2021.08.24 LUVINA'S MIND

Middle Management - Job allocation based on Character Map

Summary

  • There are 3 types of people: Attack, Defense and Balance.
  • Work should be assigned corresponding to the personality types.
  • Upon the job assignment, tell the member how they are seen and what is expected from them.
  • The fact that each member’s personality is recognized in a short time also makes them feel the leader’s consideration towards themselves.

Team members’ mentality

  • Members usually only care if they can do what they like, if their skills will improve, or if they can achieve what the leader expect them to.
  • Leaders, on the other hand, only think about how to allocate all the tasks.
  • Only when the leader’s external instructions and a member’ internal wishes match, will the member get motivated.

3 types of people

Attack

Balance

Defense

Attack Things to keep in mind

Charateristics Suitable jobs Things to keep in mind

- Keen on new technology.

- The type that clearly loves or hates.

-Doesn’t like to be ordered around or strictly managed

- Easy to leave when things don’t go their way.

- Technical or sale frontline positions.

- Fewer instructions, more power to act at their own discretion

- Do not let them run wild on their own, frequent confirmation of the job’s objective is necessary

Defense

Charateristics Suitable jobs Things to keep in mind

- More comfortable with familiar tasks

- More comfortable with job certainty

- Do not mind being managed or managing

- Managing jobs

- Corporate jobs

- Jobs that require quality and accuracy rather than speed

- May only work as instructed

Balance

  • No love/hate extreme in work (in a positve way)
  • Willing to do any job without being picky.
  • Can anticipate the leader’s intentions.
  • Good at interpersonal communication and avoiding conflicts.
Charateristics Suitable jobs Things to keep in mind

- No love/hate extreme in work (in a positve way)

- Willing to do any job without being picky.

- Can anticipate the leader’s intentions.

- Good at interpersonal communication and avoiding conflicts.

- Sub-leader

- Positions that require frequent interaction with customers or other members.

  • Their great effort to maintain harmony may lead to stress

How to recognize which member fall into which category?

  • Ask the smart questions and be sensitive so that they do not realize you are trying to gauge their personality.
  • Do not ask direct questions, which may cause the person to try to act as the leader’s favored type -> this will lead to unfitting job allocation -> undesirable result for both sides.
  • Ask the member about their experiences and preferences to understand about their personality.

Job allocation based on personality

Attention points during job allocation

  • Besides personality, experience and capability should also be taken into consideration.
  • A person’s personality may change over time.
  • Work involving high risks: rely on experience and capability.
  • Work involving low risks: personality is the additional factor.

How to convey your expectation

Attack

I want you to take charge in the development of functions using new technologies. Please also consider its practical application when selecting the technology. I believe in your capability for collecting technical information and your decision-making ability. I’ll let you make the call in this.

Defense

This function requires attention to details and careful testing. We have a lot of time this time though, and the technology is not new, so there should be no risk. There is no need to rush, take your time and make the perfect product. Ask me anytime if there are things you are not sure about.

Practice

  • Look around and see if someone is Attack, Defense or Blance type.
  • Make a Character Map for your own team and practice job allocation based on their personality.
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