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Case study - Sally Longlife
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Case study - Sally Longlife

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Posted by Jan den Breejen ( on July 21, 2003 at 14:02:35:

I think that she could be a mix of Dramatic and Self Sacrificing Styles?


case text citation:

Keywords for this personality are friendliness, enthusiasm and self-confidence; however, she is making an attempt to mask these factors and appear somewhat more patient and passive than is natural to her.
This is a person who is not afraid of drawing attention to herself; indeed, she positively enjoys the attention and praise of other people, although in current circumstances this is likely to show itself as a tendency to over-dependence on others. Although persistence and thoughtfulness are not natural elements in the make-up of this personality, she is making attempts (whether conscious or subconscious) to simulate these abilities.

Sociable and friendly, this person can handle interpersonal communication well. She is generally self-confident and outgoing, being enthusiastic towards new ideas and ready to try new experiences, in addition to which she is concerned with being thought well of by other people and thus tends to present herself well, both verbally and in appearance.

This person is attempting to disguise her most serious weaknesses and so is clearly aware of them. The underlying personality style, however, describes an individual lacking in organisational ability, efficiency and decisiveness, being more concerned with effect and appearance than actual operation.

The primary drive for this person is to actively seek the attention and, specifically, approval of other people. This underlying attitude leads to a desire to be outgoing and friendly, but she seems to feel that she cannot present this appearance entirely as she would wish at present, and is trying to show herself as a little more passive and steady.

Motivation for this person is a matter of feeling that she is appreciated and liked by her work colleagues and management. It is important, therefore, to take time to boost this person's self-image by praising her achievements and avoiding unnecessary criticism, if she is to work with maximum motivational impetus. Because of this need for approval, which is not always clear to the observer, her productivity can drop surprisingly if she is subjected to disapproval, especially by individuals whose opinion she respects.
Despite her attempts to mask the problem, difficulties are likely to arise if she is placed in a position where she needs to work efficiently in an organised manner, or in which she must work isolated from others (in either physical or organisational terms). This is especially likely to cause problems as the mask role which she is adopting is attempting to show that the opposite is the case.

A training environment for this individual must be informal in approach and provide opportunities for her to contribute to the session. A structured, formal training scenario will leave her uninterested and bored, and will therefore have little positive effect.
Ideally, this person will want to learn in an environment on which she can make maximum personal impact; role-playing is a good example of this. If such an approach is impractical to the subject, a similar effect can be achieved by ensuring that trainee comment is encouraged and that those on the course feel able to ask questions whenever necessary.

Precision and concentration are areas in which this individual has difficulty. She is making attempts to hide or disguise this problem, however, and so is certainly aware of it. In terms of a solution, priority-based training for a more structured, organised approach will be of value.

Despite the naturally outgoing and socially extrovert nature of this personality style, it is important to be aware of the insecurity which this socially-dominated approach brings with it. An understanding of this need for approval and liking can be used to advantage when discussing a new proposal, in ways which are described below.
It is important to build a rapport with this individual in the negotiation. In this way, she will develop a degree of dependence on the approval and liking of the individual putting forward the proposal, which will be of great advantage in getting her to accept that proposal. Features which will help her to draw recognition or praise, whether directly or indirectly, from colleagues or management, will be well received, as will testimonials from others who have put the proposal into practice, where applicable.

This is a person who needs respect and attention from those around her in order to successfully integrate into a new culture. She likes to be perceived as important, and to this end will try to find herself a place in the organisation where this is the case; she likes to have an important-sounding title, for example.
It is important to be aware of the underlying personal insecurity which is present in this type of personality. If she is to feel comfortable and motivated in a new culture, it is important that she receives tangible confirmation of the approval and liking which she needs from others, for example in the form of praise. It appears from the mask profile that these motivating factors are not well-represented in her current working environment.

Naturally an enthusiastic and extrovert team member, the degree of simulated self-restraint which this person is currently displaying will tend to modulate these instincts, although it is unlikely to hide them altogether. If she finds her views or ideas threatened, she will tend to adopt an attacking stance, denying the effectiveness of opposing viewpoints or, in extreme cases, of those who hold them.
The natural role for this type (that is, the role best suited to her underlying personality style) is in producing new ideas and in acting as a social bond within a team which acts to hold it together. It must be noted, however, that she will not fulfil this role effectively until she feels comfortable and accepted within the group.

This person is currently under only a negligible amount of stress, and this factor combined with their above-average ability to deal with stress-inducing circumstances suggests that they will probably retain this stability over a considerable period of time.

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