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Published on December 12, 2018

Practical Advice for Overcoming Problems in INFP Relationships

Practical Advice for Overcoming Problems in INFP Relationships

Have you ever been in a relationship with someone who you felt like was your complete opposite? I have. And it’s frustrating. I’m sure you know what I’m talking about!

Sometimes you just want to bash your head into a wall because you don’t understand why the person does what he/she does. And what happens as a result?

Conflict.

Despite what people think about conflict, it’s not inherently negative. While most people dislike it – and/or try to avoid it – how you deal with it is what will inevitably make or break a relationship.

One of the reasons we have so many problems in relationships is because of our differing personality types. One of the most popular personality tests is called the Myers-Briggs Personality Type Test. If you haven’t heard of it, 16personalities.com is a good reference to read up on it.

One of the sixteen personality types is the INFP. It stands for Introversion – Intuition – Feeling – Perception. As with any other kinds of personalities, people with this type have characteristics that can cause problems in relationships.

So, let’s take a look at some of them, and then figure out how to overcome them.

8 Potentially Problematic Characteristics of the INFP Personality Type

Before we talk about some of these seemingly negative personality traits, let me just say that INFPs also have some very redeeming qualities as well. However, that’s not what we’re here to talk about.

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So, let’s take a look into an INFPs mind and see how we can have successful relationships with them.

1. They can be procrastinators.

Yeah, I know. Most people are procrastinators at some time or another – especially when they don’t want to do something. However, INFPs tend to procrastinate a little more than most people. They don’t tend to be very good at regulating their time, so they tend to put things off longer than they should.

If you are the type of person who hates procrastination, then you just need to accept that it’s a reality for most INFPs. Perhaps you can gently remind them of the things that need to be done ahead of time.

Or, if you are in control of telling them when the “due date” is, you could simply tell them that it is a bit earlier than it really is.

2. They can be lazy.

“Lazy” tends to be a pejorative word. It’s fine when you’re lazy because you’re on vacation and laying on a beach all day long. But when it’s the weekend and some projects need to get done around the house, or you simply want to go out and have some fun, well, the INFP might not be on board with you.

I was married to an INFP for a while, and I used to joke that it was like pulling teeth trying to get him showered, off the couch, and out the door to do anything on the weekends.

But the key is to inspire them, encourage them, and plan things that will naturally interest them. If they feel pressured to do something, they might resist. So, refrain from name-calling or so-called nagging. Because it might get you the opposite result of what you want.

3. They like to isolate themselves.

Introverts tend to need a lot of alone time. That’s because that’s how they re-charge. Being around people for an extended period of time is draining to them. So, you can understand how an extrovert would be confused by this need, since they are the opposite. In fact, a lot of extroverts take it as a person insult if the introvert wants to spend “too much time” alone.

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If you are in introvert yourself, then this won’t be a problem for you. But for us extroverts, it does sometimes hurt our feelings. We think that if someone likes or loves us, then they should want to spend as much time as they can with us.

So, extroverts just need to accept that INFPs need a lot of alone time, but it’s not because of you. It’s simply who they are.

4. They like to be spontaneous.

Spontaneity can be either good or bad, depending on who you are and what someone is being spontaneous about. Some people, like me, hate spontaneity (unless someone surprises me with an all-expense paid trip to Hawaii and already cleared my schedule ahead of time!). To me, if someone won’t plan something with me ahead of time, I find it rude.

But INFPs don’t like to be boxed into a corner. They like to keep their options open. I know several INFPs, and almost none of them even keep a calendar (which blows my mind!).

So, if you are like me, just sit down with them and talk about your need to plan. Tell them that you understand their need to be spontaneous. And then ask that you both meet in the middle sometimes.

5. They can be quiet and reserved.

Not all introverts are quiet and reserved. However, as a whole, they do tend to be more reserved than extroverts. Again, if you are an introvert this might not bother you – you might even prefer it. But for extroverts, it might present some problems.

I know quite a few couples where one is an extrovert and one is an introvert. And they all have the same struggle. For example, the extroverts are usually the ones trying to coax the introverts into some sort of social situation. And usually, the introverts will at least resist going. And even if they do, they tend to be more quiet in these situations, which frustrates the extroverts. They wonder why the introvert just won’t talk more!

What they have to keep in mind is that the introverts aren’t doing it on purpose. That is simply their nature. Once you accept that, then their quiet nature is no longer a “problem.”

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6. They have an extreme dislike of conflict.

As I mentioned above, conflict isn’t always a bad thing. It’s inevitable in any relationship, and sometimes it can help you grow and understand each other better. If handled properly, the two of you can become closer than ever.

However, the INFP has an extreme dislike of conflict. For example, I once dated an INFP guy for two months who completely “ghosted” me. I thought we were having a great time, but one day, I just never heard from him again. Obviously, he didn’t want to face me to break up with me, so he just thought it would be easier to slink away into the night and hope I forget about him.

Being an extrovert, this was a problem for me. I value communication and being up-front about everything. But INFPs don’t. And that’s fine. But not everyone is compatible with an INFP (myself included).

For other personality types who might not be as bothered by this behavior, just keep reminding your INFP that conflict isn’t bad. It can actually be a quite productive way to grow your relationship.

7. They prefer to move at a slow pace.

If you are entering into a romantic relationship with an INFP, you might not know if he/she actually likes you or not.

Many extroverts, like myself, tend to dive head first into a relationship when we finally find someone we like. We throw all caution to the wind and pour our hearts and souls into the other person. And we make it obvious that we like them and want to move the relationship further.

That’s not how INFPs are. They like to take things slowly. They don’t open up very easily to other people, and therefore, it takes some time to get to know them. It has nothing to do with the other person, it’s just who they are.

If you’re like that too, then it won’t be a problem. But if you’re like me, it may be disappointing or confusing to you since that’s not typically how extroverts operate.

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8. They struggle with self-examination.

For some people, self-examination is just natural and normal. For others, like INFPs, it is not.

I have been with a couple of INFPs before, and whenever I asked them, “Why do you feel this way?” or “Why did you do this?” (in a non-accusatory way), I usually got the response, “I don’t know.” And I always thought to myself, “How can he not know?!? If he doesn’t know… then who does?!?”

I used to think they were just being difficult and didn’t want to tell me. And it took me a while to realize that they really didn’t know.

As difficult as it was for me to accept that someone could not know why they think or act the way they do, I just had to realize that’s just how some people are. And that’s okay. Pushing them to figure themselves out won’t work. Some people just aren’t very capable of it, and an INFP is one of them.

The Bottom Line

I don’t like to say that these 8 characteristics are inherently negative, because they aren’t. It’s all a matter of perspective. For every person who despises spontaneity, there’s another person who loves it. Some people love to socialize, and others don’t. It doesn’t make them “bad people.” It just makes them different.

So, the important thing to remember here – whether it’s about INFPs or any other personality type – is that you have two choices. First, either accept and love the person for who they are (because you will never change them). Or second, find someone else that you are more compatible with if these differences bring you that much angst.

We all need to learn to accept people who are different than us, and to work through problems that arise out of those differences. It’s definitely possible. And now you know a little more about the INFP personality and the potential problems that can come along with them, hopefully you can work through your issues a little bit better in the future.

More Resources About Personality Types

Featured photo credit: Jared Sluyter via unsplash.com

More by this author

Carol Morgan

Dr. Carol Morgan is a communication professor, dating/relationship and success coach, TV personality, speaker, and author.

What Is a Relationship Timeline and Should You Follow It? Dealing With Anxious Attachment: Advice from a Relationship Therapist Practical Advice for Overcoming Problems in INFP Relationships Learn the Different Types of Love (and Better Understand Your Partner) How to Become a Motivational Speaker and Influence Millions of People

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

More Resources About Job Interviews

Featured photo credit: Amy Hirschi via unsplash.com

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