How to Run Meetings for Different Personalities at Work

Table of Contents

Table of Contents


Individual variances in common ways of thinking, feeling, and acting are referred to as personalities. Two major topics in this area are the focus of personality research: Understanding how people vary from one another in certain personality traits, like friendliness or irritation, is one. Understanding how a person’s numerous components work together to form their totality is the other.
The manner in which we characterise the characteristics of other individuals may be used as an example of personality. For instance, “They are devoted and protective of their friends,” or “She is kind, compassionate, but a little bit of a perfectionist.”
The Latin term persona, from which the English word “personality” is derived, describes a theatrical mask used by players to either portray multiple characters or conceal their identity. While there are many distinct definitions of personality, the majority place a strong emphasis on the traits and patterns of conduct that may be used to anticipate and understand a person’s behaviour. A person’s personality may be explained in terms of a wide range of factors, from hereditary impacts to the influence of their environment and experiences.

What are The 4 Different Types Of Personality At The Workplace?

According to type theories, there are only a few personality types that are connected to biological factors.  DISC.

Big Five Factor.

  • According to one idea, there are four different personality types. As follows:
  • Type A: Perfectionist, impatient, competitive, work-obsessed, aggressive, stressed
  • Type B: Calm under pressure, even-tempered, adaptable, creative, patient, and prone to procrastination
  • Type C: Struggles to express emotions and is very diligent and a perfectionist (positive and negative).
  • Type D: Appearing gloomy and dismal, worrying, depressed, irritable, pessimistic, avoiding social settings, lacking confidence, fear of rejection.

What Role Does MBTI (not clinically validate but still helpful as said the peoples.)Play In Improving The Workplace?

The Myers-Briggs hypothesis is one of several other well-liked personality type hypotheses. Based on a person’s position on four continuums—introversion-extraversion, sensing-intuition, thinking-feeling, and judging-perceiving—the Myers-Briggs Personality Type Indicator determines their personality.

Image of MBTI with Reference of the Site

You are given one of 16 personality types after the Myers-Briggs test. These personality types include, for example:

  • ISTJ: Introverted, sensing, thinking, and judging. This personality type tends to be orderly and analytical, as well as judgemental and diligent workers who cherish simplicity, adore routines, and uphold principles such as integrity, diligence, and social responsibility. They are dependable, restrained, and quiet.
  • INFP: Introverted, intuitive, feeling, and perceiving. They usually have high ideals and are sensitive to others’ emotions. Creatives with moral principles who are subtly assertive, perceptive about others, and considerate about the sentiments of others. They often have a lot of great ideas and are profound thinkers.
  • ESTJ: Extroverted, sensing, thinking, and judging. They often take charge and care about abiding by the law. It is made up of conventional, structured, diligent, systematic, and devoted decision-makers who are pragmatists. They would make the seasoned captain if your company were a squad of athletes.
  • ENFJ: Extroverted, intuitive, feeling, and judging. They are regarded as “givers” because they are kind and devoted, however, they may also be too protective. Creatives with moral principles who are subtly assertive, perceptive about others, and considerate of the sentiments of others. They often have a lot of great ideas and are profound thinkers.

How to handle the many personalities at work?

Acceptance of Different personality types at workplace. do with examples

  • Determine the personality type of your employee.

Knowing the personality types of your employees is the first step in learning how to handle them in the workplace. It will be a lot simpler to manage your staff if you can determine whether they are thinkers or feelers. Feelers make judgments based on connections rather than reasoning and prioritise what is “good” above what is beneficial for the team, while thinkers are more likely to base their decisions exclusively on logic. When someone disagrees with them, the next time, observe how they respond to get an idea of which type they most closely resemble.

  • Establish a connection with your team. know the need of the person like for introverts. 

You might attempt first developing a friendship with them if you want to connect with individuals who have diverse personalities. By being courteous, expressing your gratitude, and talking with your team, you may develop these connections. If you’re successful, you could be astonished by how devoted they end up becoming. Relationships and outcomes are entwined and even interdependent.

  • Work together on personal aspirations and ambitions. try to learn from complementary people. Seek help from different people and help them too. 

People feel average about their professions when they do poor work, and praise won’t help them break out of this rut. Since they are aware that their management has a low standard, so do they. Regarding the work product, they also have a neutral opinion.Instead, work together with your staff to set achievable goals and objectives. Because most employees, particularly those who dislike management, feel this way because they are self-reliant and innovative. Make use of their personality types and corresponding talents.

Staff, Employee and colleague change to team.

  • Learn what inspires your staff.

It’s critical to understand what drives your personnel. Younger employees prioritise independence, flexibility, and trust as essential elements in their ideal workplace.

Because this group is known to prefer mentorships with their supervisors, be prepared to provide them frequent feedback rather than yearly evaluations. Create leadership development programmes instead, so that your younger employees are educated to go above and beyond the requirements of their job descriptions instead of just being told what to do.

  • Don’t let things get to you.

If you want to effectively manage various personality types in a team, particularly if they hate hierarchy, you need to keep in mind that you shouldn’t take their unwillingness to follow your instructions personally. Once you understand their personalities and gain their trust, you will start to observe improvements.

What Personality Kinds Are Present In Meetings?

  1. The wanderer

More than others, some individuals speak a lot. However, a participant’s completely pointless babbling might have a bad effect on your gathering. It may result in a lengthier meeting with less concentration. Make sure the meeting has a clear agenda with the subjects being discussed posted on a screen. You may bring attention back to the current issue when someone rambles on and loses concentration.

  • The subdued

Some individuals have brilliant ideas but never express them. This is undesirable since you want to make sure that everyone there is equally interested. What can you do, then, to encourage these individuals to speak up? Here are a few concepts:

Before starting the general conversation, give everyone five minutes to jot down their thoughts or ideas in a quiet brainstorm.

Smaller groups may be formed so that individuals can talk; bigger groups may make shyer people uncomfortable speaking out.

Another strategy may be to have a private conversation with a reserved person and emphasise the value of each person’s contributions. Tell them you’re interested in hearing their opinions and ask them to present their (interesting) concept at the next meeting.

  • The juggler

You may be surprised to learn that the typical meeting attendee has brought other work to a meeting 73% of the time. Even though they are referred to as attendees, these persons are not taking part. The meeting is not holding their attention. How can this be resolved? Inform participants to leave any potential distractions at their desks and to only bring what they absolutely need. Additionally, keep the meeting to a manageable length so that attendees won’t feel like they are wasting time that they might be using for anything else.

  • The tyrant

Known also as the Know-it-all, This individual can believe that he is speaking to just himself and that everyone else is his audience. Make careful to start asking questions to specific individuals when you sense someone is dominating the discussion by chatting nonstop. Beginning with “How do the rest of you feel about that idea?” and “Okay, that’s a valid point; may we go on to someone else?” The idea is to get other individuals involved.

  • The unfavourable

You can tell you have a Negative Nancy in your meeting when the same individual keeps saying, “This will never work.” Now what? Sometimes, that’s all that’s required to change someone’s behaviour. The best course of action is to determine if the other person has a point. If not, challenge them by offering encouraging comments. You may speak with this individual in private and request that they consider their response first. They may not have been aware of how often they are negative.

With various meeting personalities, it might be challenging to keep a meeting on schedule. Set up your meeting with an agenda and a time limit to start. There won’t be much space for conflicting personalities as a result. It’s crucial to pay attention to who is speaking during a meeting so that you can identify when anything is off.

not scientifically validated. But this a humorous take on workplace archetypes.

How to Handle Conflicting Personalities in Meetings at Work?

  • Agreeable: Shows empathy, cares about others, and appreciates lending a hand. Being agreeable reveals a person’s need for approval from others. They are empathetic, friendly, loving, and inclined to volunteer and act in a pro-social way.
  • Conscientiousness: High degrees of consideration, sound impulse control, and goal-directed actions. People that are conscious, put forth a lot of effort, desire to finish the things they start, and adhere to regulations. They are driven, ambitious, and like making plans ahead.
  • Eager to please: Passive, accommodative, and compliant.
  • Extraversion: Excitation, friendliness, talkativeness, assertiveness, and a high level of emotional expressiveness are all traits of extraversion. People that are extroverted like being around other people. They are regarded as outgoing, affable, friendly, and fun-loving people who get their energy from interacting with others.
  • Introversion: reserved, quiet.
  • Neuroticism: Struggles to recover from stressful situations, experiences stress and significant mood swings, worries about many things, worries quickly, and feels nervous. High neurotic individuals worry a lot and are uneasy, self-conscious, and irritable. When individuals get irate or outraged with others, this instability may lead to issues at work.
  • Openness: Highly imaginative, willing to try new things, and focused on taking on new tasks. People’s openness reveals their readiness to explore novel ideas. They have many interests, are creative, innovative, and risk-takers, and often prefer diversity over set routines.


Employees with a variety of personalities can help create a productive workplace where everyone feels appreciated for their unique skills and abilities. It is your responsibility as a company owner to see to it that you create an environment where an employee’s personality is effectively channelled. Because different people have different temperaments, even two calm workers won’t always react or behave in the same manner. Although collaborating with diverse individuals sometimes presents difficulties, it may also be advantageous since it promotes balance. At work, developing an appreciation for the various team personality types may help foster a healthy atmosphere with fewer personality-related stressors and misunderstandings.


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