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Comparison Report
Comparison Report
Comparison Chart: Greg Anderson (Supporter) and Julie Hudson (Researcher) TEAM: Supporter
Assertive Decisive Controlling Outgoing Convincing Excitable Harmonious Patient Lenient Detailed Precise Perfectionist
Directing
Interacting
Supportive
Conscientious
Adaptive
Pliable Conforming Passive
Reserved
Modest Quiet Distant
Objective
Questioning Impatient Critical
Unconventional
Instinctive Improvised
Greg Anderson (Supporter) and Julie Hudson (Researcher) Prepared by: Admin User Tuesday, November 27, 2012 11:05:05 PM
1/7
Dimensions of Personality
This report is based on four dimensions of personality. Each dimension has a continuum of behaviors associated with it as shown below. 1. Adaptive 2. Reserved 3. Objective 4. Unconventional Mid-range Mid-range Mid-range Mid-range Directing Interacting Supportive Conscientious
Greg Anderson (Supporter) and Julie Hudson (Researcher) Prepared by: Admin User Tuesday, November 27, 2012 11:05:05 PM
2/7
Adaptive
Directing
Decisive Controlling
Adaptive versus Directing. This dimension indicates a person's tendency to either follow another person's agenda or set a personal agenda. Supporter scored in the Adaptive range of this dimension and likely will demonstrate many of the characteristics shown in the Adaptive sections below. Researcher scored in the Mid-Range and will have a mixture of characteristics drawn from the Adaptive and Directing strengths and struggles. For Researcher, it will be important to identify which specific strengths and struggles apply by circling the appropriate ones from each group. Although Supporter and Researcher share many characteristics, in general, Researcher will be more directive and initiating than Supporter. On the other hand, Supporter will tend to be more cooperative and cautious. Their natural styles can be a good complement to each other. If they respect each other's strengths and help each other in areas of struggle they will contribute to the effectiveness of the team mission and its success. Adaptive Strengths is a loyal follower stays with the tried and proven speaks tactfully cooperates with others moves cautiously into new areas prefers to focus on one task at the time sees the practical for here and now Adaptive Struggles can be shy and unassertive tends to be passive rather than active hesitates to speak out may avoid taking charge tends to underestimate own abilities may agree, then regret or resent it may lack strategizing skill or vision Directing Strengths takes charge, establishes direction seeks measurable results speaks directly to an issue responds to challenges and choices is bold and confident prefers variety and many ongoing projects sees strategic and future potential Directing Struggles can be demanding and pushy often is controlling without authority can demonstrate poor listening skills often overlooks others feelings neglects details and avoids routine tends to overcommit and forget promises underestimates work needed to achieve goals
Greg Anderson (Supporter) and Julie Hudson (Researcher) Prepared by: Admin User Tuesday, November 27, 2012 11:05:05 PM
3/7
Reserved
Interacting
Convincing Excitable
Reserved versus Interacting. This dimension indicates a person's preference for either solitude and private time or extensive interaction with others.
Researcher and Supporter have some similarities and some differences in the way they relate to people. Researcher probably will be more serious and will need more time alone to focus on and process issues. Supporter, on the other hand, will want to laugh and talk more and have more face-to-face meetings, as well as the opportunity to influence others. Recognizing the different needs in the area of people should help you as the manager to assign different responsibilities in order to achieve harmony within the team pursuits. Reserved Strengths task-oriented serious and modest realistic and practical has a dry sense of humor good at follow-through and responsibilities appreciates and focuses on fine points seeks closure and reconciles details Reserved Struggles may appear withdrawn and cold sometimes shy or unresponsive tends to be pessimistic and critical can be curt and abrupt may be quietly self-righteous or judgemental may appear secretive or skeptical de-energized by social contact Interacting Strengths makes friends easily, people-oriented is lighthearted and enthusiastic is optimistic and cheerful enjoys being in the spotlight is good at promoting strives to make a good impression likes open-ended, spontaneous situations Interacting Struggles depends on the approval of others may be too talkative can be overly optimistic and naive likes to show off for attention tends to brag and exaggerate may be too uninhibited and open with others dislikes working alone, but is easily distracted
Greg Anderson (Supporter) and Julie Hudson (Researcher) Prepared by: Admin User Tuesday, November 27, 2012 11:05:05 PM
4/7
Objective
Supportive
Patient Lenient
Objective versus Supportive. This dimension indicates a person's natural motivation to be either cool and objective or warm and compassionate. Supporter and Researcher share a Supportive viewpoint. Both of these Supportive team members find it natural to be kind and compassionate. Both value harmony and like to help others succeed. They undoubtedly share a strong desire for stability and security and may feel uncomfortable when changes occur. Since they have a tendency to be good listeners, they likely have good interpersonal skills and enjoy good communications with others and between themselves. Their sympathetic traits will help build a strong working relationship. The greatest challenge as team members that Supporter and Researcher have may be in failing to confront each other with helpful feedback. Neither tends to be a pushy person, so as manager you should openly discuss this issue and agree on the value that comes from direct communications and friendly confrontation. Another challenge that they may have to face in their working relationship is to avoid postponing decisions until they become critical and learning to adapt to necessary changes. Incorporating adequate planning and lead-time will become increasingly important in managing team activities. Typical areas of strength and struggle for Supporter and Researcher are shown below under the Supportive column. Circle and initial the strengths and struggles that most apply for each team member. Objective Strengths operates well in conflicts or disagreements tends to be objective and cool makes difficult judgements and decisions responds quickly without hesitation operates at a fast pace prefers and promotes change favors logic over emotion Objective Struggles may be combative or confrontational often is tactless or abrupt can be critical and jump to conclusions may be too impatient tends toward hyperactivity is prone to be restless and discontent tends to be bottom-line, results-oriented Supportive Strengths encourages and enlists cooperation is compassionate, welcoming and warm is engaging, a good listener is patient, willing to wait operates at a steady, measured pace supports customs and traditions demonstrates empathy Supportive Struggles may compromise too much tends to stuff feelings, unwilling to confront trusts too easily, can be manipulated by others usually resists change, clings to status quo tends to be passive and uncommitted tends to be complacent rather than proactive can become possessive when taken for granted
Greg Anderson (Supporter) and Julie Hudson (Researcher) Prepared by: Admin User Tuesday, November 27, 2012 11:05:05 PM
5/7
Unconventional
Conscientious
Precise Perfectionist
Unconventional versus Conscientious. This dimension reflects a tendency to be either spontaneous and instinctive or to be prepared and structured. Researcher scored in the Conscientious range and likely will demonstrate many of the characteristics shown in the Conscientious sections below. Supporter you scored in the Mid-Range of this dimension and will have a mixture of characteristics from both the Unconventional and Conscientious strengths and struggles. Circle and initial those that most apply to both team members. Supporter and Researcher have some similarities and some differences in their approach to structure and details. Supporter will probably will be more spontaneous. Researcher on the other hand, will probably be more focused on accuracy, details, planning schedules, and being prepared. By placing these two people on the same team, as a manager, you can coach them to capitalize on each other's strengths, help where the other one struggles, and form an effective part of a larger work group. Unconventional Strengths is flexible and versatile understands broad concepts can improve without procedures follows instincts, operates spontaneously makes on-the-spot decisions can adjust methods to meet timeframes responds candidly and succinctly Unconventional Struggles is not naturally organized often is careless or imprecise may ignore rules is unprepared and overly confident takes arbitrary and impulsive action skips over important details is too informal when formality is needed Conscientious Strengths is organized and scheduled is attentive to details follows established procedures is systematic, prepared, and consistent analyzes thoughtfully before deciding conducts research to determine facts responds accurately and diplomatically Conscientious Struggles tends to be rigid and inflexible may be too picky is too reliant on rules may overprepare but lack confidence paralysis of analysis may prevent progress may focus on details and miss the goal may be too rigid or formal
Greg Anderson (Supporter) and Julie Hudson (Researcher) Prepared by: Admin User Tuesday, November 27, 2012 11:05:05 PM
6/7
Working Together
Supporter and Researcher the purpose of this information is to enable management to better understand and effectively manage team members and their relationships and all of those with whom they interact as team members. Mutual respect leads to trust which is the foundation for any cooperative endeavor. The best teams are formed by bringing together a diverse mixture of talents and styles. Maintaining respect as a basis for trust requires that we appreciate the strength of others while we support them in areas of struggle. When relating to others, remember the wisdom of St. Francis of Assisi seek first to understand others, and then, seek to be understood (paraphrased).
Greg Anderson (Supporter) and Julie Hudson (Researcher) Prepared by: Admin User Tuesday, November 27, 2012 11:05:05 PM
7/7