Personality Management Practices May John Jones, CGCIO, PMP, ITIL Region 7 Shadow Mentor

Transcription

1 Personality Management Practices May 2018 John Jones, CGCIO, PMP, ITIL Region 7 Shadow Mentor 1

2 Private Sector - PR/Marketing, Military Brat/3 Consulting/Training, rd culture kid Technology ESL ESTP Government Federal, Local County, Expressive Municipality Red Blue Blue Green Gen Education X (latchkey) - New Mexico State University, USC Bovard College Getting to know someone may help you understand Volunteerism what - PMI motivates Chapter them Officer, AND how you can engage them in your SME, R7 Shadow Mentor, Leadership Chapter Board, State Gov t IT Board 2

3 Some Questions to Consider Why do you work/volunteer? What challenges do you want to overcome? What risks are you happy you took recently? What s the kindest thing someone has done for you? How are you making a difference in your family, community, country or world? 3

4 Effective Communication Keeping EVERYONE in the loop Silos Vertical vs. Horizontal Workgroups Membership Involvement 4

5 Resources; Internal vs. External Managing volunteers Managing vendors Managing milestones Managing cost Managing risk 5

6 Volunteer Engagement Identifying Personality Types Teambuilding Operations vs. Projects 6

7 Understanding Personalities Jung/Briggs Myers Merrill/Reid Animal type Many others 7

8 Who are you? Left Brain Introvert Expressive Gen X Right Brain Extrovert Analytical Millennial 8

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10 Brain Dominance Verbal Analytical Logical Rational Digital Factual Linear Objective Synthetic Intuitive Creative Casual Random Emotional Divergent Imaginative 10

11 Strength Deployment Inventory (SDI) Discover and influence the motives that drive behaviors Link between leadership and organizational performance Different reality based on situation things-are-going-well state conflict state 11

12 Personality Test (Merrill-Reid) Expressive Let s do it all Analytical Do it right or not at all Amiable We re great Driver Just do it 12

13 Myers Briggs Type Indicator Extrovert vs. Introvert Sensing vs. INtuitive Thinking vs. Feeling Judging vs. Perceiving 13

14 MB App MB Personality Type Descriptions and Test Type Myers Briggs to search Download for free 14

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16 IQ vs. EQ Intelligence Academic focused Testing w/calculated results Nature vs. Nurture debate Narrow compass Do well in school, financially and healthier Emotional Measure of ability to perceive, control, evaluate, express Strong leadership potential Can be taught "All learning has an emotional base." - Plato BOOK: Emotional Intelligence, Daniel Goleman 16

17 Discovering Your Personality Style Through TRUE COLORS We are all a spectrum of colors No bad or good colors Wide individual variations within each spectrum Purpose: facilitating communications and understanding 17

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19 Relationship Oriented Structure Oriented Impulse Oriented Cognitive Oriented 19

20 Blue I need to feel unique and authentic I look for meaning and significance in life I need to contribute, to encourage and to care I value integrity and unity in relationships I am a natural romantic, a poet, a nurturer 20

21 Work Influencing others to lead more significant lives Working in the arts, communication, education Great at motivating and interaction 21

22 Gold I need to follow rules and respect authority I have a strong sense of right & wrong I need to be useful and belong I value home, family and tradition I am a natural preserver, a parent, a helper 22

23 Work Stable and maintain organization Detail-oriented and hard working Work first, play later 23

24 Green I seek knowledge and understanding I live by my own standards I need explanation and answers I value intelligence, insight, fairness and justice I am a natural non-conformist, a visionary, a problem solver 24

25 Work Conceptual and independent thinker (work is play) Careers offering constant challenge excite me; exploring ideas, building systems for innovation Not interested in maintaining rather enjoy moving on 25

26 Orange I m impulsive I consider life a game, here and now I need fun, variety, stimulation and excitement I value skill, resourcefulness, courage I am a natural troubleshooter, a performer, a competitor 26

27 Work I am bored and restless with routine and structure Careers that satisfy me allow my independence and freedom Tools are an extension of me I am a natural performer 27

28 BLUE GOLD GREEN ORANGE Expects others to express views Expects punctuality, order, loyalty Expects intelligence, competence Expects quick action Works to develop others potential Assume right way to do things Seeks to improve systems Flexible, works in here/now Expects people to develop their potential Seldom questions tradition Visionary, analytical Performance oriented Unstructured approach Rules oriented, play your role Expects people to follow through Welcomes change Assumes family spirit Threatened by change Constantly in process of change Make it fun 28

29 Some More Questions to Consider Where do you find peace? What do you spend too much time doing? What do you do enough of? What makes you lose track of time? What s something new you ve tried recently? 29

30 2015* 2% 29% 34% 34% *Millernash.com 30

31 Boomers (46-64) Evaluate themselves and others based on their work ethic Work measured in hours worked Teamwork is critical to success Relationship building is very important Expect loyalty Source: UNC-School of Gov t,

32 Gen X (65-80) Eschew the hard-core, motivated, boomer work ethic Want open communication regardless of position Respect production over tenure Value control of their time Look for a person whom they can invest loyalty *NOTE: 1980 dubbed Xennials Source: UNC-School of Gov t,

33 Millennials (81-95) Search for the individual who will help them achieve their goal Want open, constant communication and positive reinforcement from their boss Find working with someone of the Mature generation easy to do Search for a job that provides great, personal fulfillment Are searching for ways to shed the stress in their lives Source: UNC-School of Gov t,

34 Gen Z ( ) AKA: igen Entrepreneurial Opportunities for growth (risk aversion) Technology dependent (social media) Value mentorship 35

35 "The beauty of basketball is that it takes time for people to grow together. You can't just throw pieces together like an all-star team and expect it to work. You need continuity and leadership to become great." - Steve Kerr 36

36 Teambuilding activities Card deck to represent hierarchy Circle team, blindfolds, rope then form square, some can t talk (if you are tapped during exercise, stop talking) Paper mines: X s, 2 at a time make way thru course w/o going outside or step on mine. IF step on squeaky freeze until someone else steps on squeaky (then first moves and 2 nd freezes). Vocal guidance from team outside. 37

37 Engaging Multi-Generations to Volunteer with PMI Millennials and GenX The Individual, the Ego How things will affect their lives How things will make them distinct How you ll impact their future How they re different Matures & Boomers History of the Organization Name recognition of organization Tenure in the marketplace Historical and Perceived Quality Free WIFI 38

38 Additional Questions to Consider If money was no issue, what would you do with your time? What was your childhood dream? What would you do if you weren t afraid? What most important to you? 39

39 Take-aways Beware of stereotyping Understand background/upbringing Match skills to chapter role (project) needs Figure out how to motivate the individual 40

40 The servant-leader is servant first It begins with the natural feeling that one wants to serve, to serve first. - Robert K. Greenleaf 41