Leading Resilient ENFP (Campaigner) Personalities

Witness how Darcy the ENFP builds resilience (and rediscovers her passion) when her boss makes subtle shifts in their leadership approach.

Image from 16personalities.com

How to spot ENFPs (Campaigners):

ENFPs (Campaigners) share the Extraverted, Intuitive, Feeling, and Prospecting personality traits.

When faced with setbacks, they tend to rely on their optimism and ability to see possibilities to bounce back quickly. Look for the team member who is energizing others with their positive attitude and coming up with innovative solutions, even in the face of challenges. However, their resilience may be tested if they take setbacks personally or feel their values are compromised.

Short on time? Scroll to the bottom for a 2-minute TL;DR summary of today’s article.

First, you met Darcy the Diplomat at her breaking point, when she was questioning her place in a work environment that seemed hyperfocused on sales over people. 

Then, you saw alternate versions of this interaction – and how it could play out better – with Darcy the ENFJ (Protagonist) and Darcy the INFP (Mediator). 

Today, we’re going to narrow our focus again and imagine Darcy as a third Diplomat personality type: an ENFP (Campaigner). 

To refresh your memory, three main factors were contributing to Darcy’s lack of resilience at work:

1. Feeling that her focus on culture was seen as a distraction 

2. Struggling with mismatched personal values and company priorities

3. Losing motivation when her emotional connection to work was damaged

Let’s see how you can help the ENFPs on your team build the resilience they need to face challenges in these three areas by viewing things from Darcy the ENFP’s perspective. 

Story Time: Helping Darcy the ENFP Develop Resilience

Let’s set the scene:

Darcy the ENFP’s boss just dismissed her project proposal to transform company culture and improve employees’ lives. 

*roll film*

“My boss values my focus on culture.”

My boss approached me later that day, his expression more open. “Darcy, I apologize for dismissing your ideas earlier. I was stressed about our sales targets. Can we revisit your thoughts on improving team culture?”

Surprised but hopeful, I re-explained my ideas, and my boss asked, “Is there one small idea that could help both our team culture and our sales performance?”

Phew, not a dismissal! I suggested, “What if we start ‘Weekly Wins’ in our sales team meetings? Team members could share a small victory or positive customer interaction. It could boost morale and indirectly support our sales goals by keeping everyone motivated. It might even inspire others with new ideas for closing deals or handling customer interactions.”

My boss looked intrigued. “I like it. It’s easy to implement and aligns with our KPIs. Let’s start next week. You can lead this initiative.”

Walking back to my desk, I felt a renewed sense of purpose.  My boss’s willingness to reconsider my ideas made me feel optimistic, showing me setbacks aren’t always permanent. His support for the ‘Weekly Wins’ initiative and entrusting me with leading it boosted my confidence. Also, his emphasis on sales targets helped me tailor my message to align with company priorities, a skill that will help me address similar challenges in the future. This experience proves there’s a place for cultural initiatives even in a KPI-driven environment, validating my ENFP focus on people and workplace atmosphere.

“My values can align with company priorities.”