ENFP Leadership

ENFPs are passionate, inspiring leaders who make great evangelists. Their energetic, encouraging and warm nature draws a lot of people to them, and their positive vision for the world often influences people to follow their lead. Having a wide network of contacts, they are very resourceful at finding the right person for the job.

Leading Self

ENFPs live by inspiration. When they feel inspired, they are energised to take action in the direction of their energy. At that moment, they feel an extreme drive to start something and work on the project or inspiration.

Among many things, ENFPs are most inspired by new projects or business, or a big humanitarian vision.

However, being driven by inspiration means that ENFPs often find it hard to complete tasks, compared to starting them. When a project starts getting to the mundane execution and the everyday grind, ENFPs often find it hard to follow through.

Therefore, ENFPs should take extra caution in starting new projects. The more they do not follow through, the more they lose their credibility.

Setting the Vision

ENFPs are natural at setting visions for the organisation. Unless it infringes on their values or beliefs, ENFPs are flexible with the organisational vision; they will gladly host brainstorming sessions and exploring different possibilities and welcoming others to offer their input before deciding on a single direction.

However, ENFP leaders need to take note not to try to do too many things and just stick to one direction. Too many ideas, projects or visions will simply confuse the staff; in the end, the team trying to achieve too many things at once may end up achieving nothing.

Connecting with Others

ENFPs leaders are encouraging individuals who believe in the inherent potential of every single person. With the same lens they look at circumstance with, ENFPs see beyond who an individual is and focus on what they could be. They are also extremely discerning, able to read others quickly and understand what makes them tick; ENFPs make great counsellors as a result.

However, ENFP leaders may often avoid giving negative feedback even when it is necessary to do so. They may also become too trusting and too accommodating to others’ and may end up giving up their leadership to please their followers.

Accomplishing your Goals

ENFPs are resourceful and creative when it comes to executing their vision; they instinctively have innovative solutions to present challenges they face.  They are also comfortable with shared leadership, preferring to give their team independence to execute tasks.   

However, ENFPs could become bored with details and the more routine nature of execution, so they may end up leaving others to do the legwork for them. This behaviour may cause them to lose credibility, being seen as someone who talks but does not act. Also, ENFPs may have issues staying focused on a single project, allowing their need to variety to divide their attention.

Developing your Leadership

Here are some tips for development:

FOLLOW THROUGH ON YOUR INSPIRATION

You may tend to run from one idea to another all too often, and then leave others to do the execution when something else catches your eye. You may leave your team over-committed and overworked as a result. Learn to streamline your activities, stick to one idea and resist the temptation to run to another even if something else catches your eye.

SHARE YOUR VISION IN TANGIBLE TERMS

Your big ideas and vision may inspire some, but it may be considered too vague by some others. Learn to break down your vision into simple steps to take and add deadlines to each of these steps. When people are clear about their roles in your vision, they are more likely to be motivated to complete it.

LOOK AT THE BOTTOM LINE

Because you are empowering and encouraging by nature, you tend to take a positive, learning point of view toward the work of others. If the work is not up to standard, you may tend to start instead of reprimanding the person. Learn to balance your desire to teach and develop with clear expectations on others’ behaviour and performance.