Type Dynamics Indicator

Type at Work Report

Jennifer Owen

PROFILING FOR SUCCESS T: 01628 637 338 E: info@profilingforsuccess.com W: www.profilingforsuccess.com

 Type at Work Report
Type Dynamics Indicator - I
Jennifer Owen

Introduction

This report gives an indication of your style and preferences based on your responses to the Type Dynamics
Indicator. The questionnaire is designed to identify some fundamental ways in which you differ from other people,
and has implications for your career development by helping you understand more about the way you approach
your work and your relationships. It is important, however, not to see your results in a limiting way, as there are
many jobs you may find satisfying whatever your preferences. Sometimes people like doing things outside of their
preferred style as this offers new challenges which introduce a sense of balance into their lives. This report can
help you explore the implications that follow from the preferences you have indicated. If these are accurate, the
report can give you ideas about your style, values, motivations and talents which, combined with your experience
and circumstances, can help you to make better short- and long-term career decisions.

Your Profile

Below is a graphic representation of your profile. It shows that your reported type is ISTJ – a style otherwise
known as the Inspector."

Very clear Clear Moderate Corridor Corridor Moderate Clear Very clear

E I
S N
T F
J P
Very clear Clear Moderate Corridor Corridor Moderate Clear Very clear

It is important to remember that this profile only represents the way you answered the questions. It is possible for
this to change as you develop your ideas about what is most important, natural and rewarding for you. Scores
which are Corridor are ones where you have been less clear and hence are more likely to have resulted in a
misclassification. You can use the detailed description below to help you consider some of the implications of the
reported style and its accuracy. If the profile does not seem accurate consider alternatives using the pen-portraits
in section describing the 16 personality types towards the end of this report.

Your most likely preferred style, based on your responses to the questionnaire, is refered to as the Inspector. The
following section describes the meaning and implications of this style in detail under the following headings:

1. A brief summary of your preferences

2. Why do you work?
3. What kind of work do you want?
4. What is your style of working?
5. Who do you want to work with?
6. How might others see you?
7. Your main assets
8. Areas to consider developing
9. Career ideas to explore

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As you read the report, make a note of what you agree with and where you disagree. Where you disagree it may
be because your answers were not reflecting your real style and motivation or it may be that it has
over-generalised from what is true of most people but which does not apply to you. Remember that the report is to
stimulate your thinking rather than to limit your choices.

1. A brief summary of your preferences

You indicated a preference for the Inspector style. This style is amongst the most dependable, dutiful,
responsible and loyal of all the types. Inspectors tend to have an eye for detail and often absorb, remember and
use much factual information. This can make them extremely valuable where there may be a tendency for vague
or fanciful action. They are at their best in jobs where results are tangible and measurable, where traditions are
safeguarded and where there is order and structure. Their need for order and certainty is what often propels
them to take charge. They can come across as quiet, sober and serious but, when you get to know them, they
often reveal a droll and idiosyncratic sense of humour.

2. Why do you work?

The purpose of work

Inspectors have a strong need to fulfil their sense of duty and loyalty. They combine this with a strong preference
for structure, efficiency and tangible results. This means that they seek roles that are well defined and form part
of a well-organised system designed to make steady and tangible progress. Seeing something done well is
usually more motivating than being spectacular or different. They value tradition and loyalty and are the ones
most likely to remain loyal to the established order. They abhor 'change for changes sake' and, when chaos
reigns, they endeavour to create order and structure taking charge if necessary to achieve this goal.

In summary

• Need to fulfil their sense of duty - to an organisation or to society as a whole

• Want to take responsibility and create order out of chaos
• Contribute to a valuable tradition in a stable, respected organisation
• Bring efficiency to processes which produce tangible outputs.

The work environment

Inspectors enjoy a purposeful atmosphere where people know what they need to do and get on with it. They do
not need the limelight and, in fact, may well shun it. They prefer an environment where they can get on with
things in a quiet and efficient way and can get very frustrated by inefficiency or where people talk too much in
vague and abstract language without focussing on the more immediate and practical aspects of the job in hand.

In summary

• Prefer clear purposes and roles

• Want to achieve but do not want the limelight or 'publicity'
• Prefer structure, clear roles, proper rewards and orderly career progression
• Likes systems and agreed operating procedures.

3. What kind of work do you want?

Types of activity

Inspectors are more inclined to fix than invent things. They enjoy getting things done and are wary of
generalisations, abstractions and theory. They are not usually drawn to academic or artistic activities, preferring
practical tasks with measurable outcomes - situations that can play to such strengths as patience, thoroughness,
checking and verifying. They like their work to be clearly set out, well structured and sequenced, following a
known order and with clear outcomes. Their patience and eye for detail means that they are well represented in
quality control and quality assurance roles - it is not for nothing that they are called Inspectors! They like things
to be clearly set out and well structured and do not respond well to uncertainty or lack of clarity. They prefer an
organisation with a defined management structure and hierarchy; they are capable both of giving and taking
orders and operate happily within a tight chain of command. They like to be in charge and run their own show -

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but always within the limits set for them.

In summary

• Practical rather than theoretical; fix rather than create

• Monitoring the known rather than creating the unknown
• Tangible and quantitative rather than abstract and qualitative
• Predictable - not at their best with uncertainty and may avoid spontaneity
• Clear rules and chain of command rather than free-for-all.

Types of contribution

Inspectors are amongst the most diligent, practical and persevering of types. They tend to be thorough, down to
earth, organised, hard working, painstaking, and patient with detail and routine. Rarely impulsive, once
committed to doing something they follow it through from beginning to end with a minimum of supervision. Then
they are hard to distract, discourage or stop. They do not quit unless experience, logic or the facts of a situation
convince them that they are on the wrong path.

In summary

• Attend to the practical and procedural

• Bring structure, organisation, hard work and determination
• Finishers who attend to the detail.

4. What is your style of working?

Managing time

Inspectors are happiest when time is carefully planned and structured. When committed they work long hours in
order to fulfil their duty and deliver their results. They are usually good judges of time and very punctual - and
they expect others to be the same, which can make them quite hard taskmasters at times. They value
completeness in all things and leave as little as possible to chance or the imagination and so are likely to have a
clear schedule for activities and delivery.

In summary

• Time managers who are orderly, self-disciplined and planned

• Concentrate deeply; should not be interrupted without warning
• Value punctuality, judge time required and are seldom late
• Respect schedules and delivery.

Getting results

In goal-setting they are very thorough both in laying out what is expected, and in checking to see that it has been
completed. They never give up until the facts and the logic show that their task is unachievable. This can mean
that, when they misjudge the situation, they persevere too long or they get over involved in the detail. However,
they usually have a well-developed eye for what is practical and their depth of concentration and eye for detail
mean that they can be very focussed on results. Inspectors can be relied on more than most other types to
persevere and achieve what they set out to do. The danger is that, in their determination, they do not always
notice when things have changed around them.

In summary

• Hard-working, will stay until the job is done

• Serious, thorough and enjoy positions of responsibility for delivery
• Loyal: put organisational goals ahead of personal goals
• Prefer finishing to starting (and can be relied on to carry things through)
• Masters of detail; find it hard to let go, can be perfectionists

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 • Like to get things nailed down, delivered and ticked off the list.

Managing change

Inspectors are the great implementers. They may be slow to see the need for change and uncomfortable with
uncertainty but they are the masters at seeing the practical implications. Those contemplating change would do
well to consult with an Inspector to ensure that the necessary details and processes have been considered.

In summary

• Implementers and finishers rather than creators and starters

• May need considerable convincing before accepting the need for change
• Attend to the practical elements that change agents often pass over
• Variety rather than change and evidence rather than intuition.

5. Who do you want to work with?

Interaction needs

Inspectors tend to be quite self-contained and able to get on with things on their own. They do not have a high
need for interaction and socialising and sometimes need to get away from busy or noisy environments so that
they can "hear themselves think". They are usually good at making clear boundaries such as between work and
leisure or between the needs of people and the needs of the task. They are more comfortable with people who
share their tastes, values and moral attitudes which tend to be more old-fashioned than most. One of these
values is often loyalty in relationships, and when someone has shown himself or herself to be worthy, Inspectors
can be outstandingly loyal, almost to a fault.

In summary

• Self-contained and do not need high levels of interaction

• Peace and quiet and a chance to get away from the noise and bustle
• Like to keep boundaries between home, work and different groups of people
• Give and expect tremendous loyalty from those they get close to
• Give respect to seniors - and expect it from juniors.

Relationship style

People tend to see Inspectors as quiet, self-contained and private. They dislike the limelight and can be slow in
making new contacts and friendships. This natural reserve sometimes means that they are seen as distant or
aloof and not likely to be described as 'a bundle of fun'. However, Inspectors often surprise people who bother to
get to know them because underneath the more sober exterior can be a strong and often idiosyncratic sense of
humour (though not one that others always share). Their reserve and patience in developing their relationships is
combined with a strong sense that people need to earn trust. This caution means that once you have befriended
an Inspector you will find a true and loyal friend. Do not expect to get very close in a short time with Inspectors.
They are wary of new ideas, and this applies to new people as well. Anything too 'touchy-feely' too early can
drive them away. They need more time than most to become assimilated into a new team and they often prefer
to be onlookers rather than the centre of attention.

In summary

• Appear sociable, but keep inner self well hidden

• Listen rather than talk and avoid the limelight
• Distrust weakness and emotion - but can be very supportive if they understand why support is needed
• Want things clearly spelled out: can have fun, but prefer it to be scheduled
• Prefer order to excitement and can be slow to get to know
• Reserved, self-controlled - can be a team player but works well alone.

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6. How might others see you?

As a leader

Inspectors often rise to senior positions in organisations and are respected and looked up to for their calmness
and stability. Their leadership style involves clarity and a focus on delivery. This works well in short-term,
operational roles but may lack inspiration when longer-term vision is required. They are generally seen as a 'safe
pair of hands' - courageous at re-establishing order and preserving the past, though less secure when it comes to
strategic decisions about the future.

In summary

• Respected for their calmness and stability

• Provide structure and reliability rather than vision
• Communicate carefully and thoroughly rather than inspirationally.

As a manager

Inspectors are seen by others as highly reliable and trustworthy and as a result frequently gravitate to positions of
responsibility. Consequently they are very numerous in management. Although often quiet and reserved, they
enjoy responsibility for people as well as for tasks and find it fulfilling to do it well. They are usually hard-working,
conscientious managers - the first in and last to leave the office - but they are also very clear that work is work
and play is play and each has a definite time and place. Their style tends to be structured and thorough. They
usually have clear goals and ensure that everything is going according to plan. They will delegate with clear
details and people rarely feel abandoned. Whilst this can feel very supportive, Inspectors must beware of
over-managing - of getting over involved in the details and not giving staff sufficient autonomy and freedom.

In summary

• More often confident when managing rather than leading

• Introduce clarity in the managing of performance and can be tough when people do not measure up or
deliver on their promises
• Delegate with clear details and expectations
• Safe pair of hands, keep the show on the road, broad shoulders.

As a decision-maker

Inspectors prefer to decide logically, coolly, without hurry, and often with reference to their own experience "I'll
believe it when I see it - but not before". They make their best decisions only after they have been able to gather
the facts and had the opportunity for careful reflection. They will then exercise their judgement and commit to a
course of action. Once a decision is reached in this way the idea of failing to honour or follow through is
unthinkable. This can make them extremely firm, determined and effective in tough situations. They may
sometimes benefit from loosening up and considering issues outside their own logic and values - some decisions
need more than cold logic.

In summary

• Happy to take responsibility and decisions when faced with logic, facts and precedent
• Need time to absorb - react badly to being pressured or 'bounced' into a decision
• Can be too impartial, neglecting personal needs and feelings
• See things in black and white - they don't do grey.

In resolving conflict

Inspectors approach conflict in a matter-of-fact way, applying a combination of logic and procedure. They will
point out the ground rules and appeal to clear, impartial criteria. However, they may find it hard to handle emotion
and subjectivity. They appeal to principles of fairness and they use tactics such as calling for cooling off periods
and arranging side meetings - which help to avoid the intensity of the moment. They can be a little inflexible when
dealing with the variety of people issues and may sometimes fail to other people's points of view. This dogged
determination, whilst of course a great strength, needs to be used with care because when misused, it can

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become highly entrenched and adversarial, causing them to miss alternative options and creative solutions which
could provide a fresh approach to the problem.

In summary

• Matter-of-fact: they tend not to be drawn into the emotions of the issue
• Emphasise fairness and appeal to logic
• Solid, reliable, dependable - but not always tolerant!

7. Your main assets

At their best

Inspectors are focussed, thorough, responsible, reliable, just, fair and self-motivated, drawing on a huge fund of
experience and sticking to the task through thick and thin. The things they bring are:

In summary

• Reliability and consistency of performance

• Consciousness and competence in managing details and facts
• Respect for tradition, hierarchy, procedure and commitment
• Getting things done in accord with agreed timescales and standards
• Working effectively and efficiently within organisation structures
• Effectively uses of logic and questioning attitude when things appear irrational or do not seem to fit.

8. Areas to consider developing

At their worst

They can be stuck in the past, allowing their determination and single-mindedness to become narrow-mindedness
or tunnel vision. Sometimes they are obdurately closed to new options and alternative ways of doing things
beyond the tried-and-tested. They must beware of getting stuck in the detail and remember that the past is not
always a guide to the future! The things to consider are:

In summary

• Developing greater flexibility and preparedness to adapt existing goals and procedures
• Learning to appreciate the need to challenge the existing system rather than dismissing people who do so
• Being more comfortable with abstractions and ambiguous situations
• Learning to suspend logical and critical judgement at times
• Learning to tolerate hunches and intuitive insights
• Being more demonstrative in showing appreciation when people do well
• Bending the rules, going with the flow, and suspending the desire to get decisions finalised and
implemented.

9. Career ideas to explore

Inspectors like to organise - which is why there are lots in organisations! It is the second-most common
managerial type. They need to feel that they are taking responsibility and being allowed to exercise it. Their
ability to master detail, think ideas through logically, and criticise objectively, ensures that others see them as
reliable and dependable as staff, as administrators, and as managers. Inspectors usually give of their best when:

The Role - allows them to exercise responsibility within clear limits, and to build on what they know already
rather than leaping into the unknown

The Environment - is stable and allows them to concentrate on what they are doing without too many

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interruptions

The People - are reliable, sensible, and respect systems and procedures

The work purpose - to get practical, measurable tasks done 'right first time'.

There are 16 types which means that, if they were all equally common, there would be about 6.25% of each type
in the existing population. In fact, Inspectors represent about 14% of the general population and about 20% of
managers in medium to large organisations. Such information can be useful when considering the types of
occupations Inspectors seem to choose. From the research it is possible to show which jobs Inspectors seem to
gravitate towards and which they gravitate away from. This can be a starting point in considering which jobs
Inspectors may feel attracted towards - and some of these findings have been summarised in the table below.

The left-hand column in the table shows occupations where there are more Inspectors than you would expect by
chance - and so we can infer that such occupations are more popular and satisfying. In the right-hand column are
occupations where there are fewer Inspectors than you would expect by chance - and so we can infer that such
occupations are less popular and satisfying.

More popular occupations Less popular occupations

• Accountancy and Book-keeping • Artists and Entertainers

• Armed Services • Counsellors
• Computer Specialists • Nurses
• Dentists • Psychologists
• Engineers • Religious Workers
• Farmers • Teachers (Arts subjects)
• Financial Services • Writers and Journalists
• Managers and Administrators
• Manufacturing
• Police
• Technicians

An examination of the above lists together with the descriptions earlier in this report can help an Inspector to
consider the extent to which their current job/role or future anticipated job/role fits their style and motivation.
However, it is important to remember that there are always exceptions to the rule. Some Inspectors are perfectly
happy in roles that, on the face of it, would not be their preferred environment. Sometimes the fact that they are
different from the other people around them is a motivation in itself. This report is intended to stimulate ideas
rather than prescribe solutions. Where an Inspector has a sense of dissatisfaction or is looking for ideas to
explore, the above can serve as a useful stimulus for change, a prompt to explore occupations not previously
considered or to ask searching questions about what the appeal of a particular occupation might be.

Notes on interpreting this report

Your most likely preferred style, based on the questionnaire, has been given the name Inspector: i.e. Introvert,
Sensing, Thinking and Judging (ISTJ). To understand more about this letter classification, you can purchase
'Psychological Type – Understanding yourself and others' available from Team Focus Ltd (email:
teamfocus@teamfocus.co.uk).

This report has explained the meaning and implications of this style in detail, but, do bear in mind that, whilst the
Inspector may be your most natural, characteristic or preferred style, it does not mean it is the only style you use.
Everyone has a need to play a variety of roles which demand different styles and we all show some variety and
flexibility in doing so. Consider a sports analogy where a 100-metre runner is asked to run a Marathon. Of course
they can do so and there is no doubt that practice and training will make it easier. However, a natural sprinter will
probably never achieve as highly if they switch to long-distance events. The parallel is between finding your most
natural sporting event and finding your most natural personal style. The prize is to be able to maximise your

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potential.

Whilst this questionnaire did not claim to measure any innately preferred style, it did ask you to identify what
comes most naturally to you. Hopefully the report will reflect things that you can identify with. However, if the
results do not seem to fit, then it may be useful to consider why you answered the way you did and what
pressures you may have which influence your stated preferences – perhaps work demands and aspirations,
perhaps historical or parental values and wishes – all of which complicate the way in which we are or try to be.
Also bear in mind that the questionnaire does not measure your range and flexibility. You may see yourself as
exercising a wide variety of styles. This questionnaire is simply trying to identify the one which is most natural or
more fundamental in creating your identity. It is intended as a starting point to help you think more carefully about
who you are and what will bring you the most satisfaction in your life and your career.

Whatever your results remember that there is neither good nor bad in what comes out. The results are simply
reflecting how you see yourself and drawing implications which may help you gain some insights and provide you
with some suggestions. It is usually useful to discuss your results with someone who can help you clarify what
you do, why you do it, how you might come across to others and what might be the most natural and enjoyable
way to be. This is especially useful if they are trained in understanding the depth behind this questionnaire since
this can add much greater understanding to the results presented here. You may find that this helps beyond just
the question of your career and could help you to consider other areas such as your relationships, your leisure
and how you spend your time at home.

Finally, if you have any questions about this report or would like a consultation to discuss your results further, then
please email us at info@teamfocus.co.uk.

Exploring how you feel about work

To help you think about work and your career development, you can write down below the name of either your
current or a previous job and then the name of a future job you are considering. Then, list below these all the
things you like about each.

My current/previous job is called My next/future job I would describe as

What I like is: What I would like is:

Now rate the overall level of satisfaction you feel or imagine you would feel for each of the following.

• In my current/previous work experiences I have been satisfied

Not at all 1 2 3 4 5 6 7 8 9 10 Fully

Write down what prevents the above score from being lower!

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 • In my next work experiences I expect to be satisfied

Not at all 1 2 3 4 5 6 7 8 9 10 Fully

Write down what prevents the above score from being lower!

Thinking about your current / previous work experiences and a future job you are considering may give you an
idea of how much you want to change, and how much you feel change is or is not possible within your current
role. Use the suggestions about your preference, needs and styles given in this report to help you consider your
career development and potential need for change in more detail.

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 The 16 Personality Types

The chart below provides a summary of each of the 16 personality styles. You can use this to compare your own
preferred style with styles which other people may prefer and also, if you did the 'IW' version of the questionnaire,
to compare your preferred style with your ideal style if the two are different.

Inspector (ISTJ) Inspectors Protector (ISFJ) Protectors Guide (INFJ) Guides are Investigator (INTJ)
are careful, thoughtful and are patient, modest and warm, imaginative and Investigators are innovative
systematic. Outwardly diligent. They show great amiable. They can be visionaries with a
composed and compassion and support for guarded in expressing their determination to achieve
matter-of-fact, they can be others - often by taking care own feelings but they show results. They can be highly
people of few words. of the day-to-day practical high levels of concern and independent, needing a
However, they are details. They are not support for others. They great deal of autonomy.
dependable, loyal and particularly interested in also like to get things Their clear-sightedness and
precise, making sure that logical or technical things, organised and completed. In willingness to take decisions
responsibilities are taken preferring a more personal fact, when their values - makes them conceptual,
seriously and that work is touch and they enjoy being often involving people and goal-focussed and visionary
completed steadily and helpful, persistent, social improvement - are leaders. They come across
systematically. organised and thorough. aligned with their work they as tough and incisive but
can become extremely perhaps lacking the
persistent but without losing personal touch.
the personal touch.

Surveyor (ISTP) Surveyors Supporter (ISFP) Idealist (INFP) Idealists are Architect (INTP) Architects
enjoy roles requiring action Supporters are quiet, drawn towards others who are great thinkers and
and expertise. Socially friendly people who do not share their values and who problem solvers. Usually
reverved but loving action, need to force themselves, or feel deeply about certain quiet and reflective, they like
they can be highly energetic their views, on others. issues. These issues guide to be left to work things out
when their interest is Caring and sensitive, they them in their life and at their own pace. They can
aroused. They work towards accept people and life's relationships. When all is be complex, theoretical,
tangible goals in a logical realities as they are. They going well they are seen as curious and prone to
and practical way. They deal do not need to over-analyse warm and gracious seeking underlying
well with the unexpected but but live for the present, individuals who care deeply principles and fundamental
can become impulsive and being personable, adaptable and who contribute understanding.
detached. and sometimes interesting ideas and values.
disorganised.

Trouble-Shooter (ESTP) Energiser (ESFP) Improviser (ENFP) Catalyst (ENTP) Catalysts

Trouble-Shooters are Energisers are drawn Improvisers are personable, are energetic change
sociable, confident and towards others, living their imaginative and sociable agents who are always
adaptable pragmatists. They life by engaging, interacting types. Willing to turn their looking for a new angle.
love action and happily use and bringing optimism, hand to anything, they enjoy Often pioneers and
their experience to make hope, warmth and fun to the exploring ideas and building promoters of change, they
things happen. Often situations they encounter. relationships. Their style is look for active environments
charming, straightforward They seek people and generally enthusiastic, where they can discuss and
and energetic they live on action, are always ready to engaging and persuasive, debate new ideas. When
the edge, treating life as an join in themselves and tending to be spontaneous with people they inject
adventure. usually create a buzz which and flexible rather than energy, innovation and fun
encourages others to get structured and detailed. into their activities.
involved.

Co-ordinator (ESTJ) Harmoniser (ESFJ) Adviser (ENFJ) Advisers Executive (ENTJ)

Co-ordinators are Harmonisers are sociable, are enthusiastic, personable Executives are direct,
systematic and friendly and persevering. and responsive types who goal-focussed people who
delivery-focussed. They like They bring compassion and place the highest value on seek to influence and get
to take charge and get a focus on others which building relationships and results. They value good
results. Their style will creates a warm and showing commitment to reasoning and intellectual
generally be steady and supportive environment. people. Generally challenges. They seek to
organised and they are Generally organised and comfortable in groups, they achieve results and can be
often described as tough, able to attend to practical can be good with words, tough, visionary leaders who
but efficient, leaders. issues, they are nurturing, happy to express their make things happen
Practical, rational and loyal and sympathetic, whilst feelings and strong in the
efficient they may neglect keeping a clear focus on promotion of their values.
people's feelings and may getting things done.
not champion change.

Date assessed: 21/10/2010 Profiling for Success is published by Team Focus Ltd.

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