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How People Are Different

Posted by iBlog on July 5, 2008

How People Are Different

Introverts
Introverts are focused inward, self reflective
Prefer quiet and time for concentrating
Drained by continuous interaction with others
Likes to work alone
Prefers to write out ideas before discussing them
Reluctant to socialize
More difficult to engage in sustained conversations
Disturbed by interuptions

Expect them to be less communicative during team meetings. Give them work they can do by themselves. Work that requires reflection and concentration. Allow them to write out ideas before presenting them. Avoid interrupting them unecessarily. Make social interaction safe for them. Be patient, a good listener.

Extraverts
Focused outward, human interaction
Like variety and action
Enjoy having people around
Enthusiastic communicators
Often think out loud
Discuss topics before committing anything to paper
Enjoy work involving interactions with others
Action oriented
Uncomfortable with lengthy discussion

When dealing and working with extraverts, create a social environment for doing the work. Set up teams or task forces, scheduling meetings where topics can be discussed. Give action, assignments and encourage them to participate in data gathering or problem solving. Involve them in group brainstorming and planning sessions. Use their presentation skills and interactive skills. Avoid asking them to work alone on long projects.

Sensors
Sensors value facts and reality, practical
Down to earth dimeanor
Factual and usually good detailers
Concerned about the specifics
Concerned about what words
Comfortable fine-tuning something that already exists
Want to reduce risk
Want to be shown why something makes sense
More interested in applications than theory

Be specific and factual. Provide evidence to support conclusions. Avoid asking them to accept something on faith. Make recommendations practical and feasible.  Outline plans step by step. Provide specific examples and anecdotes from experience. Pay attention to risk and show how to reduce or manage it. Use common sense.

Intuitors
Intuitors value imagination and inspiration, visionary
Oriented toward the future and toward possibilities
Disregards facts, makes factual errors
Thinks about the big picture
More interested in theory than applications
Enjoys learning new skills
Seem restless
Works in bursts of energy
Are visionary and follow their inspirations
May not be able to explain their rationale

Use their ability to make leaps of faith. See the big picture to generate original approaches and creative solutions. Challenge the status quo with them and trouble shoot systems, processes that need to be improved. Avoid overloading them with details. Ask them to theorize. Think about possibilities. Allow them to daydream.

Thinkers
Logical, objective and analytical
Analytical and objective
Tends to make impersonal decisions
May not consider impact on people
Focuses on the principles behind the decision or plan
Tends to be firm minded
May be critical
Appreciated a well organized presentation
May seem insensitive to others

Be logical, analytical and objective. State the principles involved. Be well organized and proceed logically from point to point. Support your conclusions with analysis and data, use graphs. Ask them to review and assess your own analyses. Remind them of the human impacts of decisions.

Feelers
Subjective, concerned with feelings and values
Concerned about how decisions effect people
Allows decisions to be influenced by what people like/dislike
Has trouble delivering bad news to others
Often appreciative and personable
Illogical, values harmony over logical conclusions
Open and forthright
Empathic and good listeners

Show concern for the effects of plans, decisions on other people. Be responsive to them. Use their interpersonal and communication skills to build teams and relationships. Ask them to evaluate how people will respond to a decision. Use them to determine what’s most important. Use them to balance your own perceptions and to factor in the human elements of a situation.

Judgement
Need for closure and decide quickly
Want things settled and finished
Very decisive
Makes decisions too quickly
Impatient with lengthy discussions
Want to see things structured and scheduled
Very good time mamangers
Insist that others be as punctual and controlled
Dislike surprises
Organized and focuses on tasks to be done
Make and use lists

Be as time conscious as they are. Start and end meetings on time. Structure your decisions. Be organized and systematic in your reports and presentations. Make your materials neat. Move through your agenda and proceed to decision making as quickly as possible. Avoid surprising them, last minute changes. Use them to manage time and to make lists. As for their assistance in project management.

Perceivers
Prefer spontaneity and like to keep options open
Uncomfortable with tight deadlines
Flexible and adaptable
Leaves things open
Expects last minute changes
Open to exploring new approaches and alternatives
Focus more on process than results
Postpone decisions in order to gather more information
Searched for more options
Uncomfortable with time management
Spontaneous, spur of the moment

Be flexible and adaptable. Show a willingness to explore new possibilities. Gather additional information, incorporate new ideas. Avoid giving them tight deadlines. Be process focused. Use them on teams exploring new possibilities. Be patient, don’t have expectations for them to be good time managers. Accept their spontaneity and go with it.

Fundamental Needs

The need for power
The need for affiliation
The need for achievement[

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