As leaders and high performers, we’re constantly seeking edges that drive exceptional results. Today, I’m sharing a powerful tool in how we approach understanding team dynamics: the synergy between the Myers Briggs personality test (Particularly the INTJ personality traits) and ADHD in the workplace.

After retaking the Myers-Briggs Type Indicator (MBTI), I landed on INTJ-T—the Architect with a turbulent twist. Paired with my adult ADHD diagnosis, this combo explained years of patterns: surges of visionary strategy mixed with challenges in routine execution. But here’s the game-changer—it’s not a limitation; it’s a superpower when harnessed right.

INTJs, making up just 2% of the population (and even rarer among women at 0.95%), excel in strategic vision, optimization, and cutting through complexity. Add ADHD’s high-octane creativity and hyperfocus, and you get a catalyst for innovation. Research from positive psychology shows that leveraging signature strengths boosts team engagement, productivity, and reduces turnover by up to 15%.

Yet, without awareness, friction arises: Our logic-first communication can seem detached, and ADHD’s executive function hurdles can lead to fragmented execution. The key? Strategic self-awareness and intentional team design.

For fellow INTJ-ADHD professionals, here are 3 practical steps to thrive:

1. Design Dopamine-Supportive Workflows: Break tasks into focused sprints with micro-rewards (e.g., a quick walk after completing a strategy outline). This channels hyperfocus while mitigating burnout.

2. Communicate Transparently & Self Advocate: Preface feedback with context, like “I’m sharing this objectively to optimize—how does it land?” This builds trust with your team and refines your direct style. Further, use email or written async updates for complex ideas where ADHD tangential thinking might jump ahead; this allows editing for clarity and plays to INTJ strengths in precision.

3. Externalize Planning: Leverage visual tools like Trello, Asana, or color-coded boards to externalize planning and reduce executive function load. Break tasks into short, gamified sprints with built-in rewards (e.g., a quick walk or favourite track after completion). Use ‘body doubling’—work alongside a teammate (even virtually) for accountability on routine items without constant supervision.

For team leaders managing INTJ-ADHD talent, 3 practical tips to maximize their impact:

1. Assign Visionary Roles: Place them in strategy, innovation, or problem-solving positions where their foresight shines, avoiding routine-heavy tasks.

2. Facilitate Strengths Assessments: Use tools like MBTI or CliftonStrengths to map strengths, then accommodate patterns (e.g., body-doubling for admin work or breakdowns of meetings in advance so the INTJ ADHD’er can plan ahead.).

3. Implement Invitation-Based Commitments: Only greenlight projects after confirming alignment, ensuring flow and minimizing resistance.

This isn’t about labels—it’s about aligning systems with human nature for inevitable high performance. Teams that embrace this see breakthroughs in creativity and resilience. In fact, daily strength utilization correlates with 15% lower turnover risk, elevated happiness, and amplified output.

What about you? How do personality and neurodiversity play out in your teams? Share in the comments—let’s elevate together. If this resonates, like, share, or connect for more on psychology-driven leadership. Visit

https://www.ashleybrianaeve.com/ for resources or subscribe to the Psychology of High Performance Teams HERE.

ashley

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#Leadership #HighPerformanceTeams #ADHD #MBTI #Innovation