Question

As I read the style breakdown, I definitely identified many of the personality styles in several of my fellow ASMs at work. Its also interesting to note that we have placed each other in our Hogwarts houses (Harry Potter reference) which prior to reading this had helped inform me of personality types. Obviously this sorting is not anywhere as scientific as our reading material, but some of the general traits are there, and we have the list posted in our office so it is something we are all aware of.

When we return to work, I feel that I have a much better framework with which to observe my fellow cast members and note things that will help adapt my leadership style to suit. The YouTube video on motivation was particularly insightful, especially in knowing how each personality type likes to hear praise and constructive criticism, which can be an otherwise difficult conversation. I also appreciate knowing what styles appreciate a direct approach versus a softer style that is normally my default.

A couple of weeks before the closure happened, I heard that there were several salaried positions opening up in my department, and I decided I wanted to apply for one. There are a lot of politics involved, so I knew I had to have a conversation with the department head. I wasn't sure how to approach it, so I sent a meeting request for advice on my resume and a project I was working on. We talked about both, and it was a good conversation, but I never really managed to express my desire to be considered for one of the positions. I walked out of there feeling like I had missed my opportunity. I struggle with feeling overlooked a lot at work by my superiors from a career standpoint, and I want to tap into some of the stronger driver traits that I know I am capable of to improve my leadership style.

Provide your concerns towords the above post. Use real life example if needed ?

Answer 1

As we perceive the world in general, it is a natural human behaviour which tries to identify and categories the people based on there personalities (which is in general decided by their reactions towrds various situations).

Here the individual who is making statement is an ASM, He and his fellow ASMs have devised a tool of placing each other in different personality type categories which is Hogwarts houses here. Though this technique may be helpful in understanding the people better in general but can also cause some of the biases. e.g. If 2 ASMs which are performing well for past three months are found to be extroverts, it can be percieved by others that being extrovert is the key to perform well in ASM profile. In such cases multiple other traits, reasons are missed.

He says that he has a fair idea of the personality type of his cast members and has categorized them, this will help in adapting leadership style for him which suites accurately.

When we talk about leadership style which will work for other people, here personality type of second stakeholder is only one attribute, his motivations, his socio-economic condition also mould his requirement from the job as well as his expectations from the job. When a leader approaches his fellows, he must keep a focus on all this aspects.

Knowing different personality types and knowing their motivations helps in constructing a better feedback mechanism in the organization. By this was the model of feedback and constructive criticism is created which will help in creating a feedback oriented and open communication culture in the organization.

For example:

Mr. A is a soft spoken school passout who has taken up commission based sales as his first job to support his family.

If Mr. A does not generate sales in first month. FIrst option is to tell him about his lack of experience and demotivating him further by comparing with an experienced top performer. Second option is to talk to him, ask where he thinks he is losing the leads, trying to fill up the knowledge gap there and showing him examples that how much he can earn next month if he closes X number of deals ( money is the motivation as he is in job to support his family).

The Meeting: Here the individual has devised a strategy to approach his department head through a meeting asking for advice on resume and current working project. It is an indirect approach and here the objective of the meeting has already been set well in advance.

Two possible scenarios could be there:

1. Direct approach: Here a direct approach could have been taken, where our Mr. X could directly ask for a meeting regarding the opening in the department, where he could make an initial case over the mail how he is suitable and could discuss in meeting in detail.

One possibility with this approach is that, there are chances that he would be outrightly said no over the mail and there would not have been any possibility for face to face communication, so lets go with second approach:

2. Indirect approach: In this approach Mr. A would have asked for a meeting asking for advice on resume and growth opportunity triggers for him. Here during the meeting fully prepared Mr. A about the roles and responsibility of current opening would ask some very significant questions and would ask the head to guide him about what kind of profile they are llooking for new profile in the organization and further he can make a case how he can be a great fit.

Suggestions to Mr. A:

1. It is good to categorize work-force based on the personality types and devise leadership style according to the personality type but this categorization should be based on some scientific models accepted in organization studies as well as personatily types can't use in isolation to devise leadership style, you also need to understand the motivation, socio-economic factors and culture to devise a successful leadership style.

2. If you are getting into a meeting or conversation with a specific motives, you must have done homework to drive the communication to the point where you want it to be. For this you must be thoroughly prepared with information as well as a strategy to chip in your idea and thought process in such a way that it leads the communication in the meeting.

3. Driver traits for leadership: Working on following driver traits for improving as a leader would be helpful:

A. Abitity to initiate a central idea and building upon that.

B. Building trust with all stakeholders, not only with managers but also with subordinates and juniors.

C. Identifying measurable traits of any job or task, it will help in quantifying and analyzing the efforts and results, as well as to showcase them. It will help in quantifying your efforts and result infront of organization and would create better chances for you.

D. Feedback based approach is required for a good leader, utilize personatilty identification, motivation and communication style of others to create a two-way feedback channel which will bring transparency as various level of organization and will also help you in showcasing your efforts and results.