Guide & AI Training for Leaders
Lead ESTP personalities.
This guide assists leaders in effectively managing ESTP employees and unlocking their potential.
What sets ESTP apart?
Myers-Briggs Personality Type
Scientifically grounded personality analysis
Characteristics of ESTP Types
Communication with ESTP Personalities
Dos & Don'ts for different leadership situations with ESTP personalities
Select a leadership situation to see the appropriate strategies and cautions for ESTP personalities.
Recommended Strategies
Proven approaches for Guiding ESTP employees in planning and structure.
Set short-term goals.
Tell your ESTP employee: "Let's plan the tasks for next week."
ESTPs are action-oriented and prefer short-term, tangible goals over long-term plans.
Provide specific instructions.
If your ESTP employee seems overwhelmed by the task, break it down into smaller steps and provide clear instructions.
ESTPs value clarity and pragmatism. They work efficiently when they know exactly what needs to be done.
Pitfalls to Avoid
Common pitfalls in Guiding ESTP employees in planning and structure.
Avoid detailed and long-term plans.
Don't say to your ESTP employee: "Here is the plan for the entire next year."
ESTPs feel constrained by overly detailed and long-term plans. They prefer flexibility and spontaneous adjustments.
Avoid excessive structure.
If your ESTP employee feels constrained by structure, allow them to find their own way of working.
ESTPs are pragmatic and solution-oriented. They perform best when given the freedom to use their own methods.
AI role-plays with ESTP personalities
Train leadership skills with ESTP characters
Sucht konfrontieren
mit Andreas Hoffmann
Andreas arbeitet seit 12 Jahren leistungsstark im Unternehmen. In den letzten 6 Monaten dramatischer Wandel: 8-mal morgens Alkoholgeruch, zunehmender Leistungsabfall, häufige Fehler. Letzte Woche wichtige Präsentation: Andreas wirkte fahrig, machte drei gravierende Fehler, Kunde beschwerte sich. Danach deutlicher Alkoholgeruch. Vor 10 Tagen kam er um 9:30 Uhr, Kollegen rochen Alkohol, er rechtfertigte: "Hatte gestern Abend Geschäftsessen." Gestern bei Projekt-Besprechung um 10:00 Uhr wieder Alkoholgeruch, undeutliche Aussprache, vergaß wichtige Infos. Drei Kollegen sprachen dich vertraulich an: "Andreas trinkt, wir machen uns Sorgen." Vor 4 Monaten hattest du ihn auf Leistungsabfall angesprochen - er wurde aggressiv und lenkte auf Arbeitslast ab. Heute Morgen um 8:45 Uhr sah dich Security-Mitarbeiter: Andreas trank im Auto vor Arbeitsbeginn aus Flasche. Du hast ihn für heute 14:00 Uhr zum dringenden Gespräch gebeten.
Goal as a Leader
Andreas mit konkreten Fakten konfrontieren, aggressive Verleugnung standhalten, klare Konsequenzen UND Hilfsangebot machen, Einsicht in Suchtproblematik erreichen
Frequently Asked Questions
How do I have a difficult conversation with an ESTP?
Be direct, concise, and factual. State the desired outcome and specific steps, while briefly acknowledging their perspective without dwelling on emotions. Request a quick, practical solution or present options, set clear deadlines, and schedule a brief follow-up to address planning gaps and secure long-term goals.
How do I motivate an ESTP employee?
Provide your ESTP employee with clear, short-term goals that yield visible results, and design tasks to be practical and action-oriented, allowing them autonomy and space for quick decision-making. Offer regular, brief feedback and assist them in planning with simple interim goals and short, fixed coordination meetings.
How do I handle conflicts when an ESTP is involved?
Speak briefly, directly, and factually. Specify the exact behavior and the expected outcome, and offer a quick, practical solution that aligns with the person's pragmatic and results-oriented approach. Acknowledge their perspective briefly, set a clear next step with a short deadline, and outline visible consequences if the behavior does not change.
How do I conduct a coaching conversation with an ESTP?
Keep the conversation brief and focused on practical steps. Identify one or two specific next actions with clear metrics and a short timeline to ensure immediate results. Schedule a brief follow-up discussion in a few days for progress check-in, and practice active listening with feedback for two minutes daily to enhance planning and empathy.
