Wherever they may be on the career ladder, people with the INTJ personality type (Architects) want to pursue their professional goals according to their own standards. And if any personality type has high standards for themselves, it’s almost certainly INTJs. They are innate problem-solvers who are always looking for better, more efficient ways to accomplish tasks.
In theory, this attitude makes for a model employee and coworker. And in many ways, they are exactly that. But these personalities may be harsh or dismissive toward coworkers they don’t respect – and unfortunately, losing their respect can be all too easy. In particular, INTJs may struggle to work with colleagues who prioritize convenience over innovation or socializing over success.
People with the INTJ personality type are known for their independence. They are not at all shy about taking initiative, correcting errors, or making improvements even to the most minor elements of a work project. Their worst nightmare would be a micromanaging boss who monopolizes their time with pointless meetings, insists on useless rules, or appraises employees’ performance based on how likable they seem rather than their actual merits.
Titles mean little to someone with the INTJ personality type, and they often struggle to defer to a manager they consider less intelligent than themselves. They might find it difficult to restrain themselves from offering their bosses feedback and criticism – an approach that, depending on the boss, can backfire. In the real world, not all bosses will be as logical or open-minded as INTJs might prefer. But that doesn’t mean that these personalities should allow a less-than-ideal manager to hold them back.
INTJs can use their creativity and ingenuity to expand their responsibilities and develop their expertise – even if they don’t have the independence that they crave. To do this, these personalities may need to prioritize building a productive and respectful relationship with their manager, no matter how far from perfect that person may be.
Few INTJs choose jobs that require constant teamwork or social interaction. To these individuals, most team-building techniques and group meetings are a waste of time. And chitchat, gossip, and office politics – well, those can be nothing short of workplace plagues. Even a brainstorming session, normally a delight for these sharp personalities, can become tedious if it just goes in circles without leading to clear action.
Fortunately, their determination and focus often enable people with this personality type to produce effective results, even without the help of others. That’s not to say that INTJs can’t work with others – in fact, they may achieve some of their greatest successes this way. Relentlessly curious and capable, they can make for excellent collaborators. These personalities may never enjoy pairing up with just anyone, but if they look more closely, they often find that many of their coworkers deserve their respect. And in the company of trusted colleagues, INTJs’ brainstorming sessions can become even more electric.
Though they may be surprised to hear it, INTJs can make great leaders. With their strategic mindsets, these personalities habitually orchestrate and administrate their tasks to perfection. Additionally, they rarely throw around their authority just to prove that they’re in charge. Instead, they look for ways to promote innovation and effectiveness – even if that means breaking with established hierarchies.
Generally speaking, INTJs prefer to treat those who work for them as equals. Rather than micromanaging, these personalities aim to direct broader strategies while letting other people handle day-to-day activities. That’s not to say they’re completely hands-off, however. INTJ bosses want to know exactly what’s going on and when, and they’re always ready to sit down and go over every tiny detail with their employees.
INTJ managers respect and reward proactive behavior, delegating responsibilities to employees with the strongest critical-thinking skills. But this independence isn’t just granted – it’s required. Employees who struggle to direct themselves – who just want to be told what to do – may have a hard time meeting these managers’ standards. And anyone who tries to cover up bad results with flattery or excuses is likely to be disappointed, as those strategies almost never fool people with this personality type.