Posted by Jan den Breejen (18.104.22.168) on July 12, 2003 at 05:44:45:
May I suggest Idiosyncratic Style, Solitary Style or Sensitive Style?
People familiar with MBTI: is this INFJ?
Enneatypers - is this an E5 person?
Come on; post your best guess.
12 JULY 2003
A thoughtful, deliberate type of person, this is an individual who is reticent about showing his feelings and will tend to be controlled and passive when dealing with others. This individual has high levels of cooperativeness and accuracy inherent to his personality, and tends to think through problems carefully before acting. He seems to be experiencing some difficulties in his work environment at present, however. These problems are discussed in detail in the following sections.
The major strength of this person is the ability to use his powers of patience and thoughtfulness to think a problem through to its logical conclusion, considering possible problems and set-backs and taking probable consequences into account. This strength is aided by his accurate and factual nature; he likes to have all available details about a problem before attempting to find an answer. He does not seem to be finding an outlet for these strengths in his work at present, however.
Although this person enjoys the company of other people, he does not have a great deal of social confidence, and this can lead to his appearing reticent and aloof, unwilling to share their ideas or feelings with other people for fear they might not be accepted. This lack of confidence will cause difficulties in a business scenario by reducing this individual's capacity to make decisions or act without feeling that he has the support and backing of his work colleagues and superiors.
This person's basic attitude to life revolves around his underlying lack of self-confidence, which is characterised by the belief that those things which he wants out of life are somehow outside his abilities to achieve. Note that this is a description of his personal perception of his abilities, and does not necessarily indicate that such abilities are not present. The work problems shown by the mask profile are likely to be rooted in this lack of self-confidence.
The primary motivator for this individual is certainty of his position. He needs to understand the expectations of his superiors and colleagues and to feel secure in his work situation.
The strengths of this individual from the manager's point of view are the patience and persistence which he brings to tasks which he is given. A profile of this type is suitable for jobs which require concentration and care, but not for those which demand urgent decision-making and self-motivation.
There is very little self-confidence in this profile, and the manager must take this into account by providing back-up and support for this person, both in a personal sense and in respect to his work. This person does not handle pressure situations well, and if he is to perform to the best of his ability, he should be protected from pressure where practical by management.
The primary concern when training this type of person is to be aware of the time he needs to fully understand and assimilate new information. Because of his underlying lack of self-confidence, he is unlikely to enquire further about questions which he does not fully understand, and it is important for the trainer to be aware of this and ensure that he is following the course and are not leaving queries unspoken.
Patient and attentive in style, a person of this type will tend not to be participative during the training course, and will not react well if asked a direct question by the trainer. His answer is likely to be evasive or vague; this response is not necessarily due to a lack of understanding of the subject matter but, rather, reflects an important factor of this personality type; he does not like to have to think 'on his feet', but needs time to consider the implications and consequences of an idea.
By far the most important training needs for this individual at present are the needs to enhance his levels of self-confidence and self-motivation. The low levels of these factors at present are likely to be causing him dissatisfaction not only in the work environment, but probably also in his personal and home life.
He seems to be experiencing some difficulty in his work at present; this appears to be a form a role ambiguity (that is, an uncertainty over the precise requirements of his job). It is recommended that this problem is investigated at the earliest opportunity.
When negotiating with this type, place emphasis on the increases in support and comfort which the adoption of a proposal will give to this individual, and show how his need for independent responsibility can be reduced (without affecting his standing within the organisation). Ensure that all his queries are answered fully, as this person places a great deal of importance on having all the facts before he makes a decision. Even when all the facts are gathered, he is likely to want to consult with colleagues and give the idea more thought before reaching a final conclusion; it is vital that he is allowed this time. If an attempt is made to force a conclusion to the negotiation, he will almost automatically become antipathetic towards the proposal.
The need to avoid forcing the negotiation to a conclusion has wider implications. It is important to make him feel as relaxed as possible during the course of the negotiation, as he dislikes pressure and evades threatening situations. It is therefore crucial that he does not perceive either the proposal or the person proposing it as threatening in any way if he is to accept the new idea.
This individual is interested in creating a calm niche in the organisation; a position in which he does not feel threatened by the need to execute urgent action. He is a thinker rather than a doer, and will prefer to avoid responsibility where he can. This is not to say that he tries to avoid doing work; he simply likes to think all he does through carefully and perform tasks in his own time. The mask profile suggests that he is not finding this niche in his present work role.
This type will tend to be reserved and quiet in a team situation, and will rarely make comment unless called on to do so by other members of the group. He has an evasive or compromising approach to problems, and this often leads to him taking on the role of peace-maker if a dispute breaks out or the group factionises.
This is a rare profile showing very little or no stress in the pattern, indicating that the person has few problems in life at the moment. It should be noted, however, that this person does not deal well with stress, and if it should arise, the problems caused may be severe.
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