My personality assessment results indicate I have personality preferences for introversion, intuition, thinking, and perceiving (INTP).

INTP / Innovators:

My preference clarity categories are clear for intuitive, and perceiving; and slight for introversion, and thinking.

The results of my assessment indicate that:

• I am more expressive, less reserved, and easier to get to know
• I Consider my own personal values and the effect of the outcome upon individuals involved when making decisions
• I Avoid putting off starting projects and work in a more timely manner than the majority of other (INTPs) / Innovators.

Individuals with preferences for Introverted/ iNtuitive /Thinking /Perceiving (INTP), Innovators constitute approximately 1% of the general population. Thus 99% of those I meet perceive the world around them differently from the way I do.

For Innovators the world exists to be analyzed, understood, and explained. They are highly skilled at analyzing the inner dynamics of complex ideas and finding unorthodox solutions to emetic problems.

Driving Force: Innovators are driven by a voracious desire to optimize every situation they become involved with. They have a very high need for achievement. However, this achievement need is measured by the standards they set for themselves, not those set by society.

Values: Innovators find the ambiguous fascinating, constantly in search of insight and understanding, they value conceptual theory beyond all else. They are masterful at searching out flaws, inconsistencies, and illogic in abstract systems.

Motivators:

• Freedom and autonomy
• Being challenged to create unique solutions to non-personal, fact based problems
• Information gathering that favors abstract ideas and future possibilities
• Finding connections between unrelated ideas
• Developing theoretical systems
• Taking apart and re-working ideas
• Researching and analyzing complex problems
• Designing effective long range strategies
• Risk taking
• Working with other self-reliant highly competent individuals

De-motivators:

• Being controlled and micromanaged
• Bureaucracy, protocol and paperwork
• Associates who lack initiative and imagination

Leadership Style:

leadership style is that of a thought provoking catalyst for ideas and change. They stress independence and autonomy; provide information as opposed to issuing directives; and have little regard for hierarchy and chain of command. They relate to their followers based upon individual level of expertise not position or status. They concentrate on long-range big picture issues and prefer not to concern themselves with routine day-to-day operations.

In Leadership Positions:

• Demonstrate well-developed problem-solving skills
• Can make tough decisions
• Set high standards and push others to exceed goals
• Take initiative and are comfortable with risk
• Are superb strategist who possesses the ability to grasp multiple points of view simultaneously
• Understand and appreciate global issues
• Support the intellectual development of their followers
• Are flexible and spontaneous and adapt quickly to changing conditions
• Not prone to offer praise or acknowledgment, rationalizing that would be stating the obvious

Decision-Making Style:

Innovators evaluate factors in a logical and analytical manner. They project a quiet, calm, detached demeanor; trust implicitly in logic and rational analyses; and care little if others understand or accept the ideas and theories they envision. Independent and confident they challenge that which others regard as undisputed truth.

Communication Style:

• Prefer to think before replying and needs to be drawn out
• Rarely reveal energy and excitement , which are self-contained
• Prefer written reports over talking in person
• Communicates only those elements deemed essential, likes brevity, succinctness and objectivity
• Is direct and to the point
• Enjoys discussing future challenges

Optimal Work Environment:

• Unstructured with a minimum of rules and procedures
• Provides the opportunity to develop cutting-edge systems and solutions
• Others supply strong administrative support to handle the details and follow-through for projects
• Provides large amounts of time to work alone without interacting with others

Hallmark Characteristics:

• Logical
• Skeptical
• Detached
• Reflective
• Speculative
• Self-determined
• Precise
• Original
• Creative
• Theoretical
• Independent
• Autonomous
• Cognitive

Most Valuable Contributions to an Organization:

Innovators hunger for problems to solve, especially complicated ones. They put long tremendous effort into and take immense pleasure in creative problem solving and will work diligently at projects, which enable them to develop unique solutions to extraordinary problems.

If you want an Innovator to give a superior performance, just turn him / her loose to design a solution to a complex problem. They like taking in information, resist closure, decide slowly, and have a greater interest in the process of solving a problem than the end result. For an Innovator the ability and opportunity to shape something of value and significance out of nothing, a vacuum or incoherent, ambiguous pieces of thoughts and ideas, is their highest calling however, don?t demand that they stick around to implement every little detail. It is important to realize that whenever an Innovator has competed understanding of a situation, the implementation phase becomes boring and inconsequential. They prefer, and their talents are best served, when the ideas they conceive are turned over to others for implication.

Innovators are invaluable in the start-up phase of a project.

They enjoy and excel at:

• Superb strategists , develop strategies with accuracy and precision
• Transferring paper designs into working reality
• Transforming creative, innovative ideas into practical use and definable action plans
• Development of cutting edge systems and solutions
• Providing clear critical analysis of issues
• Brainstorming, generating many options and seeing unique ways of solving problems
• Asking imaginative questions
• Noticing flaws and inconsistencies
• Embraces change and the mastering of new skills
• Provide clarity and vision of goals to others
• Setting sights on big picture long term goals
• Generating conceptual frameworks

Least Enjoyable work activities:

• Tasks that involve repetition
• Implication of ideas
• Tasks that involve a high level of interaction with others
• Tasks that are highly structured
• High levels of involvement in day-to-day operations
• Tasks involving politics, bureaucracy and protocol

In order to maximize their effectiveness when interacting with others Innovators should attempt to be:

• Less complex and overly theoretical when conveying ideas and concepts to others
• More open to the fact that others may value things which are ?not logical?
• Understand that logical critical analysis may be taken personally by others
• Develop greater social skills, because success in life is often related to one?s ability to interact socially
• Develop discernment between workable and non-workable ideas
• Actively solicit input from others

Organizational Personality:

Regardless of size, structure, and purpose organizations are essentially human institutions and as such take on characters or ?personalities? that are uniquely their own. It is the ?personality? of an organization that makes it act and feel as it does. The personality type of the founder and subsequent leaders or heroes of the organization greatly influence organizational ?personality? Some organizational personalities vary greatly and others vary subtly from one another.

As Entrepreneurs Innovators establish an organizational personality which is at its best when focusing on understanding, creating, and designing systems but not the building and implementing of these systems.

Innovator Organizations:

• Concerns itself with possibilities
• Emphasizes purposes and vision
• Good at spotting emerging trends
• Believes the future can be created
• Is loosely organized
• Are its best with big picture issues , not day-to-day routine
• Embraces transformational change
• Likes to keep options open
• Sets general standards, leaves many things vague and undefined
• Is fairly tolerant
• Values logic
• Emphasizes impersonal procedures
• Is fairly closed , takes cues and draws power from within
• Trust written communication
• Looks from within for guidance