Using 16 Types as a Manager

Ideas for utilizing the 16 Types Assessment to optimize your teams collaboration and performance.

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Written by Team
Updated over a week ago

Did you know that over 80% of Fortune 500 companies use some version of Carl Jung’s research today?

Cloverleaf’s 16 Types is based on the principles of humanistic psychologist Carl Jung. There are several versions of assessments based on Carl Jung’s research.

The content of these assessments is thematically the same, although some wording may differ. 16 Types is a great tool to use for developmental purposes in the workplace.

Effective Ways To Use 16 Types At Work

Develop self-awareness as an employee or manager.

Self-awareness is essential to self-development, and with self-development you can work to become the best version of yourself.

As a manager, you can use your 16 Types Insights from the Cloverleaf platform to identify ways you typically approach the world, and then use that information to develop yourself.

For example, I align more with Judging than Perceiving, and tend to miss new information because I get hyper-focused on working through my list of tasks. This information enables me to pay special attention to details and get out of the tunnel vision mindset!

Help your team be more creative.

The wider the variety of 16 Types represented across your organization, the more perspectives you will be drawing from.

If you call on four ISTJs, it is likely that they will approach the project similarly. But, if you call on an ISTJ, ENFP, INFP, and ESTJ, there will be four different perspectives, approaches, and behaviors.

For creative projects, you want to have people from as many areas of the 16 Types grid as possible. For straightforward, regimented projects, you want teammates who share similarities. Cloverleaf allows you to see all members of your team on an aggregate grid so that you can make the best people decisions for your projects.

Lead your remote workers.

People who are more extroverted tend to be more likely to experience telecommuting (remote work) burnout than introverts.

Therefore, it is important to pay special attention to extroverts on your team to help them avoid telecommuting burnout.

You can look at your team grid on the Cloverleaf platform to identify which remote workers need more frequent check-ins from you and their team. Cloverleaf makes it easy to help foster an environment of productivity, whether your team is all onsite, blended, or remote!

Three Additional Things To Note About 16 Types:

  • 16 Types is not designed to predict people’s performance.

    You should not predict employees’ behavior from their 16 Types profiles alone. 16 Types is not a diagnostic test. It provides ranges of tendencies and preferences, not hard-and-fast rules about individuals’ behavior.

  • 16 Types is not designed to aid in making hiring decisions.

    This assessment was not designed to be used in deciding who to hire. Organizations could get in legal trouble if they use 16 Types to make hiring decisions. You should never exclude a recruit from hiring consideration because they are the “wrong type” for a particular job. As we know, people’s types are flexible! Which leads us to our final point…

  • 16 Types is not designed to stereotype people or put people in boxes.

    This assessment is a flexible collection of continuums. Each factor (for example, introversion/extraversion) is a continuum with poles.

    People can flex their type and shift from one end of the scale to the other, depending on the demands of the situation.

    Just because someone tends toward extraversion doesn’t mean they will always behave like an extravert. Just as no two people are the same, no two INFPs are the same!

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