Leading Resilient ISFJ (Defender) Personalities

See how Sarah the ISFJ builds resilience as her leader uses smart strategies to turn frustrations into growth opportunities

Image from 16personalities.com

How to spot ISFJs (Defenders):

ISFJs (Defenders) share the Introverted, Observant, Feeling, and Judging personality traits. 

They may take small setbacks personally, seeing them as a reflection of their own efforts. But their practical nature helps them bounce back by focusing on concrete steps to remedy the situation. Look for team members who double down on the details during challenges and take a “slow and steady” approach to get back on track.

Recently, you met Sarah the Sentinel when she was struggling to persevere through a day that just wasn’t going to plan. She was feeling frustrated after her boss told the team to forget the old plan and roll with his new ideas instead. 

Three main factors contributed to her lack of resilience in this situation:

1. Feeling that her commitment to established processes was being dismissed

2. Struggling with the lack of clear direction, which undermined her sense of competence

3. Losing confidence and motivation when the chain of command was disregarded

Today, we’re going to rewind and look at how things might have played out differently if Sarah and her boss had interacted more positively in these three areas. 

Sentinels include four different personality types (ISTJ | ISFJ | ESTJ | ESFJ), but today, we’re going to narrow our focus and imagine Sarah as an ISFJ. Later this month, we’ll explore her perspective as if she were each of the other Sentinel personalities, too. (Make sure you’re subscribed to participate in the full series.)

Story Time: Helping Sarah the ISFJ Develop Resilience

Let’s set the scene:

Sarah the ISFJ is standing in the conference room where her boss just upended weeks of careful planning by announcing sudden, new ideas that weren’t part of the plan. 

Let’s turn back the clock and see how this could have played out differently. 

*roll film*

“My boss cares about established processes.”

We had a meeting in the conference room later today, and I was putting the finishing touches on my presentation when my boss surprised me with a request to chat before the meeting. My stomach tightened, fearing he might upend my careful planning. But his approach caught me off guard.

“Before I share some new ideas,” my boss began, “I’d love to hear about the processes you’ve put in place. What are their key strengths?”

Encouraged, I explained how our current system had improved productivity and reduced errors, providing specific examples and data. My boss listened attentively, asking thoughtful questions.

“I see the value in what you’ve built,” he said. “Now, let me share some ideas I’m considering. How might we integrate these with the strengths of our current system?”

As he outlined his thoughts, my anxiety lessened. He wasn’t dismissing my work but inviting me to collaborate on evolving our approach. When he asked for my input on blending his ideas with our existing processes, I found myself excited about the possibilities.

We worked together to refine the ideas, and by the time we headed to the meeting, I felt energized rather than deflated. My boss’s approach – valuing my input, acknowledging our established processes, and involving me in shaping changes – had transformed a potential frustration into an opportunity for growth. I was ready to present our evolved plan with confidence and enthusiasm.

“My boss tries to provide clear direction amid ambiguity.”