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Business Personality Chart


Four Personality Types Found in Business Settings

In a business environment, it is very helpful if you can define the personality traits of the persons in the organizational hierarchy. This leads to a better knowledge of the persons' strengths and weaknesses and an awareness of how you can better place yourself in a position where you can gain recognition and promotion.

There are four types of basic personalities, and they each have their specific characteristics. Sometimes an individual can possess traits that may fall into more than one single category. Nevertheless, you will be able to gauge this through observation and then, using the analysis table provided, arrive at your own conclusions.

You can also perform a self-analysis in this way. You don't have to be a trained psychologist to recognize and categorize the basic personalities and their behavioral patterns. The following breakdown will be helpful:

Personality Type 1: The Socializer

This is a person who tends to empathize with others and is usually seen as being very people-oriented. He/she is sometimes overly friendly and considered outgoing or extroverted.

In his decision-making concerning company issues dealing with staff, there is a strong tendency to make popular decisions that will please them. This may not always be in the best interest of the company. Their conversations and discussions tend to have a strong focus on people.

Sometimes the observations about employees may become quite personal. They often have a need to possess personal information about their employees that includes their home and social life. This can be seen as prying into affairs that are not of direct concern to them from a company perspective. Their style of dealing with people is usually enthusiastic and animated. There may also be a strong tendency to dress stylishly. You can also expect a touch and feel tendency that often results in friendly back slaps and hugs.

As an employee of an individual with this personality, it is good practice to reciprocate the empathy and develop a more easy-going and friendly relationship without overstepping the physical and social boundaries. By making yourself likable and enthusiastically ready to please, you will draw attention and recognition. Be somewhat receptive, but draw the line on private matters that go too far.

This type needs both internal and external recognition and is more task than results-oriented, so play up to those needs. Give them a hug or pat on the back when they achieve some worthwhile goal.

Personality Type 2: The Dominator

This is a type who commands, gives orders, and does not easily accept input from others. They usually go about their work and get mixed up in the work of others in a restless and impatient manner. They want results and see explanations for not getting them as mere excuses, not worthy of rational consideration.

Decision-making is usually quick but sometimes not very well thought out. Goals and objectives are something that they constantly focus on and sometimes tend to put undue pressure on their subordinates to achieve them. The environment they foster is one that is quick-paced, which can inflict much stress on their co-workers. Their attire is usually formal or distinct from others to make them stand out in some way.

This is a difficult personality to deal with because they are not readily approachable and don't like being challenged by their subordinates. The approach with this type should never be confrontational. Like the Socializer, they like recognition, but they are almost exclusively results-oriented.

To gain their confidence, concentrate on consistently meeting goals and objectives on time and on budget and ascertaining that this is recognized. When making suggestions try and make it seem that the idea originated from them.

If the pressure is too high at times, find a way to relieve this by establishing calmness within yourself. Remove yourself briefly from the source of heat. These types may have some traits that correspond to the three other categories; use the assessment table below to understand and use this to your advantage.

Personality Type 3: The Accommodator

This is another type that tends to be tasks oriented but more prone to personal and corporate security instead of recognition. This is a personality that will not take too many risks and will move to a safe position in his dealings within and outside the company.

There is a greater emphasis on the process and not just on results. They believe that if the process is well developed, the results will follow. They will seek to break down how things function. This is a steady-going personality that will not show extremes of emotions but choose a balanced approach. There is a certain amount of reserve and reticence when dealing with others.

Don't expect quick decisions here. They are usually slow and meticulous about making the proper choice. Conformity to acceptable norms from a social and personal perspective can be observed by their personal dress code and objects that surround them.

If you want to get ahead as an employee with the Accommodator, then try and mirror their need for process and become useful in helping them break down the steps through flow charts and similar tools. When proposing ideas, be patient and wait longer than you may think necessary to get back to them for a decision. You may be asked to provide more information and analysis before they make up their mind.

If you tend to be extroverted, rein this in when dealing with any issues, and take a cool and collected path. Restrain yourself in what you wear by staying away from overly showy or too colorful dress choices.

Personality Type 4: The Controller

Statistics, data, and facts are the focus with these types. No decision is made without an in-depth analysis of the available data. This is usually a cool and somewhat distant personality who uses others only as needed. Gaining spontaneous access to them is difficult unless you have some key data to present on an urgent basis.

They often can be heard discussing order and organizational structures. Hierarchy within the organization and clear paths of communication and responsibilities are important to them. In meetings with employees and outsiders, they are controlled and thoughtful. They will be conservative in their personal, social, and political attitudes.

Thoroughly check out any data that you present to them so that you can gain their trust on one of their most important traits. Never formally meet them without doing your homework and getting your facts straight. Barging in on them when they are busy is a definite no.


This content is accurate and true to the best of the author’s knowledge and is not meant to substitute for formal and individualized advice from a qualified professional.