Some people would argue that organization is the cornerstone of society. They like to know their place and how best to serve, and find any number of ways to do so. They view order and society as a machine, with each cog and belt having its part to play. Some achieve this doing what they are told to do and following orders, and others try to find a way to give those orders. And for some, rules are simply made to be broken.
To explore how different personality types fit these worldviews, we asked our community if they agreed or disagreed with the statement “In your job setting, you prefer to follow instructions rather than give them out.” Take a look at the results, in the chart below:
The data showed a couple of interesting discrepancies, but also cemented some well-founded theories. It touched on a few subjects – leadership, confidence – but also a desire on the part of any given personality type to take responsibility for their decisions in a critical environment. With so much going on, it might help to take a step back with a look at the overarching Roles and Strategies:
Roles
Explorers and Diplomats (53% agreeing)
Seeing Diplomats and Explorers tied with the highest agreement (53%) is interesting, since their perspectives differ so much. One might expect Diplomats to be more willing to follow instructions because of their reputation for harmony and relatability – Diplomats can understand the importance of unity behind a leader. Yet they were almost evenly split on the subject, with an average of just 53%. Empathy can be just as much the mark of a respected leader, especially in a potentially critical workplace – Assertive Protagonists (ENFJ-A) (34%) embody the drive to lead the way to change and have no problem delivering instructions when the need arises.
Explorers differ from Diplomats in that instead of thinking about the implications of leadership (from whichever end), they tend to prefer whatever presents the fewest restrictions. They don’t want to follow someone so much as they want to work with someone. The same goes for attempting to lead others. Turbulent Adventurers (ISFP-T), who had the highest agreement of all personality types at 79%, stick out. They understand what Diplomats do about the importance of support. With their gentle, humble nature, these personalities do anything they can to help someone they admire. If they do take charge, it’s with that same intent: to support their subordinates, not control them. But they find the greatest freedom in not having to deal with the stress of leadership at all.
Assertive Entrepreneurs (ESTP-A) (23%), on the other hand, were one of the personality types to agree least with the statement. Given a choice between being told what to do and, well, just about anything else, these individuals will choose the mystery door. They may feel it’s better have the authority to tell others what to do and not use it than to have someone else breathing down their necks.
Sentinels (50%)
Sentinels responded to the statement with an even split. As with Explorers and Diplomats, Sentinels saw Introverts more willing to accept instructions: for instance, 59% of Turbulent Logisticians (ISTJ-T) agreed while only 33% of Turbulent Executives (ESTJ-T) did. But it seems to be the Feeling trait that really divides Sentinels, as it did Explorers, as Turbulent Defenders (ISFJ-T) responded with a whopping 76% agreement.
Sentinels are always looking for a way to establish structure and maintain order. But with the differences between Feeling and Thinking, Sentinels establish that structure differently depending on which trait they have: one supports and the other commands. Or at least, that’s the preference. Sentinels of all stripes often find themselves in leadership positions as a result of their sound decision-making and a dedication to their employers that often has them building a natural seniority, and with it the need to take charge.
Analysts (39%)
Analysts agreed least with the statement, with an 11% drop from Sentinels. With their propensity for objectivity and rationalism, Analyst personality types tend to think that instructions and rules – especially coming from an imperfect source like a human being – cramp their style, keeping them from exploring what could be a better way forward. Analysts will follow if they must, but they need to believe that their leader is worth following, which is not accomplished overnight. They’d rather take charge or, like many Explorers, be left to their own devices.
Strategies
Constant Improvement (68% agreeing)
Constant Improvers showed the highest rate of agreement. Introverts had a higher propensity to agree that they prefer to follow instructions, and the Turbulent trait showed more agreement than the Assertive trait by almost 20%. This puts Constant Improvers in the position of being people who focus on their own work and do not interfere with others. These personality types are willing to accept critique or direction from their bosses to make their results the best they can be, but take little joy in the spotlight of leadership themselves.
Confident Individualism (51%)
Confident Individualists were almost evenly split (51%). These independent types often take an insulated position when it comes to following instructions. Because they’re Introverted, they like to focus inward, on their own work. Because they’re also Assertive, Confident Individualists often don’t feel the need for feedback or direction from others. Their modus operandi is live and let live: you don’t tell them what to do, and they’ll afford you the same space.
Social Engagement (46%)
Social Engagers would rather work in a group and have the group succeed together than to assume a position of strict authority. But they do tend to savor the positive attention that comes from being seen as successful, a byproduct of good leadership. These personality types make sure everyone is working together and helping each other fulfill their responsibilities, while making sure everyone also appreciates the part they played as leader.
Social Engagers find themselves giving other people’s opinions a lot of weight, so as leaders they often take feedback into consideration quite seriously – so long as it’s tactful. One or two bad experiences may have these personalities throwing their hands up and abandoning the stress of leadership so they can focus on less tenuous relationships with their coworkers instead.
People Mastery (31%)
People Masters showed the least agreement with the statement “In your job setting, you prefer to follow instructions rather than give them out.” The data indicates, over and over again, that Turbulent Introverts were willing to follow instructions, but Assertive Extraverts couldn’t stand to not be in charge.
The names of the personality types agreeing least say it all: Assertive Commanders (ENTJ-A) (20%), Executives (ESTJ-A) (23%), and Entrepreneurs (ESTP-A) (23%). These types are born leaders. They crave leadership – by iron will or charismatic appeal – regardless of what others have to say about it. With their ability to galvanize the workforce, they would much rather be the boss who gives other people the direction they need to complete a project than to bring up the rear.
Conclusions
There are certain personality Roles, Strategies, and individual types who are more willing to follow instructions than others. They’re typically Introverted, Observant, Feeling, and Turbulent, which means Turbulent Adventurers (ISFP-T) and Defenders (ISFJ-T) were the most likely to agree (79% and 76%, respectively). These personality types are the kind of people who like to focus on the work in front of them, who find joy in the success of others and in knowing that they played their part. They understand why a supervisor is necessary and beneficial, and they’re willing to listen to them to improve their performance.
However, looking at the average percentages in both Roles and Strategies, it is very apparent that no group really likes following instructions. Only those personality types with that blend of cooperative attitudes and powerful anxiety over social pressures – again, the Turbulent Adventurers and Defenders – showed anything more than 70% agreement. Still, while this is a majority, it’s not absolute, and they are outliers. Most types are similar in that they’d rather make their own directives – but some are easier to work with than others!
What do you think? Are rules made to be broken, or do they make the word go ’round? Let us know in the comments section!