In a previous blog we looked at four of the nine common personality types managers can expect to come across at work.
In this blog we look at the final five types, with tips on how you can get the best out of them.
Precise Pili
Pili is highly critical and analytical. S/he constantly suggests ways to “improve” how things are done. Whilst some of Pili’s ideas would be beneficial and improve effectiveness and efficiency, others are not.
Managing Pili effectively requires you to listen to what s/he says and then take his/her best suggestions on board. You will also need to steer them back on course when their suggestions are not practical. With the right focus Pili’s analytical skills means s/he will be a high achiever, so think carefully about the work you ask them to do.
Powerful Perry
Perry wants to take charge and make decisions. Perry is good at his/her job and knows this. S/he has a tendency towards being aggressive.
You will need to rein Perry in sometimes to ensure s/he doesn’t unsettle the rest of your team. Fortunately, Perry likes a straightforward, no-nonsense approach. Show an active interest in Perry’s career and give him/her the autonomy to get on with their work and they will stay and thrive. However, if Perry feels that his/her talents aren’t being recognised then they are highly likely to look for a job where they are.
Non-Participant Nico
Nico likes to get on with his/her work in peace and has little interest in getting involved with the team or company activities. Nico’s preference to avoid interaction with his/her colleagues and customers can have a negative effect on the team’s results.
You will need to constantly stress the importance of team work and collaborative working with Nico - but don’t expect them to become everyone’s best friend as this is not their style. In extreme cases you may need to find Nico a different role in the company that uses their strengths and doesn’t require them to interact regularly with others.
Inflexible Indiana
Indiana can be a challenge to manage. S/he is resistant to change and unwilling to adopt different ways of working that would produce better results.
You can help Indiana to adopt change by stressing the importance of the bigger picture. In this way Indiana is more likely to see that s/he has been given the instruction for a particular reason. At times you will need to be more direct and forceful with Indiana in order to overcome his/her stubbornness.
Difficult Drew
Drew has a bad attitude towards work making it extremely hard to get any useful work out of him/her. In truth they are the wrong person for the job and would rather be somewhere else.
Whilst Drew is on the payroll you are still responsible for managing him/her. Make sure you give very clear instructions with time frames and deliverables clearly identified. Be very direct about what is expected. If nothing changes then alert your own manager to the difficulties - formal action may be required to dismiss him/her.
Prevention is better than cure, so in future take all the steps you can to prevent hiring another Difficult Drew into your team!
So there you have it – the nine common personalities you may have to manage. Learning effective people management skills is an essential part of being a supervisor or manager.
Spearhead offers a range of management training courses that will help you develop these skills.
