Published August 2005
Understanding
basic types
of people helps managers
Q. I’m preparing to change employers as
well as my job. As the new deputy director of a department at a major
corporate headquarters, I will be in charge of operational directions
and be expected to contribute effectively in forming strategic plans and
projects. I will be working with employees at all levels of the corporation.
How can I best prepare to deal with the myriad personalities I’ll encounter
as I take on my new responsibilities?
A.
Our favorite advice for career success — always be positive, give your
best effort, and meet all of your work colleagues no matter their rank
better than halfway — applies here but only in a broad sense.
In your particular situation, the ability
to rapidly identify — or, “size up” — the many personalities you’ll encounter
will go far in helping you achieve both initial and sustained success
in your new position.
Modern personality analysis tends to categorize
people into one of four main types. Always be aware that each of us is
unique and usually a combination of two or all of these types. Usually,
one personality emerges and characterizes each of us most accurately.
A long-time favorite, the Marin- Wilson Model
of Personality Types, serves as a solid grounding in how to quickly “size-up”
individuals. Here’s a look at its four major personality types:
Analyticals. Think of them as “data
vaccums,” often known affectionally or not as geeks. They are information
sponges; they like to soak up every conceivable detail about a product,
project or decision that must be made.
They are serious, orderly, often referred
to as perfectionists. Once they feel they’ve gathered all relevant information
available for the task at hand, they decide and want to act quickly. Their
greatest fear, however, is making the wrong decision.
Dealing effectively with “analyticals” requires
reigning in your enthusiasm and emotion, being ahead of them in assembling
facts and details and establishing yourself as decisive and in charge.
Amiables. Also known as solid contributors
and dependable, “amiables” constitute about half the population. Amiables
are the worker bees — they get things done. They aren’t shy about telling
the boss what they need to get their job done and will utter an audible
sigh if they perceive they have been slighted.
As a boss, do not get on the wrong side of
Amiables. If they think they’ve been badly treated, either by a peer or
a supervisor, they are likely to share the excruciating details with co-workers,
friends and family members. Communicate with Amiables by verbalizing your
feelings, asking and listening for their opinions and being decisive.
Expressives. These people are aware
of everything that’s going on in their working environment; they have
‘street smarts.’ They are motivated to be well liked; their greatest fear
is being rejected. Often referred to as ‘party people,’ they make decisions
based on their intuition and what’s popular. If they feel hurt, put down
or the target of sarcasm, they will remember it for the rest of their
lives no matter how much you apologize. Incorporate emotion into your
conversations with “expressives,” be enthusiastic and attentive.
Drivers. They are aggressive, forceful
and demanding. They are the type that walk into a room, turn on you and
demand you tell them how you justify a decision or project outcome. Ten
minutes later, they’re all smiles and backslaps, wondering how your family
is doing and naming each one.
They crave power and control, usually basing
decisions on “what’s in it for me.” Their biggest fears are losing power
and failure. Communicate with drivers by controlling your emotions, focusing
on the bottom line and being assertive.
Eric
Zoeckler operates a marketing communications firm, The Scribe, and writes
“Taming the Workplace,” which appears Mondays in The Herald. Contact him
at 206-284-9566 or by e-mail to mrscribe@aol.com.
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