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The MBTI™ has helped leaders understand how easily misunderstandings can occur between
people with different preferences. For example, a leader might receive an e-mail message that he
Research reveals some interesting, although tentative, findings. For example, although
extroversion is often considered an important trait for a leader, leaders in the real world are about
equally divided between introverts and extroverts. In regard to the sensing versus intuition
dimension, data reveal that sensing types are in the majority in fields where the focus is on the
New Leader Action Memo: Go to Leader’s Self-Insight 4.5, on page 27 at the end of this
chapter, to complete an exercise that will identify your preferences for the four pairs of
attributes identified by the MBTI™ assessment.
Discussion Question #10: Hallmark Cards discovered that its mid- and upper-level managers
were primarily thinking types, but top executives displayed primarily feeling preferences. Why do
you think this might be?
Notes_________________________________________________________________________
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Leadership Challenge # 7: Understand how to lead and work with people with varied
personality traits.
VI. Working with Different Personality Types
Personality differences can create an innovative environment but also lead to stress, conflict, and
negative feelings. Leaders can work more effectively with different personality types by
following some simple guidelines:
Understand your own personality and how you react to others. Leaders should avoid judging
people based on limited knowledge, and realize that everyone has different facets to their
personality.
Discussion Question #4: The chapter suggests that one way to work effectively with different
personalities is to treat everyone with respect. How might a leader deal with a subordinate who
is perpetually rude, insensitive, and disrespectful to others?
Notes_________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Discussion Questions
Do you agree that self-awareness is essential for being a good leader? Can you think of some
specific negative consequences that might result from a leader not having self-awareness?
Students’ answers may vary. Many of them may say that self-awareness is very much essential
for being a good leader. Self-awareness means being aware of the internal aspects of one’s
nature, such as personality traits, emotions, values, attitudes, and perceptions, and appreciating
how your patterns affect other people. When leaders deeply understand themselves, they remain
Extroversion is often considered a “good” quality for a leader to have. Why might introversion
be considered an equally positive quality?
Not all effective leaders have a high degree of extroversion. A high degree of dominance,
associated with extroversion, could even be detrimental to effective leadership if not tempered by
A survey found that 79 percent of CEOs surveyed fall into the category of being “highly
optimistic,” whereas a much lower percentage of chief financial officers were rated as highly
optimistic. Do you think these differences reflect personality characteristics or the different
requirements of the two jobs? Discuss.
Students’ answers will differ. Some of them may say that the difference reflects personality
characteristics. A personality attribute that has a significant impact on behavior on leadership is
locus of control. Some people believe that their actions can strongly affect what happens to them.
The chapter suggests that one way to work effectively with different personalities is to treat
everyone with respect. How might a leader deal with a subordinate who is perpetually rude,
insensitive, and disrespectful to others?
A good approach to take with a subordinate whose personality type is widely different from the
leader’s (e.g., rude, insensitive, and disrespectful) is to clarify questions every time there’s a
potential for miscommunication. The leader should follow up each question or request with a
What might be some reasons the dimension of “openness to experience” correlates so strongly
with historians’ ratings of the greatest U.S. presidents but has been less strongly associated with
business leaders? Do you think this personality dimension might be more important for business
leaders of today than it was in the past? Discuss.
Open-mindedness is important for a president because leadership is about change. Thomas
Jefferson needed open-mindedness when he wrote the Declaration of Independence because the
colonies were severing ties with England, changing their form of government, and building a
Leaders in many of today’s organizations use the results of personality testing to make hiring
and promotion decisions. Discuss some of the pros and cons of this approach.
One of the pros of the approach is that personality testing can place an employee in a job that
suits his personality under a leader whose style fits his/her personality. Differences in personality
Some of the cons of the approach are:
Leaders and followers can change and require different kinds of leadership styles.
Also, the test instruments are not perfect.
Herrmann believes people can learn to use their “whole brain,” rather than relying only on one or
two quadrants. His research indicates that very few, if any, individuals can be wholly balanced
From Leader’s Self-Insight 4.3, identify four or five values (either instrumental or end values)
that could be a source of conflict between leaders and followers. Explain.
Values affect how leaders relate to others. A leader who values obedience, conformity, and
politeness may have a difficult time understanding and appreciated a follower who is self-reliant,
Do you believe understanding your preferences according to the whole brain model can help you
be a better leader? Discuss.
Students’ answers will differ. Some of them may believe that understanding the preferences
according to the whole brain model can help people be a better leader. First a person can assess
personal preferences and determine the dominant quadrants. Each quadrant is associated with
specific leader behavior. However, Hermann suggests that people can learn to use the “whole
How can leader use an understanding of brain dominance to improve the functioning of the
organization?
Understanding that individuals have different thinking styles helps leaders be more effective in
interacting with followers. Some leaders act as if everyone responds to the same material and
Hallmark Cards discovered that its mid- and upper-level managers were primarily thinking
types, but top executives displayed primarily feeling preferences. Why do you think this might
be?
Students’ answers for this question may vary. Some may say that thinking types rely on logic
and tend to be very objective in decision making. This is important for a leader who must treat
Teaching Tools and Exercises
Leader’s Bookshelf: Quiet: The Power of Introverts in a World That Can’t Stop Talking by Susan
Cain
From kindergarten on in the United States, students are pressured to be more outgoing and speak
up more in class. In college, grades are sometimes based on class participation, and students who
don’t forcefully push their ideas get sidelined. No wonder by the time we get to the workplace,
Misconceptions About Introverts
Cain’s thoughtful examination, using research studies, historical examples, and individual
stories, explodes some of the myths about introversion.
Introverts are shy and antisocial.
Introverts have a personality flaw.
Introverts don’t make good leaders.
Can’t We All Just Get Along?
No one is totally an introvert or an extrovert. Each of us falls somewhere along a continuum on
the scale of introversion–extroversion. The problem, Cain says, is the tendency in the United
Debate: Personality and ability have major implications for how people feel, think, and behave in
organizations. Now that you have a good understanding of these individual differences, debate the
following issues.
Team A. Organizations should hire prospective employees on the basis of their personality traits.
Team B. Organizations should not select or hire prospective employees on the basis of their
personality traits.
Leadership at Work: Past and Future
Draw a life line below that marks high and low experiences during your life. Think of key
decisions, defining moments, peak experiences, and major disappointments that shaped who you
are today. Draw the line from left to right, and identify each high and low point with a word or
two.
Birth Year: Today’s Date:
What made these valued experiences? How did they shape who you are today?
Now take the long view of your life. In 10-year increments, write below the leader experiences
you want to have. Provide a brief past-tense description of each decade.
What personal skills and strengths will you use to achieve the future?
Leadership Development: Cases for Analysis
I. A Nice Manager
Synopsis
Chisum Industries’ management promotion process was a benchmark for providing lateral
moves as well as promotion to the next level within the company. With offices, plants, and
warehouses located in seven Texas cities, opportunities for the best and brightest were extensive
for middle management employees. The process invited candidates to explore goals, strengths,
and weaknesses and to recount real-life scenarios and accomplishments. The selection team also
Case questions and answers
What does nice mean to you? Do you think nice is a good trait for leaders or the kiss of death?
Students’ answers may vary for this question. Some may say that the word nice means having a
good relationship with the employees. Just being nice to employees will not be considered a
Is nice related to any concepts in the chapter, such as one of the big five personality dimensions,
Myers–Briggs components, or left–right brain dominance? Discuss.
Students’ answers may vary. Some may say that a nice manager might not have a very high
If Harry is passed over for promotion, what feedback and advice would you give him about how
to improve his leadership skills for possible future promotion?
Students’ answers may vary. Some may say that, Harry must learn to manage his employees and
II. Environmental Designs International
Synopsis
Carver was a highly skilled architect and responsible for managing a team of designers in
Environmental Designs International’s (EDI) Chicago office. Although his abrupt personality
had helped him climb the corporate ladder, his intimidating communication style was beginning
to create problems and hamper his ability to get results. Carver learned in his performance
Case questions and answers
At the senior management level, you get hired for competence. You get fired for personality.” In
your opinion, is this statement true or false? How does it relate to Barry Carver and his current
leadership style?
Students’ answers may differ. Many of them may say that the statement is true. Once a person
assumes a senior management position, it is imperative to get followers on board to carry out the
corporate ladder, Carver’s intimidating communication style created problems and hampered his
ability to get results.
Identify the behaviors described in this case that were damaging to Barry Carver’s work
relationships. Why would a manager behave this way? What negative consequences did these
behaviors have on his peers and subordinates?
The behaviors that were damaging to Barry Carver’s work relationships were abruptness,
intimidation, insensitivity, alienating his peers, and displaying anger.
A manger with the personality attribute of authoritarianism would behave this way. Individuals,
like Barry Carver, who have a high degree of this personality trait tend to adhere to conventional
rules and values, obey established authority, respect power and toughness, judge others critically,
How realistic is it that Carver (or anyone) can change his own leadership skills? What kind of
help might he need?
Students’ answers may differ. If an individual is made aware of his leadership skills, it is
possible to change them particularly with management education or an executive coach.
Sensitive to the growing animosity toward him, Carver reconsidered how he interacted with his
Digital Homework Grid
Case Assessment Questions
Topic
Category
Jennifer heads the finance
team of Smith Inc. She is
silent, reserved, and
apprehensive of contact with
Leadership Challenge #2
Perform
people. She prefers to be
alone and does not like
discussing her life with
others. She tends to think
analytically, makes decisions
carefully, and is dedicated to
all her tasks till she
completes them. In the
context of the Big Five
personality dimensions, this
indicates that Jennifer
scores:
a. low on conscientiousness.
Cathy is the assistant sales
manager of Scott Corp. She
is outgoing, merry, and
enjoys meeting new people.
She does not have any
inhibitions while interacting
with new people. She is also
responsible and dependable.
She also maintains positive
relationships with all her
subordinates and trusts them.
In the context of the Big Five
personality dimensions, this
scenario indicates that Cathy
scores:
a. low on agreeableness and
openness to experience.
b. high on extroversion,
conscientiousness, and
emotional stability.
c. low on emotional stability
and conscientiousness.
d. high on dominance,
neuroticism, and
authoritarianism.
Leadership Challenge #2
Perform
Frank heads the marketing
Leadership Challenge #4
Perform
team of Brooke Corp. He is
confident and positive about
his aspirations, but is very
skeptical of the motives of
others. He holds that an
average individual does not
like to work and does not
have the willingness to be
accountable for his or her
work. He thinks that people
will execute their tasks only
if they are forced or
threatened. This information
implies that Frank subscribes
to the assumptions of _____.
a. Theory Y
Homework Questions
Topic
Category
Which of the following is an
example of a leader who is a
perpetual jerk?
a. Annie executes her leadership role
by trying to please everyone.
b. Annie tends to be too nice while
leading her followers.
c. Annie tends to bully, humiliate, and
emotionally abuse others.
d. Annie cannot tolerate even a mild
degree of conflict.
Leadership Challenge #1
Connect
Which of the following is an
example of a leader with a blind spot
of being too nice?
a. Jennifer tends to bully, humiliate,
and emotionally abuse others.
b. Jennifer cannot tolerate even a mild
degree of conflict.
Leadership Challenge #1
Connect
Given below are a few scenarios
depicting individuals with the Big
Five personality dimensions. Drag
and drop the options below into the
illustrated box categorizing them
into scenarios or personality
dimensions.
Answer Options: Nicole heads the
administrative department of an
academic institution. She tends to be
reserved, detached, and unsociable.
She likes to engage in solitary
activities rather than team
activities/High internal locus of
control/David is the assistant
manager of a bank. He tends to be
rude, cold, and thick-skinned while
interacting with his coworkers. He
does not care about the feelings of
his subordinates/High levels of
conscientiousness/Justin heads the
sales team of an insurance
corporation. He is highly
responsible, independent, and hard
working. He sets a few concrete
goals and strives to achieve them
successfully/Low degree of
emotional stability/Michelle tends to
be anxious and apprehensive before
Leadership Challenge #2
Perform
conversations with different people,
and so on/Low degree of
agreeableness/Frank heads the
finance team of a firm. He believes
that his actions will entirely establish
if he will succeed or fail while
executing his tasks. When he sets
goals, he is absolutely sure that he
will achieve them because he makes
sure that he follows through on
SCENARIOS
BIG FIVE
PERSONALITY
DIMENSIONS
Nicole heads
the
administrative
department of
an academic
institution. She
activities.
Low degree of
extroversion
David is the
assistant
manager of a
bank. He tends
Low degree of
agreeableness
to be rude,
cold, and thick-
skinned while
interacting
with his
Justin heads
the sales team
of an insurance
corporation.
He is highly
responsible,
independent,
and hard
working. He
sets a few
concrete goals
and strives to
achieve them
successfully.
High levels of
conscientiousn
ess
Michelle tends
to be anxious
and
apprehensive
before she
starts leading a
project. She
generally has
low self-
assurance and
is always
worried if her
team will
receive
criticism.
Low degree of
emotional
stability
Benjamin
heads the
public relations
team of an
Openness to
experience
curious. He
likes to be
creative while
making
Frank heads
the finance
team of a firm.
He believes
that his actions
will entirely
establish if he
will succeed or
High internal
locus of control
Mark heads an
accounting
firm. He has a
high regard for
traditional
values and
procedures. He
obeys people
High
authoritarianis
m
Individuals who have a high degree
of authoritarianism:
a. like to share power with
subordinates.
b. tend to have the willingness to
consider new ideas.
c. tend to adhere to conventional rules
and values.
d. approve of the expression of
personal feelings.
Leadership Challenge #2
Connect
Which of the following is a terminal
value ranked higher by leaders than
non-leaders?
a. Pleasure
Leadership Challenge #3
Engage
Identify the instrumental value
ranked higher by leaders than non-
leaders.
a. Ambition
b. Cleanliness
c. Wisdom
d. Salvation
Leadership Challenge #3
Engage
Which of the following is an
assumption of Theory Y?
a. The average human being has an
inherent dislike of work and will
avoid it if possible.
Leadership Challenge #4
Connect
d. Due to the human characteristic of
dislike for work, most people must be
threatened with punishment to get
them to put forth adequate effort.
Which of the following statements is
true of attitudes?
a. A leader’s attitudes are primarily
negative evaluations of people.
b. Attitudes can affect perceptions, but
Leadership Challenge #4
Connect
Ryan makes an extra effort to
organize extracurricular activities
and has an excellent record of
attendance. However, the quality of
his work and level of attention are
not all that impressive. Despite these
shortcomings, Ryan was promoted
as a manager merely due to his
initiative and attendance record. The
decision to promote Ryan on the
basis of a few facets is known as
_____.
a. the self-serving bias
Leadership Challenge #5
Perform
The best safeguards against errors
based on projection are self-
awareness and _____.
a. dominance
b. empathy
c. satisfaction
d. attribution
Leadership Challenge #5
Connect
Listed below are a few scenarios
involving perceptual distortions.
Match each scenario with the
Leadership Challenge #5
Perform
appropriate perceptual distortion.
SCENARIOS
PERCEPTUAL
DISTORTIONS
Stephen heads
the research and
development
team of a
company. He
tends to be
sociable,
External
attribution
Timothy heads
the technical
department of
Millennium Inc.
When his
subordinate was
unable to
complete the
maintenance of
servers
successfully,
Projection
Barry is the vice
president of an
organization. He
tends to
overstate his
effort in making
Perceptual
defense
decisions and
executing tasks
when his projects
turn out to be
successful. On the
contrary, he
tends to
Demi, the
manager of a
company, got a
complaint from
his subordinates
that their project
lead, Harry, fixes
unreasonable
Stereotyping
Edgar is the
manager of an
engineering firm.
He maintains a
belief that
females score
lower than males
in Mathematics.
Self-serving bias
