Have you ever wondered why one person does something one way and you do it another? Why your desk is so organized and your co-workers is a mess? Why it takes some people forever to make a decision? These differences are determined by each individual's style. People are different in fundamental ways. They want different things; have different motives, values, goals, drives, impulses, and urges; think differently; and believe differently. These "mannerisms" make each of us unique. Differences are not very hard to see. In fact, often when we see others behaving differently, we attribute the differences to ignorance, lack of training or even temporary insanity! Sadly, we tend to account for personality differences in terms of flaws and affliction. Most managers feel it is their job to correct the flaws. But, it is nearly impossible to force change. Asking a person to change form, to think or want differently, is asking them to change what is inherent and ingrained. People are creatures of habit and, for the most part, will not change unless they are ready to do so. This is really not a bad thing. Diversity helps get things done. No one personality is better than another. Every type of person can do any kind of work, but each person will do it in their own way. Once you recognize that people are different, you can adjust your thinking, and more importantly, the way you act to get the results you want. When you encounter someone you don't quite understand, make an effort to consider things from their perspective. Don't just look at how someone does something, but why. Try to understand and recognize differences as features rather than flaws. As a manager, you come in contact with a great number of people, on a variety of levels. Your success can be greatly affected by your ability to identify the different personalities of your employees and learn how to supervise, reward and interact with each one. If you can behave in a way which most effectively helps you relate to each individual, you can produce dramatically better results. By gaining an understanding of personality styles, you'll not only accept others as different, but appreciate them as well. But, before you start analyzing other people, you should study yourself. If you don't have an accurate picture of your personality style, there is no way you can accurately characterize others. The best way to increase your self-awareness is through personality assessment testing. There are a variety of different tests, the majority of which are administered in a work environment. Many of the tests (if not all of them), are appropriate to use as a hiring tool, for team building, leadership development or self assessment. Types of Tests There are basically three classes of tests which vary in price and sophistication. The simplest are inexpensive workshop/development tools targeted to low- to mid-level employees. They are typically brief and self administered. Users indicate how often or how strongly they feel particular adjectives apply to them. These tests are especially useful for team-building. The next level includes more comprehensive personality inventories which have been validated on large samples of people. These tests are commonly used in pre-employment screening for mid- to upper-level staff. They are administered by a trained individual and take 20 minutes to several hours to complete. These tests typically consist of 75-300 true/false or multiple choice statements. Tests in this group usually meet all of the EEOC requirements, and can safely be used as pre-employment tests. The most sophisticated tests are psychological batteries which must be administered by trained professionals. These tests take from two to eight hours to complete. They are generally used for upper-level employees, managers or executives. The results are very personalized and quite comprehensive. Examples of Personality Assessment Tests OAD Survey - Designed by the Assessment & Development Group (ADG), measures an individual's traits and perceived job behaviors. The test consists of two 110-adjective lists on which individuals select descriptors they feel apply to them. It can be used as a pre-interview screening tool to better develop questions to ask in the interview. Scoring can be done at the ADG facility or, more commonly, at the client's facility under a software license. Myers-Briggs - One of the most popular personality indicators, was developed by the Briggs family and began being used in the mid-1960's. It is not considered appropriate for job evaluation or selection because it does not measure competence. It is a beneficial tool for team building, understanding differences, improving relationships, and bettering yourself. It describes the preferences, rather than skills or abilities of an individual. There are four preference scales of the Myers-Briggs which when mixed make-up 16 different personality types: 1. Extroversion (E) vs. Introversion (I): This is where you get your energy, i.e. what recharges you. 2. Sensing (S) vs. Intuition (N): This deals with the perception and gathering of information. 3. Thinking (T) vs. Feeling (F): This scale deals with how people come to closure. 4. Judging (J) vs. Perceiving (P): This involves a preference for making decisions or gathering information. Comprehensive Personality Profile (CPP) - Was designed by Larry Craft, Ph.D. in the early 1970's. The 88-item true/false questionnaire was created primarily to help in the selection of sales personnel. CPP measures personality traits like emotional intensity, intuition, recognition, and exaggeration. Secondary traits include ego drive, interpersonal warmth, stability, empathy, tolerance, and efficiency. Five different reports can be generated including a selection report to help match candidates to the job, and a manager's supervisory report to help the hiring manager supervise new employees. A summary profile categorizes the candidate into one of four common personality types: driver, supporter, thinker, or motivator. Craft has also developed compatibility charts for 24 other positions. Charts can be created for any job, if the client's firm has at least twelve peak-performing people who can be profiled. Occupational Personality Questionnaire - Was created, and is still supplied, by Saville & Holdsworth Ltd., a British-owned firm. The questionnaire consists of 248 items measuring 30 personality traits as they relate to the world or work. This survey puts the test taker into a work mindset and asks questions that will reveal their personality tendencies at work. The questions focus on three behavioral dimensions - relationships with people, feelings and emotions, and thinking style. It is intended to help identify an individual as innovative, risk-taking, mentally and physically active, or methodical. The test can be administered either on a PC or on paper. S&H also offers a Motivation Questionnaire which seeks to identify what intrinsic and extrinsic factors motivate them, and a Contact Styles Questionnaire for front-line staff. DISC - Is a questionnaire where several options are given and you select the one you most want to do and the one you least want to do. Based on how you answer the questions, you are assigned one of four dominant personality types - Driver, Influencer, Sustainer or Calculator. It shows a person's natural style and then their style under stress. It is useful in understanding on the job performance. A personalized report is generated providing a detailed analysis of the personality type, ways of communicating, areas for improvement and keys for managing. This is a great tool for self assessment, and is also beneficial for team building. Pages five through seven discuss in greater detail the personality types of DISC. California Psychological Inventory - Consists of 434 true/false statements that measure important personality traits found in the average person. It specifically addresses those characteristics important for social living, interaction and achievement. Examples of some of the qualities measured are self-confidence, maturity, sociability, flexibility, dominance, and achievement style. It also contains scales that measure whether or not the applicant is answering the questions honestly. The test must be administered by a trained industrial psychologist. Common Uses of Personality Testing Hiring - Serious consideration of personality types need to be considered when hiring. You need to select someone who will work well with those already at the company. He or she also has to fit the corporate culture, and share the values, beliefs and attitude of the company. Many companies use personality tests to assist them in screening candidates. Personality assessment tools are usually aimed at identifying ideas and behavior patterns that characterize an individual. The best use of these tests is a pre-interview device, to improve the value of the interview by identifying, in advance, areas that deserve extra discussion. This will allow you to gain greater insight about a persons traits and characteristics. The real value of the test lies in matching those qualities to a specific job. Team Building - In addition to hiring, personality assessment tests can be very useful for team building and screening personnel to work with particular clients. As a team building tool, the tests identify different personality styles in your organization. Then, you can teach employees how to interact more effectively with each other. This is especially true if you are a manager. People need to be supervised differently depending on their personality. Remember, as a manager it is your responsibility to determine the best ways to reward and interact with your employees. Some people like to have constant interaction while others like to be left alone. Some like monetary rewards, others like peer recognition. Pages six and seven review ways to communicate with various personalities. Career Management/Planning - Similar to using personality assessment tests with hiring, they can be used for career planning with existing employees. If a person is eligible for a promotion, evaluating their skills can be beneficial before moving them into a new position. For those interested in future advancement, the tests can be used to plan for growth of the individual. Testing can also help determine how a person likes to be rewarded. Self-Assesment - As mentioned previously, these tests can be used as a means to assess your own personality. It can help you better understand yourself, how you interact with others, what type of environment you work best in and areas you need to improve. Performing a self-assessment is recommended before analyzing others. These are only a few ways in which personality tests can be used. In all cases they should not be used as the sole criteria for evaluating an individual. Every day we interact with a variety of individuals, and have to learn to work with and respect each other. Understanding personality styles will help you improve your relationships at work with supervisors, co-workers, employees, and in your personal life with family and friends. More importantly, it will help you gain a better sense of yourself. Identifying Personality Types In the majority of your interaction you won't have the luxury of knowing an individual's personality style. Instead, you will have to do a quick analysis of that person and take a guess as to what you think their style might be. Having a means to make this assessment will help you determine how best to interact with that person. The remainder of this document will discuss ways to identify personality types and suggestions for ways of managing and communicating with these different types of people. As an example, we will use DISC to help you analyze others with which you come contact. Each of the personality styles has its own unique set of characteristics. Here is how you can identify the four different types: Calculator - Assesses Others Cool, distant, reserved, diplomatic, courteous, restrained Thinks before acting Concerned about accuracy Prefers data, facts, and order Objective, conservative, unemotional Under pressure - becomes critical Fears making mistakes Meets questions - data/facts/order Driver- Directs Others Directing and dominating, take charge person Exudes power, authority and confidence Very competitive and naturally aggressive Quick, impulsive, always pushed for time Direct and straight-forward with people, very outspoken Under pressure - belligerent Fears unfair advantage Meets questions - results/ego/bottom line Sustainer- Accomodates Others Easygoing, steady, process oriented, slower-paced Predictable, consistent, prefers routine Accepts others slowly Indirect, prefers to suggest Accommodating, willing, conforming Fears change Meets questions - family/how does job/organization structure Influencer- Relates to Others Outgoing, people oriented, very friendly and affable Enthusiastic, popular, easy to talk to Exudes charm and eloquence; stylish and trendy Positive and optimistic Under pressure - emotional Fears conflict Meets questions - people/motivators/dreams Tips For Managing and Communicating With Different Personalities It can be difficult to communicate with people who are different personality types. By learning how to recognize other people's styles and knowing how to effectively communicate with them, you will gain a great advantage. Developing this skill is even more critical for managers. Learning different ways to manage the different personality styles can be time consuming and overwhelming, but is vital to being effective. Here are some quick suggestions of how to interact with anyone who scores high in one of the four DISC personality types. Ways To Improve Communication With A: DRIVER- Be clear, specific, brief and to the point Present the facts logically: plan your presentation efficiently Minimize features, maximize benefits Flatter their egos Talk quickly and listen carefully Ask specific questions & give direct answers Recognize that they are risk-takers Speak with confidence Factors That Will Create Tension- Over controlling the situation Telling him/her what to do Not reacting quickly Speaking slow and deliberately Being indecisive Explaining too many details Appearing disorganized Over using gestures and emotion INFLUENCER- Be friendly and sincere, not dominating Give fewer details than you might normally Ask for their ideas and opinions Give him/her time to ask questions Tell how others will benefit Control your impatience Use emotion and flattery Provide ideas for implementing action Smile and talk more than usual Support your communications with correct facts and data Factors That Will Create Tension- Over controlling Displaying your impatience Talking about yourself Attention to detail "Follow the book" approach Not sharing information freely SUSTAINER- Listen Patiently Take time to explain Develop more empathy and patience Take a personal interest in them Exhibit friendly attitudes Slow down Give more attention to details Control body language Speak with sincere tone of voice Factors That Will Create Tension- Overselling new concepts or ideas Dominating with active body language Being overly optimistic Appearing cool and distant Talking too much and not listening Always adhering to company rules Being positive of information Not demonstrating personal attention CALCULATOR- Slow down and listen Explain details Be sincere - lower your tone of voice Be conservative in assertions Answer questions precisely Minimize risks Use restrained body language and emotions Avoid sudden changes Try not to criticize their comments or choices Factors That Will Create Tension- Being too blunt and direct Forcing them to take risks Being overly optimistic Inability to prove what you say Slow response time to their needs Desire to be more correct than others Sloppy work environment Overconvincing This article is brought to you compliments of Central Michigan Staffing © 1998. 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