Different Personalities Means Different Rules

Scott Andersohn — Thu, 02 Sep 2010 15:09:40 +0000

As we prepare to go on vacation, we are writing instructions for taking care of our two dogs, Duncan and Annie. They are dramatically different personalities. Duncan is laid back, easy going, low energy. Doesn’t make a lot of fuss, tends to want to do things on his terms and at his pace (slow). Annie is just one and one-half years old and has a lot of that puppy energy in her. She goes from zero to puppy very quickly and when that burst of energy hits it is hard to contain it. The challenge for anyone handling her is to try and contain that burst before she gets too wound up. That requires a lot of rules, reminders, and reinforcement. Both dogs are eager to please and seem to feel genuinely sorry when they have disappointed you. It is almost embarrassing how much they suck up after that has happened.

So here I am again applying lessons from dogs to experiences working with managers, executives and their employees. There is no one size fits all approach to management either. Writing instructions for someone else on how to most effectively lead an employee would be a fools quest. It is specific to the individual and the best you can really offer is guidelines. It is as much art as it is science. Success though comes from understanding who you are dealing with. What motivates them, what hinders them, and then adapting your approach for each individual, and each style.

Disparate Points of View – How Empowering Are You?

Scott Andersohn — Tue, 04 May 2010 13:36:10 +0000

Ask most managers if they empower their employees and you will an answer along the lines of “as much as I can.” Ask most employees if they are empowered enough and you will likely hear an answer along the lines of “not nearly enough.” It leads me to wonder if this gap is an over confidence on the part of employees, or a lack of confidence on the part of managers. I suspect it is a bit of both. Many of us have encountered the supremely confident member of our group who is quick to tell us they are ready for any assignment. In their minds they are truly ready, and in yours they don’t quite have what it takes. Put in simpler terms, you have an employee who is ready and willing to take on more challenges and you have questions about whether they are “able.” So what are you doing about it? Lead them! Coach them! Challenge them! Stretch them! Stretch yourself by becoming a mentor and facilitating their development. Then tell me if the gap on those disparate points of view doesn’t close.

Water's Edge Coaching » Coaching/Mentoring Others

Different Personalities Means Different Rules

Disparate Points of View – How Empowering Are You?