It Pays to Know Others’ M.O.s

It’s just not worth it to ask people to do things if the way they do them doesn’t work for you.

Don’t ask initiating
     Fact Finders for an answer – if you aren’t prepared to provide lots and lots of background information.
     Follow Thrus for help – unless you’ve cleaned up pretty well ahead of time.
     Quick Starts for ideas – if you aren’t willing to take at least some of the recommended risks.
     Implementors to fix something – unless you have plenty of time to wait for it to be done really, really well.

When you know another’s M.O. you can predict what they’ll do based on non-prejudicial information, not on myths regarding gender, age, and race. You won’t make the mistake of making false assumptions that can hurt feelings and ruin relationships.

Don’t assume you can change people or that they will “wise up” and stop being whatever part of them may annoy you.

You might even see the humor in
     a perfectly healthy, resistant Fact Finder forgetting important details.
     a seemingly sensible initiating Follow Thru rejecting time-saving shortcuts.
     an introverted initiating Quick Start surprising others with sudden decisions to do the unexpected.
     a resistant Implementor pushing the wrong buttons and messing up technology.

If you know those things will happen, you have a better chance of stopping them from causing problems.

When resistant Implementors grab one of three remotes and operates it by instinct, they often mess it up.
(I just gave my resistant Implementor husband the latest, greatest universal remote. I’ll let you know if it helps.)

Leaders – and bossy spouses – have told me that knowing a person’s M.O. wouldn’t help. They would just demand that people do what they were told to do.

How has that worked for them?

When they have demanded
     Fact Finders cut to the bottom line – they got errors.
     Follow Thrus use short cuts – they got sloppy work.
     Quick Starts stick to the script – they got turnover.
     Implementors sit still and listen– they got disputes and disobedience.

4 Comments

Filed under Self-Help

4 responses to “It Pays to Know Others’ M.O.s

  1. This is great, Kathy! I notice that we are having more and more of these discussions at my office. I will tell my co-project manager that what I am about to propose is going to challenge her resistant Quick Start and that I am making the suggestion because I see it as the best way to proceed for these reasons (1, 2, 3). If I warn her in this way, we seem to be able to cut through the push back that usually happens with a new idea and get right to the action mode. She trusts me because we both initiate in Fact Finder and she knows I have gathered the background. If there is an idea way out in left field (we have an insistent Quick Start boss), then I don’t involve her until I am sure we are going that direction and it is at least feasible for these reasons (1, 2, 3). Can you tell that I also accommodate in Quick Start? 🙂 Kolbe has made my life so much easier on the job. Thank you Kolbe Corp.

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