ENTJ Leadership

This section ENTJ Leadership is about the strengths and weaknesses of ENTJs in leadership and management roles. I also offer suggestions for leadership development.  

ENTJs are decisive, forceful and strategic leaders who like to take charge. They are independent and critical thinkers who have a strong drive and desire for excellence in everything that they do. Being very opinionated and strong-headed, they often rise to positions of leadership and management quickly in organizations. 

Leading Self

ENTJs have an active life and are constantly engaging others in projects or initiatives. They are organized and proper in managing their personal lives; often keeping track of their schedules and finances.

They demand excellence from themselves and set high standards for themselves to achieve.

However, their strong nature sometimes means that they may become inflexible in their approaches to tasks. Even though a better alternative may come along, ENTJs have a tendency to stick to the plans that they’ve already decided upon.

Setting the Vision

ENTJs are very clear about what they want to achieve. They are clear about their vision for the organizations and will use their charisma to articulate that vision to the organization. They are naturally at strategic planning; readily spotting trends and patterns in the environment.

However, ENTJs with their decisive nature may have their own ideas and stubbornly ignore the input of others. Also, because they usually see the big picture; they may miss out important details or obstacles in their plans. As a result, some individuals in the team may not understand the ENTJ’s vision.

Connecting with Others

ENTJs leaders firmly believe in letting their competence and results speak for themselves.

Because of their confidence in their own abilities; they often garner respect from others even though others may disagree with the ENTJ’s approach.

They will attract people who are just as confident and competent like them.  

However, their task-oriented nature and ambitious views may be perceived as arrogance or power-hunger by others; this actually pushes people away from them. They also view work and personal lives as separate, and seldom bothering to engage their employees or staff at work. As such, most people may relate to ENTJ leaders only from a distance.

Accomplishing of Goals

ENTJs are extremely driven to see a task to completion. They will lead by example by working harder than the rest of the team; and they are quick to spot opportunities and flaws in current processes and innovate solutions.  They will engage others through intellectual challenge and debate and expect others to do the same.

However, they may overlook the feelings and needs of others in the process of accomplishing the goals, seeing them as secondary to the completion of the task; hence it is not uncommon to see a handful of individuals being offended by ENTJ leaders.

ENTJ Leadership Development

Here are some tips for development:

  • Invite input from others

    You may have already made a decision, but learn to refrain from closure until you have listened to the views of others. Keep an open mind; this means you don’t make a decision until you have heard all input with an open mind. While you may think you have thought all possible alternatives already, sometimes the input of others may reveal some blind spots to you. Also, by having others’ give their input and listening to them is the best way to win them to you.

  • Encourage others for good work

    You prefer an environment where you are challenged by criticism and excellence is demanded of you; but understand that some people are most motivated when they are encouraged and praised. When someone does some good work; don’t hesitate to give them a pat on the back, write an email or drop a memo at their desk to thank them. It’s not natural to you; but you’ll be surprised to see how much this can do for your team.

  • Break the big vision down to specific steps

    You tend to believe that people can ‘find their own way’ to complete the task after you cast the vision, remember that some people do need the ideas broken down into specific, measurable steps to take. After you have casted the vision, use a project management sheet or Gantt chart to guide your team on what steps they exactly have to take to accomplish that vision.


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