Does your cautious, fearful analyzer style help or hinder your life? Do you actually want a happier more fulfilling life or exist with the status quo? If you want better, this pearls may help.
Our Genetic Human Personality, which Helps and Hinders our Lives:
Our physical survival, our Genetic Human Personality has four basic emotions; sorrow, fear, joy and sorrow. Fear alerts us to sorrow, sorrow alerts us to confrontation/hindrance, joy alerts us to our connections and sorrow alerts us to a disconnection from our connections. For our social survival, our Genetic Human Personality has four rational styles: relator, analyzer, socializer and relator, built into our rational brain’s right and left frontal lobes. The relator style evolved to maintain our relationships, the analyzer style evolved to cautiously proceed, the director style evolved deal with confrontation/hindrance and the socializer style evolved to determine whether our connections are positive or negative.
Sensory input triggers emotions, which trigger its symbiotic rational style to sort out the reason for the emotion. Sorrow triggers the relator style, fear triggers the analyzer style, joy triggers the socializer style and sorrow triggers the relator style. Everyone has all four emotions and all four rational styles, but they are not all equally strong. The strength of a style or emotion is based on daily use. We use a strong style/emotion much of the time; we rarely use a weak style/emotion; and we use a moderate style/emotion as needed. We only have one strongest style/emotion that we use when distressed. The four strong or moderate or weak rational styles form a personality pattern, which can also be strong, moderate or weak.
To achieve its purpose, each style has its own set of built in attributes: a purpose for existing, a task or people orientation, three motivations, a pace and numerous attitudes that support those attributes. The four rational styles are grouped into two opposite cognitive pairs: the relator style and director style have opposite attributes; the analyzer and socializer styles have opposite attributes. If strong in one style and weak in its opposite, then you are double strong in one and doubly weak in the other, since the weaker style can’t replace the stronger style when appropriate. People-oriented styles (relator and socializer) are needed when people are more important than tasks and task-oriented styles (director and analyzer) are needed when tasks are more important than the people involved.
The Analyzer Style’s Attributes, i.e., why we react the way we do when using it:
TASK – oriented
Purpose: To cautiously proceed
Symbiotic Emotion: Fear (to alert us to danger/risk)
Pace: Fast if thinking in visual-words, but slow if thinking in tactile sensations
Motivations: (Helpful if a task-oriented situation, but a hindrance if a people-oriented situation)
1) To avoid loss and pain 2) To do what I'm obligated to do 3) To distrust new situations
Attitudes: conventional, diligent, disciplined, introspective, logical, methodical, meticulous, modest, tactful, preparative, reserved, respectful, thrifty, , negative, self-conscious, tedious, touchy
Important! The analyzer and socializer styles are opposite and thus, when strong in the analyzer style and weak in the socializer style we are doubly strong in the analyzer style and doubly weak in the socializer style.
Warning! Strong-Analyzer/Weak-Socializer people do poorly as sales-people, but do well in jobs involving a lot of detail.
Below is a description of how the analyzer style helps and hinders us in the rolls we play in our daily lives.
A Boss’s use of the Analyzer Style (to manage and promote the people who work for the boss)
The analyzer style helps a boss to:
Make sure that his workers consider all of the pertenant details of a task
Cautiously proceed toward the results
The analyzer style hinders the boss from doing that job, but that hindrance can be overcome:
Taking too long to make decisions and missing deadlines
This is resolved by setting strict guidelines for the tasks and monitoring them.
Being fearful to proceed with new tasks
This is resolved by discussing that fear with co-workers to dispell it
Using the excuse that more detail is needed when not sure of how to proceed
This is resolved by discussing the task with others who are not strong analyzers
Bottom Line: It is best for a boss to be moderately-strong in the analyzer style and NOT weak in the decisive director or the people styles.
As a PARENT: You are the boss and need to consider the all of the details to protect your family, without being indecisive.
The Sales-Person’s use of the Analyzer Style (to close the sale)
The analyzer style HELPS to close the sale by:
Mothodically proceeding toward the close
Providing the client wilh all of the details
The analyzer style hinders the close of the sale, but that hindrance can be overcome:
NOT creating rapport with patients (have them trust her), but instead creating remorse (making them look elsewhere)
This is resolved by not being distressed and allowing them to use their relator style to establish rapport
Being “cold” and dismissing instead of warm and friendly, creating remorse
This is resolved by focusing on their needs and not your own
Being too “pushy” when trying to close them
This is resolved by slowing down and listening to them
Bottom Line: A sales-person should be strongest in the socializer style and moderately strong in the relator style and NOT weak in the director style.
As a PARENT: You need to sell other family members on what is best for them.
A Receptionist’s use of the Analyzer Style: (This people-oriented job involves interacting with others)
The analyzer style HELPS receptionists to do their job by:
Getting the “caller” to the right person to help them
Helping the person to attain what they actually want by considering their details
The analyzer style hinders receptionists from doing their job, but that hindrance can be overcome:
Creating remorse on first contacted by being too serious
This is resolved by pausing, taking a deep breath and smiling before meeting them
Being “cold” and seemingly insensitive instead of warm and friendly
This is resolved if the receptionist is not distressed, which allows them to use their relator style to establish rapport
Bottom Line: It is best for receptionists to be moderately weak in the task styles and strong in the people styles.
As a PARENT: You are are in control of their daily schedule and to account for their needs.
A Hands-on Person’s use of the Director Style: (Their people-oriented job is to provide assistance to others)
The director style helps the hands-on person to do that job by:
Getting their procedures done and stay on schedule
Not being indecisive about how to proceed
Making sure that others receive the support they need
Finishing work on time
The director style hinders the hands-on person from doing their job, but that hindrance can be overcome:
Being insensitive and ignoring their needs and opinions
This is resolved by not distressed, which allows her to use her relator style to address the patient’s needs
Being cold and dismissing (obnoxious); not establishing rapport (trust),
This is resolved by not being distressed and by using the people-oriented styles
Bottom Line: It is best for hands-on people to be moderately weak in the director style and strong in the relator and socializer people-related styles.
As a PARENT: You need to be people-oriented and task-oriented as needed to complete the tasks necessary to support your family.
A Manual Laborer’s use of the Director Style: (To get their task-oriented job done, well)
The director style helps the manual laborer to do that job, but that hindrance can be overcome:
Focusing on the task at hand and getting it done
The director style hinders the manual laborer from doing that job by:
Being more focused on getting the task done than getting it done well by ignoring needed facts
This is resolved by making sure that all of the details are accounted for (which is easier if others have input)
Ignoring the opinions and needs of co-workers, who have something to offer
This is resolved by realizing that their opinions on how to do the task may be fallacious than factual
Bottom Line: It is best for the manual laborer to be moderately-strong in the director style and not weak in the analyzer (details) style.
As a PARENT: You need to provide income for your family's needs and do the daily manual labors to maintain your home and other possessions.
Bottom Line for how the Director style helps and hinders your life
The task-oriented director style hinders our relationship with others, especially in people-related jobs. The director style is helpful in task-related, decisive situations, especially if others aren't around. The director style is helpful if you are the boss, but it hinders your ability to work with your team; it is also helpful if you are a manual laborer.
I hope that this helps you, especially if a strong director, to better understand when you need to avoid and embrace your director style, to have a less hindered life.
I hope that this helps you to better understand and take advantage of your analyzer style and the analyzer styles of your team.