How Personality Types can Affect Leadership at Work (2024)

FAQs

How does personality type affect leadership? ›

For example, a leader with a personality type associated with order and thoroughness might be more likely to prefer a directive-control leadership approach whereas a leader who tries to handle situations with due regard for others' feelings may tend to use a collaborative approach or an approach that would best fit the ...

Research on communication in the workplace has revealed that personality traits such as assertiveness, agreeableness, conscientiousness, and extroversion tend to increase the chance that someone will communicate at work. People with high self-esteem also are less likely to remain silent at work.

Personality affects all aspects of a person's performance, even how he reacts to situations on the job. Not every personality is suited for every job position, so it's important to recognize personality traits and pair employees with the duties that fit their personalities the best.

Extroverts are going to do best when they are in energetic, open settings. They like working in teams, they like dialogue and interaction. Introverts are the opposite. They are not going to like open offices, and they prefer to work alone.

In order to be effective, extroverted leaders need to dial down their intensity and make sure there is room for others to give input and feel valued. On the other hand, introverts may struggle being the center of attention and directing others, however they are often good at stepping back to let others shine.

As just about any manager or executive can attest, personality plays a defining role in leadership style. It determines not just what one is inclined to do in many situations but how problem-solving and communication are approached, one's appetite for risk, and much more.

A clash can occur when employees don't understand or accept differences in each other's personalities. An employee may think their colleague is rude because they have straightforward personality traits and tend to say whatever is on their mind. Employees' upbringing has a big impact on their personalities.

Not surprisingly, people who possess lower levels of agreeableness often demonstrate counterproductive workplace behaviors and experience less success in their careers. Neuroticism: This trait is often defined by one's tendency toward anxiety, depression, self-doubt and other negative feelings.

Personality affects both thinking and behavior. Some people are dutiful, so they take their responsibilities in life seriously, and always show up prepared and on time.

How does personality influence others? ›

Understanding the influence of personality can be difficult, as it affects a wide range of factors. Its impact on how people relate to each other, how they perform for example at work or how they deal with day-to-day situations is significant.

Our personality traits also cover areas like conscientiousness, decision-making, motivation, risk-taking, and how empathetic we are to others. These traits are important in the workplace; not just for job performance reasons, but also for fostering good relationships between coworkers.

Four personality types are more likely to become effective leaders. ISTJ, ESTJ, ENTJ, and INTJ account for roughly 78 percent of middle grade to flag rank officers in the United States military. All of these personality types include thinking and judging (TJ).

Those with Type A tendencies like to be on top of their game. Their competitiveness might push them to not only work hard but perform better than their peers. They're natural leaders who might lean toward an authoritative leadership style, enjoying having power and influence.

ESTJ (Extroverted + Sensing + Thinking + Judging)

This personality type can be described as people that are logical, assertive, decisive, and results-oriented. They make great leaders because they are natural-born leaders through their tendency to take charge. They are able to work in a diverse variety of industries.

According to meta-analysis made by Judge et al. (2002), extraversion was the trait with the strongest correlation with leadership, followed by conscientiousness and openness to experience (Snow-Andrade, 2023).