Working in an unfamiliar environment can be tough for one to fathom. Add individuals with different backgrounds, personalities, ethics and views to the recipe and the result can be either cataclysmal or a successful learning experience. A key resource to success in work and team relationships is the knowledge to recognize certain personality traits and learning specifics of other individuals. Only then can one acclimate to communicate effectively and collaborate to achieve a common goal. This paper will evaluate assessing three different personality temperaments and three different learning pathways. It will also discuss how people can work with and benefit from surrounding themselves by these types of social learning experiences.
According to Carter, Bishop, and Kravits (2007), personality assessments help people understand how they may respond to the world around them - including information, thoughts, feelings, people, and events. Dr. Joyce Bishop developed the Personality Spectrum assessment that constitutes four personality types, three of which will be covered in the following paragraphs. These personality types were designed to help one easily identify interactions that are most, and least, comfortable for themselves and show techniques that improve performance, learning strategies, and ways of relating to others (Carter, Bishop, & Kravits, 2007, p. 45).
The first personality type that will be discussed is Organizer. This personality type is responsible, successful in operating within social structures and works efficiently. Although many would pin-point an organizer as one who may suffer from an over-compulsive disorder, an individual who possesses this personality would be an optimal leader and a very dependable team member. An organizer is labeled as practical, very structured, systematic, and loyal as described by Morris (1996). Many people depend on an organizer to keep a system, company, or organization running smoothly and at peak performance with maximum output. An organizer is a take-charge individual who will expect to put issues in order and is, therefore, deserving of those tasks. Communication should be clear, detailed, and concise to lessen the chances of a dissatisfying encounter.
If one were to categorize a doctor, financial analyst or a rocket scientist, the most appropriate descriptive terms would be smart, gifted, or a thinker. A thinker, as noted by Carter, Bishop, and Kravits (2007), possess problem-solving abilities, analytical and abstract thinking, idea exploration, and ingenuity. These types may usually spend much time alone and it, consequently, may pose a concern “when required to team up thus causing a direct threat to a team’s morale” (Director, 2008, p. 40). A thinker will require quiet time, a secluded space to think, and a detailed explanation of circumstances. When communicating with a thinker in a work or team environment, one should avoid repetitive comments and topics and focus on feeding him or her facts and accurate information.
An adventurer is possibly the easiest to become acquainted with as one will find this type to have a more optimistic outlook on situations. With a high ability in a variety of fields including negotiating, hands-on problem solving, flexibility and interpersonal relationships, this individual has the potential required to represent most organizations (Carter, Bishop, & Kravits, 2007). With the courage and initiative to face any situation, an adventurer would seek the ability to contribute more into a project or present a group PowerPoint to a room full of upper management personnel. According to Carter, Bishop, and Kravits (2007), this personality type is reactive to open communication and nontraditional approaches to a set goal.