Did you ever wonder whether your Genetic Human Personality is helping you or hindering you in your job? Have you ever wondered whether your co-workers thought that you are not the best person for your job? If so, this pearl might help answer those questions.
Background
For over half a century I have researched Genetic Human Personality, working with and analyzing thousands of people in their job positions to determine which personalities worked best in which job positions. The key to job success is when your strongest style is the most appropriate for your job position when distressed, since under stress you only use your strongest style. Another key to success is that your personality pattern naturally fits your job position, allowing you to use the appropriate styles as needed throughout the day. What never works on the job is being strongest in the style opposite to the most appropriate style for your position (director and relator are opposite; analyzer and socializer are opposite). The task-oriented director and analyzer styles work best when people are not the priority and the people-oriented relator and socializer styles work best when tasks are not the priority. To react appropriately, make sure that you are using the style that fits the situation. You can easily identify that style by identifying the emotion you are feeling: if anger = director, if fear = analyzer, if sorrow = relator, if joy = socializer. If that style is not appropriate, change to one that is by changing your purpose for the situation. If you need to get results use your director style; if you need to cautiously proceed, use your analyzer style; if you need to reconnect with them, use your relator style and if you need to decide whether the person you are dealing with is a positive connection to embrace or a negative connection to avoid, use your socializer style.
Every job has its most appropriate strongest style to be effective when distressed, but to be totally appropriate for your job you need to have its personality pattern. And that pattern is either task-oriented or people-oriented, which is easy to tell. If you have to interact with others most of the time, your job is people-oriented and if you don’t you have a task-oriented job. Specifically, if you work in a task-oriented job that requires quick results, the director style is required. If you work in a task-oriented job that requires much detail, the analyzer style is required. If you work in a people-oriented job that requires you to be supportive and listen to people, the relator style is required. And if you work in a people-oriented job that requires you to inspire and influence others, the socializer style is required. Yes, you can strengthen your weaker styles to do a better job, but you should never take a job when its most appropriate style is your weakest style.
Most companies fail in their hiring practices because they hire people with the wrong task/people orientation for the job. This is not because they can’t do the job; it’s because their strongest style makes them ineffective under stress. For example, if he/she is a distressed director, it would hinder them from getting results when they have to work with others. Similarly, if he/she is a distressed relator, they will be more concerned about supporting others involved then getting the task completed. Thus, it is helpful to know your genetic personality pattern so that you can determine whether you are the most effective at your job—refer to the "The Genetic Human Personality TOOL" to discover your personality pattern.
Personality Styles and Patterns
Personality patterns can make or break a career and it is best to work where you have the best chance of doing a job you are naturally (genetically) predisposed to do well. There are two types of task-oriented jobs, repetitive tasks and non-repetitive tasks. Anybody can do repetitive tasks well once they learn the task. Non-repetitive tasks require listening to the details, being creative, trying something new and getting it done sufficiently well and on time. Each style is helpful in some ways and hinders in other ways.
The director style helps you to ignore the muddle of details and make the necessary decisions to move forward. The director style hinders you on jobs that require supporting co-workers or in jobs requiring much detail for an accurate solution. People strongest in the director style are naturally inclined to do well in jobs involving the military, management, research/creativity, manufacturing, construction, repairs, maintenance, or any task-oriented job that involves limited contact with others. Strongest directors, especially those with a weakest relator style, find it difficult to work for a boss, making self-employment an important life option for them.
The analyzer style helps in jobs that do repetitive tasks well, especially if those tasks involve much detail. The analyzer style hinders you in jobs that involve non-repetitive tasks since it takes a long time to consider all of the details to get the task done. Acceptable analyzer jobs include long-term research, health care, teaching, finance, computer programming, or any repetitive job requiring a methodical, meticulous approach to getting it done well.
The relator style helps in almost any people-oriented job where others need to trust and rely on you. The relator style hinders you in jobs that require decisiveness and non-repetitive tasks requiring decision-making. People strongest in the relator style are naturally inclined to do well in jobs involving: health care, teaching, phone support, or any job that directly supports the needs of others.
The socializer style helps in any job requiring people interaction, especially sales. The socializer style hinders you in jobs that require detailed task work. People strongest in the socializer style are naturally inclined to do well in jobs ithat influenced, entertained, or interacted with others. The socializer is the most effective style for salespeople, as long as they have a sales-personality pattern. A salesmanship technique/procedure can be easily learned and many people can sell fairly well when not distressed. But it takes a natural salesperson to sell consistently well, even when distressed. Socializers are natural salespeople, it's obvious when you meet one—you automatically want to buy whatever they have to sell. I have analyzed and tutored hundreds of salespeople over the decades and have come to define the natural salesperson’s pattern, which is:
Strongest in the socializer style to excite and influence others to believe in what they are selling
Moderate (but never weak) in the relator style to establish rapport and trust
Moderate (but never weak) in the Director style to help “close the sale” and go after the undecided
Weak in the Analyzer style to avoid boring/losing others with too much detail and too little excitement
People who should never seek a career in sales are those strongest in the analyzer style and weakest in the socializer style, especially if the relator style is weak. A strongest director, weakest relator also never works out because it establishes remorse instead of rapport, making others regret being there and happy to go elsewhere.
Bottom Line:
Your job is task-oriented if you deal mostly with tasks and people-oriented if you deal mostly with people although, some jobs require both. Every job requires a strongest style that naturally works when you are distressed; it also has a personality pattern that naturally works well under all circumstances.
I hope that this pearl helps you to better understand how well you naturally fit your job and possibly how to do better.