities & attends to the big picture Thinking – Depends on impersonal procedures and principles Judging – Likes things spelt out and definite & seeks closure This type of organisation takes command of situations and acts decisively. Willpower rather than sensitivity drives its efforts. This organisation is often better with strategy than tactics. At its best, it is straightforward and unequivocal. At its worst, it is prescriptive and dogmatic.

4. The Organisational Character Index The ENFJ Organisation Extraverted – Focuses outward & responds to external stimuli Intuitive – Concerns itself with possibilities & attends to the big picture Feeling – Reaches conclusions on the basis of values and beliefs Judging – Likes things spelt out and definite & seeks closure This type of organisation is dynamic and has a positive, energetic style. It handles change better than many organisations and is characterised by a high degree of human interaction. It takes organisational cultures very seriously and values are cherished. Its style is proactive and it sets and achieves high goals.

5. The Organisational Character Index The ENFP Organisation Extraverted – Focuses outward & responds to external stimuli Intuitive – Concerns itself with possibilities & attends to the big picture Feeling – Reaches conclusions on the basis of values and beliefs Perceiving – Likes to keep options open & distrusts too much definition This organisation falls into 2 categories. Creative, which develops new ideas & products for people. Idealistic, which focuses on developing, serving or enlightening people. In both cases, such organisations see the possibilities in and for people. It has issues with detail and follow through, but the culture is innovative and experimental.

6. The Organisational Character Index The ENTP Organisation Extraverted – Focuses outward & responds to external stimuli Intuitive – Concerns itself with possibilities & attends to the big picture Thinking – Depends on impersonal procedures and principles Perceiving – Likes to keep options open & distrusts too much definition This organisation is an upbeat, can-do organisation that is best designing or inventing answers to difficult problems. It is challenged by the seemingly impossible and its passion for conceptualising and solving problems can turn work into a game. It values quickness and debate but dislikes structure and formality.

7. The Organisational Character Index The ESTP Organisation Extraverted – Focuses outward & responds to external stimuli Sensing – Concerns itself with actualities & attends to detail Thinking – Depends on impersonal procedures and principles Perceiving – Likes to keep options open & distrusts too much definition Whatever its formal business, this organisation is likely to have a somewhat entrepreneurial style. It is highly resourceful and thrives on its ability to manipulate the external environment in some way. Actions, not ideas are what count and it is good at quick, pragmatic analyses of situations.

8. The Organisational Character Index The ESFP Organisation Extraverted – Focuses outward & responds to external stimuli Sensing – Concerns itself with actualities & attends to detail Feeling – Reaches conclusions on the basis of values and beliefs Perceiving – Likes to keep options open & distrusts too much definition This organisation lives by giving clients & customers exactly what they want. It views almost everything it does as a form of entertainment, fast food or quick service. It is pragmatic and unconcerned with precedent or formal procedure. It has little tolerance for anxiety, stress and interpersonal tension.

9. The Organisational Character Index The ISTJ Organisation Introverted – Takes cues and draws power from within; is fairly closed Sensing – Concerns itself with actualities & attends to detail Thinking – Depends on impersonal procedures and principles Judging – Likes things spelt out and definite & seeks closure Outwardly, this appears to be the stablest of organisations due to the stability and reliability of its functional systems. Inwardly, it struggles with change and problems occasionally get out of hand before they are acknowledged. It moves slowly and deliberately. It won’t amaze, but it won’t disappoint either. It lives by schedules and meets deadlines.

10. The Organisational Character Index The ISFJ Organisation Introverted – Takes cues and draws power from within; is fairly closed Sensing – Concerns itself with actualities & attends to detail Feeling – Reaches conclusions on the basis of values and beliefs Judging – Likes things spelt out and definite & seeks closure It is at its best when it is doing something where hard work and responsibility count for a lot. It takes human issues seriously. It is traditional and not trendy. It follows tried and tested procedures and dislikes risk. It is a solid organisation and creates a sense of belonging for its employees.

11. The Organisational Character Index The INTJ Organisation Introverted – Takes cues and draws power from within; is fairly closed Intuitive – Concerns itself with possibilities & attends to the big picture Thinking – Depends on impersonal procedures and principles Judging – Likes things spelt out and definite & seeks closure This organisation is independent, innovative, iconoclastic and likely to regard itself as unique. Forceful and undeterred by conventional objections, it makes decisions quickly & accurately. It is pioneering and trail blazing and often discovers solutions where none appear obvious. It is strategic, not tactical and insensitive to the human aspects of whatever it is doing.

12. The Organisational Character Index The INFJ Organisation Introverted – Takes cues and draws power from within; is fairly closed Intuitive – Concerns itself with possibilities & attends to the big picture Feeling – Reaches conclusions on the basis of values and beliefs Judging – Likes things spelt out and definite & seeks closure This organisation operates quietly, but behind the scenes, there is a powerful commitment to the goals and values it espouses. Goals are value driven and beliefs define its purpose & strategy. It is committed to its employees and avoids internal & external conflict wherever possible. Its ordinary external appearance belies and internal strength of character & creativity.

13. The Organisational Character Index The INFP Organisation Introverted – Takes cues and draws power from within; is fairly closed Intuitive – Concerns itself with possibilities & attends to the big picture Feeling – Reaches conclusions on the basis of values and beliefs Perceiving – Likes to keep options open & distrusts too much definition This organisation is likely to be on a crusade of some kind, either overtly or covertly. Its motivation is not competitive but idealistic. The dream is to improve individual lives, or the world. Its values are powerful but unarticulated or poorly expressed. It is trusting and well-meaning and assumes that others also have its best interests at heart. It has a childlike naivety about it.

14. The Organisational Character Index The INTP Organisation Introverted – Takes cues and draws power from within; is fairly closed Intuitive – Concerns itself with possibilities & attends to the big picture Thinking – Depends on impersonal procedures and principles Perceiving – Likes to keep options open & distrusts too much definition This organisation is at its best dealing with systems and designs, from an understanding or creative perspective. It does not build or replicate products or engage in routine and repetitive activities. It actively seeks problems to be solved and loses interest once a solution is found. It is attuned to whatever is new and is often at the cutting edge in its field. It is highly intuitive, follows hunches and is a loner in the organisational world.

15. The Organisational Character Index The ISTP Organisation Introverted – Takes cues and draws power from within; is fairly closed Sensing – Concerns itself with actualities & attends to detail Thinking – Depends on impersonal procedures and principles Perceiving – Likes to keep options open & distrusts too much definition This is an egalitarian organisation, highly distrustful of hierarchy and formal authority. Its culture emphasises ‘doing your own thing’. It is spontaneous, quixotic and adventurous, willing to take risks and prone to impulsiveness. Its goal is solely to do something really and derive pleasure from doing so. This is usually around the mastery of a process, an art or a piece of equipment.

16. The Organisational Character Index The ISFP Organisation Introverted – Takes cues and draws power from within; is fairly closed Sensing – Concerns itself with actualities & attends to detail Feeling – Reaches conclusions on the basis of values and beliefs Perceiving – Likes to keep options open & distrusts too much definition The culture of this organisation is individualistic and emphasises expertise and grace. It is designed to enable individuals in some craft, art or profession to do what they do well, with limited interference from hierarchy or authority. Informality and lack of structure are the order of the day. Work is considered more of a game or a contest than the achievement of an outcome. It is anti-organisation and works best when part of a larger organisation.