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Personality Types and Leadership – Do Leaders Have Multiple Personalities?

May 17, 2012 By
I had a fascinating conversation last week with a client who had recently completed a COREMAP assessment.  After discussing the outcomes of the assessment, we determined that his dominant personality was that of a Commander with highly developed Organizer traits as his secondary or back-up personality.  This is a relatively common combination, but what made him atypical was that he also had highly developed Relater traits as well and Relater was his tertiary personality.  When I told him about this, he was concerned that these different facets of the same person would create mental conflicts.  He laughingly asked if I was suggesting that he had some kind of “multiple personality thingy” … was I saying that “someday, someone would write a book or make a movie about the multiple faces of ME?”
After we both laughed, I explained that each of us contains all four personality types and that, at various times, we all call upon each of those personalities to help us deal with situations.  To explain how we use them, the following scenario was created —
Let’s assume that the team you lead at work has encountered a problem that must be solved.

• Your Relater tells your mind, “we have a problem that is causing disharmony … it must be resolved in order to restore harmony”.  Your Relater identifies the problem.

•Your Organizer tells your mind, “here are the steps that must be taken to solve the problem and restore harmony”.  It provides the details to the solution.

• Your Commander now instructs the team to take the steps necessary to solve the problem and the time frame in which they must be taken.  In essence, the Commander says, “here’s what must be done, let’s do it!”
Rather than creating conflict, each facet of our personality steps up and does what it does best helping us solve problems and resolve conflict.
Filed Under: Dynamic Leadership, How personality type impacts leadership, Lead from strength, Leadership, Personal Coaching, Personality Assessment, Personality types, What characterizes good leaders Tagged With: , , , ,

Personality Types and Leadership – Part 4

May 9, 2012 By
Where Commander-Leaders don’t really want to be bothered by details and Entertainer-Leaders know that details exist but don’t know what they are, it takes a special kind of person to handle details.  COREMAP® calls these special people Organizer Personalities.
Organizer Personalities as Leaders
As a general rule, Organizer Personalities do not usually seek out positions of leadership.  However, when a job requires someone who excels in creating a structured, systematic environment, the Organizer Personality offers traits and skills that enable the Organizer-Leader to flourish.  These qualities and skills include:
• Willingness to Train – Great Organizer-Leaders are detail oriented and take the time and effort to ensure that their followers have all of the details needed to properly complete a job.  Since they are logical and methodical in all that they do, training programs that they design and deliver tend to provide sequential lessons that make it easy for students and trainees to follow.
• Patience and Fairness – Organizer-Leaders recognize that people learn at varying speeds.  Consequently, they are very patient and willing to review details until their followers understand them.  Once the Organizer-Leader believes that followers are prepared to perform the tasks and complete the projects before them, he/she gives the followers great latitude in how the job is done so long as it is completed within the timeframe allowed.  If there are problems or conflicts, the followers know that the Organizer-Leader will help them find a solution quickly and will fairly arbitrate any disputes.
• Leads by Example – When the time comes to get a job done, the Organizer-Leader believes that the best place to lead is from the front and set the example.  He/She does not have the self-perception of being over others; rather, believes that “many hands make light work” and that his or her hands are every bit as capable of lightening the load on followers as anyone else’s.  Because the Organizer-Leader is working right alongside the followers, he/she has a great insight into the challenges that the other workers face and will always be looking for solutions that benefit “his/her people”.
• Loyalty – Having worked right alongside the followers, the Organizer-Leader is very likely to see them as part of his/her extended family and will tend to take the attitude that “we take care of our own”.  The old expression, “I’ve got your back” could well describe the message that the Organizer-Leader sends out to followers.  This message may not be vocalized; but, is delivered by the actions taken and the examples set by the Organizer-Leader.
A good example of an Organizer-Leader might well be the Compliance Officer, we’ll call him “John”, at a securities broker/dealer I worked with.  A major part of his job was ensuring that agency managers were well prepared for the day when a regulatory inspector would walk into the agency office to conduct a legal compliance inspection.
Each year, John would schedule an inspection at each agency, describing it as a “dress rehearsal” compliance inspection.  He used an inspection sheet prepared by the broker/dealer; an inspection sheet based on the experiences of the president of the firm who was also a securities attorney and an expert witness in many court cases involving securities firms and their registered representatives.  John would randomly select client files, much as a regulator would, and review each file to confirm that the representative had conducted a thorough fact-finding interview and that the investments recommended were suitable for both the risk tolerances and financial goals of the client.  At the conclusion of the inspection, John would meet with the agency manager and review the files with the manager.  John then recommended actions that needed to be taken within the agency in order to offer the highest probability of a successful outcome to a genuine regulatory inspection; and, he suggested training that should be provided to the registered representatives to ensure that they provided all of the documentation that was needed to justify and defend the recommendations that they offered to clients.
About six months after conducting a “dress rehearsal” with an agency manager, John got a call from that manager.  The manager told John that an inspector had just left the office; that the agency had passed with flying colors; and, that at no time was she nervous about the outcome of the inspection because she knew that she had taken action on all of John’s recommendations and that her registered representatives had received the suggested training.
By providing the processes and procedures; by offering a system that the agency manager could adhere to, John made certain that the team he led was well prepared for the challenges that they would face; and, that they would emerge from those challenges stronger, more competent, and more confident in their own ability to succeed.
Filed Under: Dynamic Leadership, How personality type impacts leadership, Lead from strength, Leadership, Personality Assessment, Personality types, What characterizes good leaders Tagged With: , , , ,

What happens to my money if my bank fails?

July 21, 2011 By

I had the pleasure of meeting with a group of “adult learners” on Wednesday and was asked a great question by a gentleman we’ll call Rob … “If my bank got shut down, would I lose all of my money?”  The short answer is “NO” … with a few provisos.  Let’s examine a hypothetical situation.

Let’s assume that Rob has a savings account at the Greatest Ever National Bank (GENB).  After his paycheck was direct deposited on Friday morning, the balance is $1,200.

At 6:00 p.m. on Friday afternoon, GENB closed and locked the doors as they have always done.  However, this day was unlike any other because at 6:01 p.m., the FDIC came in and declared the bank to be “insolvent” and closed it down … forever.  Now what happens?

The first and most likely possibility is that the FDIC will have a bank that is solvent (called the assuming bank) take over the insured deposits that GENB held … including Rob’s savings account.  We’ll call this assuming bank the First Bank of Deliverance (FBoD).  When Rob’s bank opens on Monday morning, it will be doing business as First Bank of Deliverance and Rob will be their new customer.  For Rob, life goes on as usual with no interruptions to his cash flow … his $1,200 balance is safe and available for him to pay bills, make withdrawals. or whatever else he planned to do with it..

Of course, if no healthy bank is willing to take over the Greatest Ever National Bank’s customers, then the FDIC will issue a check to each depositor for full balance of the customer’s account, up to the insured limit.  The FDIC’s goal is to pay these depositors within two business days.

The current insurance limit is $250,000 per account.  If Rob has more than one account; and, if these accounts have different legal ownership (for example, one account is in Rob’s name alone; and, Rob and his wife have another, joint, account), Rob’s deposits could be insured for more than $250,000 so long as neither account has more than $250,000 in it.

There are some wrinkles if the money is in a trust or is being managed by a fiduciary; but, for most people, the scenarios above answer Rob’s question.  For more information, visit: http://www.fdic.gov/consumers/banking/facts/index.html.

GREAT QUESTION, ROB!  Thanks for asking.

Filed Under: Money Management Tagged With: , , , , , , ,
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