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1. Pattern 2 - The Developer - ENTJ

The top one should be no surprise to anyone. The Developer is a natural born leader and manager with a bully boy approach. Accordingly, others are either ess, aitch, one tee scared of them or respect them. They can delegate like no tomorrow. They have a knack for figuring out how to get things done, an asset. This pattern is extremely powerful. They work their contacts, know the right people in the right places and how to leverage them. They have the resources and know how to fully maximize them. They see opportunities with next to no effort.

The Developer combines a volatile mix of coercion and total and complete ruthlessness in the attainment of their goals. They share the 'the end justify the means' with the Persuader. They will cause an unjust end for a lot of people - the boss, supplier, employee and grandmother. The Developer is very hard to trust, so it makes sense never to do that. If you cross a Developer as an employee, you have implemented the CLM - the career limiting move and you generally are running the risk of being stabbed in the back. If you do decide to cross a Developer, you either will be a Developer or know a bigger Developer.

MO: "Here is the way forward” - A confident, reasoned and convincing influencer, who presents an informed and intellectual argument.

Tips - to influence your Developer (and Enhancer). Be competent, credible and compelling. Acknowledge their expertise and listen to their ideas. See their questions and doubts as enabling everyone to get a fuller picture. DO NOT be overly emotional or fake goodwill. DO NOT be unprepared or lack focus. DO NOT have nothing to back up your claims.

Conclusion: Brilliant manager, mostly very difficult to work with.

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2. Pattern 16 - The Enhancer - INTJ

It may come as a surprise for an introvert to come in at number two. The Enhancer is the wonderful leader and manager who works behind the scenes and prefers to be out of the spotlight. However, they can manipulate all manner of things, from organisational systems, to data and to people on a grand scale. There is absolutely nothing that an Enhancer cannot turn into reality. And they are brilliant enough to let all eyes be elsewhere while they pull the strings from the shadows.

This pattern would prefer to be regarded as the most omnipotent. However, they prefer to appear to be less powerful than the Developer. This aspect is liked by some, particularly those who do not respect the Developer. But, if any reader wants a little bit of quiet advice, you should think very carefully if it wise to dare to cross an Enhancer. They will do all they can to see the other party rot in hell. The Enhancer will dig your hole for you, throw you in, fill the hole with substantiated facts and then concrete the hole over. While the Enhancer rates behind the Investigator as the 'doorslammer', the Enhancer has no issue in holding others to account. They are ridiculously reliable so being late is tempting fate. So it is wise not to mess with them, never appeal to their emotion and realise that the Enhancer will ask for proof of anything that you say, write or claim.

MO: "Here is the way forward” - A confident, reasoned and convincing influencer, who presents an informed and intellectual argument.

Tips - to influence your Enhancer (and Developer). Be competent, credible and compelling. Acknowledge their expertise and listen to their ideas. See their questions and doubts as enabling everyone to get a fuller picture. DO NOT be overly emotional or fake goodwill. DO NOT be unprepared or lack focus. DO NOT have nothing to back up your claims.

Conclusion: Wonderful manager, excels particularly when left to their own devices.

Elizabeth Hunter™ is an Enhancer.

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3. Pattern 13 - The Practitioner - ISFJ

A second introvert in the top 4, coming in third. This is quite a surprise as the Practitioner is a terrible leader and manager. They are absolutely terrific as followers - fabulous employees etc. On their own, one is an innocent turtle. But this one innocent turtle is backed by a cavalcade of loyal followers, all disagreeing and arguing with each other, but they are effectively a stampede of elephants waiting to happen. The Practitioner realises that their power base comprise all these followers and presses on accordingly. All the followers owe the Practitioner a favour. Also they use kindness, favours and gifts as a way to control the elephants. This is accomplished by doing a little bit here and there, giving a little bit here and there to eventually amass quite a degree of influence.

The Practitioner tends to know all the right people and appears as an expert on everything. On the surface, they are not anywhere near as threatening or as powerful as the others on this page but they actually can be. This is because the Practitioner is a defensive player (follower) rather than an offensive player (leader). They also tend to work hard and play nice which is precisely why they are so powerful. As sensors they are masterminds and it is wise to know this before you cross them. When held to account or when there is any criticism, there are always problems and the innocent turtle is neither innocent nor a turtle as their passive-aggressive style will be evident and they will duck and weave and play the victim.

MO: “Let’s work together” - A practical, positive and collaborative influencer who empathizes with others to build a “real” relationship.

Tips - to influence your Practitioner. Lead by example, Remember that trust and honesty are at the heart of the interaction, Show them you have listened and understood them. DO NOT be deceptive in what you are doing. DO NOT exclude important facts and feelings. DO NOT use big words or technical information to make yourself look important.

Conclusion: Terrible manager, but often has lots of influence but what you see is often not what you will get.

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4. Pattern 1. The Director - ESTJ

The Director is an excellent choice for being fourth. Their 'my way or the highway' attitude may indicate that they are not that powerful, say, when compared to the Results and Inspirational who have missed out on the final four. However the Director is an extremely effective manager and may be a little underhanded in their rise to glory. A Developer and an Enhancer would prevail mostly with the use of keen logic and intuition while the Practitioner would prevail with the use of kindness and connections. The Director would bulldoze their way to the top via performance and throwing people under the bus. A doyen of bureaucracy, they are masters of the rules and know how to use them against you to get ahead. They have dirt on everyone in the hierarchy because few can follow policies and procedures as meticulously as the Director. Very few can outperform them on key metrics. The Director is not scared to leverage others’ shortcomings to gain favour and the strings they pull stretch as far above them, as they do below them.

The Director, on paper, may look to be of upstanding moral character and the majority are. If anyone had to decide between trusting a Developer or a Director, they might well let the Developer stab them in the back just to keep an eye on the Director.

MO: “Let’s do the right thing” - A straightforward, direct and efficient influencer.

Tips - to influence your Director. Outline the pros and cons of each alternative, Provide facts and evidence to support a viewpoint, Be clear, direct, honest and credible. DO NOT be too emotional or overly personal, DO NOT present inconsistent or flawed arguments, DO NOT hesitate or show lack confidence.

Conclusion: Effective manager, particularly if things are done their way.

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What influencers missed out?

Two influncers who made the final four have NT in the Myers Briggs code - Developer and Enhancer.
The two who missed out are the Perfectionist and Inspirational.
The Practitioner who made the final four has SF as do the Specialist, Counselor and Appraiser who missed out.
The Director has ST and made it but the others who have ST did not - the Objective Thinker, Results and Achiever.
Missing are those with NF: “Here’s another way” - An encouraging, inspiring and 'impactful' influencer, who engages people and considers the overall benefits. i.e. Promoter, Agent, Persuader, Investigator. These are the idealists and potential Social Justice Warriors.
Any wonder this last group missed out!

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What causes lack of self-confidence?

1. Negligent parents. Having parents that were not there when support was needed.

2. Disapproving parents. Never getting positive feedback as a child can leave a person chasing approval from others.

3. Physical insecurities. Not being able to fulfill society’s standards of what is deemed ‘good’.

4. Past trauma. A person who was abused might believe they deserved it and that is detrimental to their self-worth.

5. Anxiety and depression. These issues can hinder most areas of life, and lack of self-confidence is one of the outcomes.

6. Bad friends. Having friends who are fake and manipulative is not a good plan.

7. Negative self-talk. At some point, they developed this pattern and now it runs them.

8. Comparing themselves. People tend to compare their chapter 2 with someone’s chapter 57. It is irrational.

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What causes The Power Hungry Leader™? Who Ego trips.

1. They are bullies.
‡ Bully team members to ensure dominance and kill any potential threat to their power.
‡ Overly criticize, take cheap shots and undermine the success of the team by creating chaos.
‡ May sabotage their team members as they think they can move forward without them.

2. They are empty individuals.
‡ Not whole individuals.
‡ Have a heightened sense of self, low self-esteem and constantly need to feed their ego.
‡ Not self-aware, not mindful of their actions and have an unhealthy work-life balance.

3. They hide deep insecurities.
‡ Weak minded and will do anything to fill that inner void.
‡ Cowards, fear their own shadow, do not actually have any real power and they know it. ‡ Are unstable and easy to break.
‡ Act tough and search for the weaknesses in anyone.

4. They possess jealousy with no boundaries.
‡ Become jealous when other people do better than they do or hold positions they want.
‡ Want to be the only one to shine.
‡ Will not hesitate to dim the lights of others.

5. They think that rank is enough.
‡ Believe that rank alone is enough to command respect (which it is not).
‡ Pull rank whenever they feel threatened.
‡ Tend to lose all the respect that they crave.

6. They shut down dissenting voices.
‡ Remove dissenting voices and anyone that opposes them.
‡ Favour 'yes men', force others to bow down and cave in and force others who submit to their will.
‡ Make others agree with them even when they are wrong.

7. They believe that status is everything.
‡ Often remind others of their titles and past accomplishments.
‡ Over share and over-exaggerate their achievements.
‡ Demonstrate a sense of superiority and use their status to build up a sense of self-worth.

8. They always compete with others.
‡ Compete with others or powerful leaders who may not know that the Power Hungry Leader™ is competing with them. This is to feed their own ego.
‡ Believe that life is a competition.
‡ Worse, may believe that life is actually a game and people are the pieces on a chessboard.

9. They only social climb.
‡ Only network with powerful people to try and use them to social climb.
‡ Look to climb the social ladder, have a thirst for notoriety and try to take part in the most influential situations.
‡ Name drop powerful leaders that they know in order to try and win respect and to feel superior.

10. They want to control everything and everyone.
‡ Tend to micromanage.
‡ Tend not to trust the people around them.
‡ These factors cause them to constantly seek control and leverage over others.

11. They encourage toxicity.
‡ Thrive in chaos and encourage toxic behaviour and competition.
‡ May gossip.
‡ May create false narratives to foster a negative environment.

12. Comments from Elizabeth Hunter™.
‡ Wanting and having power is not necessarily a negative thing.
‡ One has to want power for the right reasons in order to go the distance. Otherwise The Power Hungry Leader™ tends to crash and burn.
‡ Unless you are in the top 4 leadership behaviour patterns - Objective Thinker, Director, Developer and Enhancer - The Power Hungry Leader™ will tend to walk all over you; even when you are the boss.
‡ Experience says that if one comes across The Power Hungry Leader™, as described above, then the advice is not to be afraid to stand up for yourself.

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