It's a beautiful thing to see 2 fellow NT's "arguing nicely" in regards to which types make better leaders.
On a serious note, and using Wind-up Rex's terminology here, what do you guys think/observe happens to the "innovators" who are employed in organizations that don't necessarily need/want innovators? Do good managers/entrepreneurs look for innovators in their orgs and then make good use of them? Or do innovators often leave their talents untapped in these orgs?
For instance, in academia, it often goes something like this:
ENTJ's are running the show. These ENTJ's are what I would call "half entrepreneur/half manager" = intrapreneurs. They are entrepreneurs with vision but who are working within a large org. I have also seen several ENTP's and some INTJ's as well. ENTP's lean toward the innovator side. INTJ's lean toward the manager side, but both have some entrepreneur in them. If they don't, they shouldn't be leading.
Working for the administrators (at least in the sciences), you have mainly have ENTP's, INTJ's, and INTP's. INTJ's are happy because infrastructure and organization is provided/supplied/inherent which they can use to "be scientists" and work on their stuff. That's all they seem to want. ENTP's are partially satisfied because they get to interact with intellectual people, have good discussions, collaborate, explore many different things, and do *some degree* of innovating. But, they also get frustrated because they can't be full innovators. Anything they produce is "under the umbrella" of the university", within the rules, policies, procedures, they have to get permission, they have to disclose their science, blah, blah, blah.
INTP's, on the other hand, seem to become very cycnical and frustrated by all of this. Just like ENTP's they tire of the policies, structure, rules. At heart, they just want to be left alone to produce their own stuff on their own time, at their own whim. Without much interference from anyone about anything. And so by the time the INTP deals with all that other "jumping through hoops" and "playing the game" and "meetings", in many cases you've lost him. He's checked out at that point because you've taken his innovation away. You've basically put him in a jail cell and said, "OK, now be an innovator!!!" At least the ENTP seems to get a lot of enjoyment from all of his co-workers and the discussion. The INTP to a much lesser degree.
So, how does any organization make best use (practical, real world use) out of their innovators? Most orgs are going to have a few of them floating around in their ranks. Many of which are probably frustrated.