As a seasoned Project Manager, I have found that the team you build can often make or break you. Hiring someone to perform specific tasks can sometimes be challenging. More often than not, one sifts through hundreds of resumes to find the qualifications one is looking for, only later to find that the person’s personality just doesn’t fit.
When it comes down to making a hiring decision many employers are looking for “fit”. The same would apply when building a project team. Unfortunately, many times we are not offered the opportunity to select our teams but rather are given individuals that have either volunteered or were volunteered to participate in our project.
When leading a new initiative, I like to use the Myers-Briggs Personality Test. It’s a tool that helps me strategize on how to best lead a new team. For example, if I have a lot of Js (Judgers), I know I have a short timeframe to build a good impression or if I have a lot of Es (Extroverts) and a small number of Is (Introverts), I will specifically ask the Is questions at the start of a meeting to help foster an open environment, especially if it’s a large team.
For those unfamiliar with the Myers-Briggs Personality Test, it’s a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. It’s a tool that’s been used by many large organizations to help individuals know their working preference. According to the Center for Applications of Psychological Type (CPP), approximately 2MM people a year take the Myers-Briggs Personality Test and it’s the most widely used personality inventory in history.
The test puts individuals into 16 categories as demonstrated in the below table: