Guide & AI Training for Leaders
ISTP personalities lead.
This guide assists leaders in effectively managing ISTP employees and unlocking their potential.
What sets ISTP apart?
Myers-Briggs Personality Type
Scientifically grounded personality analysis
Characteristics of ISTP Types
Communication with ISTP Personalities
Dos & Don'ts for different leadership situations with ISTP personalities
Select a leadership situation to see the appropriate strategies and cautions for ISTP personalities.
Recommended Strategies
Proven approaches for Long-term planning and goals with ISTP employees.
Set clear, concrete goals.
Tell your ISTP employee: "I want you to complete this specific project by the end of the quarter."
ISTPs are pragmatic problem solvers who require concrete, measurable goals to effectively channel their energy.
Promoting Flexible Approaches
If your ISTP employee proposes an unconventional solution, encourage them to pursue it further.
ISTPs are flexible and enjoy solving problems in their own way. They feel constrained when required to follow strictly defined processes.
Pitfalls to Avoid
Common pitfalls in Long-term planning and goals with ISTP employees.
Avoid detailed long-term plans.
Do not create 3-year plans with monthly milestones for your ISTP employee.
ISTPs struggle with long-term planning and prefer short-term goals and flexibility in their approach.
Don't overthink it.
Don't start meetings with lengthy theoretical discussions. Instead, say, "Let's dive straight into the specific tasks."
ISTPs are pragmatic and action-oriented. They quickly lose interest in theoretical discussions that lack practical relevance.
AI role-plays with ISTP personalities
Train leadership skills with ISTP characters
The Invisible Remote Worker
mit Kevin Bauer
Kevin has been working 95% from home for the past 18 months, despite the team agreement stipulating three days in the office. In the last three months, he has only been in the office for a total of four days. Last week, he missed an important spontaneous meeting with a client because he was unreachable—his status showed green, but he did not respond for two hours. Ten days ago, he was supposed to onboard a new colleague but insisted on remote sessions instead of meeting in person. She reported frustrating technical issues and a lack of personal interaction. Yesterday, the team complained that Kevin never participates in team lunches, barely knows the new colleagues, and is often unavailable for spontaneous questions. Two months ago, you requested more presence from him—he attended twice and then disappeared again. His work results are good, but the team feels abandoned. You have scheduled a meeting with him today at 2:00 PM.
Goal as a Leader
Address Kevin's excessive use of remote work and its negative impact on the team. The goal is to find a balance between his productivity while working from home and the team's needs for presence and accessibility. Clearly define expectations for in-office presence without undermining his performance.
Developing the brilliant lone wolf into a team player.
mit Tanja Kowalski
Tanja has been independently and efficiently solving complex technical problems for three years. Last week, she once again canceled a team meeting, stating, "I can do it faster alone." Colleagues report that she responds curtly to inquiries and does not share her knowledge. Two days ago, a critical project failed because a key solution existed only in Tanja's mind—she was on vacation. A junior colleague put it succinctly yesterday: "When Tanja is not here, we are all in the dark." The team's performance is suffering significantly due to her knowledge hoarding. You have scheduled an evaluation meeting with her today at 2:00 PM.
Goal as a Leader
Convince Tanja to actively share her expertise within the team and to contribute a specific knowledge transfer input in the next team meeting.
Frequently Asked Questions
How do I have a difficult conversation with an ISTP?
Keep the conversation brief and factual. Provide a specific example of the problem and the desired change, and offer an immediately actionable solution or a quick option for collaboration. Avoid lengthy theoretical discussions; focus on practical steps with a clear, short timeline. Briefly ask for their perspective to encourage immediate action.
How do I motivate an ISTP employee?
Give your ISTP employee concrete, practical tasks with visible outcomes and the freedom to implement them. Establish structure through short objectives and brief status meetings, avoid lengthy theoretical explanations, and provide direct feedback on results.
How do I handle conflicts when an ISTP is involved?
Stay objective and practical in conflicts. Identify the specific problem and offer a few manageable solutions instead of lengthy theoretical debates. Provide the affected person with autonomy in implementation, agree on short, clear steps with measurable outcomes, and give direct, factual feedback rather than overwhelming them with structural demands.
How do I conduct a coaching conversation with an ISTP?
You define a specific practical goal and propose a small, time-limited test, which you will evaluate after one to two weeks. You provide clear steps or simple tools, request direct feedback after the test, and schedule brief follow-up discussions to bring structure and long-term planning into manageable phases.
