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Productivity and efficiency are the keywords of the century. Companies have realized a long time ago that in a world of finite resources, the only way to increase profit is to raise efficiency.

This is true for a corporation, a steel mill, or an essay service. No matter your domain of activity, you are failing as an administrator if you are not utilizing your resources at their maximum potential.

This is a vague discussion, given that each role/department or industry has its specific requirements.      But at the end of the day, you are working with people, and their synergy or lack thereof will affect productivity.

Ties between personality and role

Of course, when assessing the behavioral patterns that emerge from certain personalities, you will have to stereotype a bit. For example, it is indeed true that outgoing extroverts will handle themselves much better in sales, than an introverted calculating type.

Meanwhile, introverts are much better represented amongst technically-oriented people.

Another subset is the detailed oriented person who thinks in PowerPoint slides and Excel Graphs. Of course, they will be much more suited to business operational support or HR work.

Depending on the size of your company and the roles in question, it is most likely that you can use everyone regardless of their personality type.

Consistency is key

As a manager, you most likely have to organize people depending on their strengths and weaknesses. In many ways, your personality will have to take a backseat to your role.

You will be expected to be as neutral, meritocratic, and fair as possible, regardless of your natural affinities and inclinations.

But how can my decision-making be perceived as fair?

Well, consistency is probably the most important factor. If you present a standard and an expectation at first, that represents a red line that should never be crossed. Making exceptions, being overly lenient, or overly harsh will give the perception that the standard for behavior depends on your whims.

Dominant vs agreeable

Here’s another important dichotomy: some people are naturally more commanding, while others are allergic to conflict and just go with the tide.

The proportions of these personality types have to be matched.

For example, if too many dominant types are assigned to the same project, nothing will ever get done. This personality pattern is characterized by a strong impulse to assert one’s will, and an ego to match.

Don’t get me wrong, you do need leadership but more importantly, you need direction. Imagine having two or three heads. Is that necessarily better than a single head when it comes to decision-making?

Let’s not forget that businesses are not democracies. They are hierarchies based on merit and results. So, if you want to avoid too much conflict, don’t pack your team with dominant personality types.

Never punish opinions

Hesitating and playing things safe are a pitfall of every personality type. However, it is most pronounced in generally agreeable people. This personality type hates conflict and fears stigma and embarrassment.

The bright side is that these people rarely cause commotions or problems. They will go along to get along, unlike other more dominant types. However, there is also a dark side.

They may have brilliant ideas, but they are unsure if they should share those concepts. Fear of being embarrassed or rejected is very real in certain individuals. Or maybe they noticed a flaw in your plan or process, but are unsure if they should speak out.

This is why you should never punish or discourage discussion. It should be encouraged at every step of the way.

The mother hens

Some people just act like social glue and hold groups together. They are pleasant, and almost everyone likes them. They can be positive and supportive without being pushovers, and they can take initiative without getting pushy.

Generally, this “mother hen” personality type is seen in people with more experience in the role, and the company. They usually like organizing get-togethers, helping the managers, and taking new arrivals under their wings.

This personality type is rare and very much welcome. Veterans usually get jaded and cynical over time, rarely becoming warmer and more supportive. “Mother hens” are a rare and pleasant exception to that trend.

Conclusion

The reason why people have multiple personality types is that we need to work together. Maybe you have strengths in the exact areas in which I am lacking.

To put it in concrete terms: personalities are not equal, they are complementary.

Embracing and understanding this fact will make you a much better manager.

The post How to manage your teams in accordance with multiple personality types appeared first on HR News.

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