by Lisa Erck, Associate University Registrar & Law Registrar at the University of the Pacific
In a Tuesday session at the AACRAO Annual Meeting, presenter Jason Maher of Grinell College, Iowa, discussed a series of personality types that are frequently found in the workplace. He explained how each personality type has strengths and weaknesses that may be leveraged to maximize interpersonal relationships, reduce workplace conflict, and support advancing your institutional initiatives.
Maher used characters from Star Wars and the acronym “C.L.O.N.E.” to represent the five personality types.
Curmudgeon: Direct but stubborn
Maher describes the character of Han Solo in Star Wars as the classic curmudgeon; an ill-tempered person, full of stubborn ideas, and opinions. However, properly leveraged this personality type has the advantages of being straightforward and despises obfuscation. This type is very powerful and can help advance the cause. If you establish that a problem exists, they will likely be the one to help you change it, but give them a reason to care about it. Avoid the use of unnecessary detail and buzzwords, as they function better with a more direct approach. Let them know how the idea will affect students, faculty, and others from a practical standpoint.
Luddite: Interpersonal but old-fashioned.
He defined the Luddite personality type as one that is opposed to automation and technology, similar to the character of the Ewok’s. This type is the guardian of the personal touch that is often needed in the workplace to help create an environment that is humanistic and conducive to inclusion. This person is often the one in our field who expresses legitimate concern over security of information. Avoid the use of jargon, acronyms and technical terms, as this represents bureaucracy. Don’t say yes to everything; allow the majority of the group to follow the standard process so you can be flexible when the Luddite needs to do things the “old-fashioned” way.
Obstructionist: Detail-oriented but fussy.
Maher relates this personality type to the character Galen Erso, known as one who delays or obstructs a change or process, often by placing too much emphasis on trivial or minor details. They frequently think every idea needs a little editing. However, this type is incredibly detailed-oriented and will identify important details that may have been overlooked. This personality will be able to anticipate what others will pick apart and provide advance warning of potential pitfalls. They are excellent at looking over first drafts. A strategy with this type is to be thoughtful and ask simple questions as they are stymied by simple questions. Additionally, be transparent and provide lead time, and being included is paramount for the obstructionist.
Naysayer: Insightful but negative.
The character of C3-PO was illustrated for this personality type, as a person who habitually expresses negative or pessimistic views. They are often the person on your team that will emphasize that ideas will not work. However, their value comes from providing insight on the odds and helps to balance out the overly optimistic views of others, sometimes the idea is flawed and we need someone to provide that insight. It is important to follow through as they expect us to return to our original patterns. The naysayer requires transparency, adequate time to process, and a sense of inclusion. They are most receptive to the impact that the work will have on others from a practical perspective.
Enemy of Change: Competent but skeptical.
Maher illustrated the character of Darth Vader as the personality type representing the enemy of change. We may think this personality type represents only negativity, but this is not true. They are frequently the person inspiring others to join them. The greatest advantage of this personality type is that they tend to be some of the most highly competent individuals on your team. Maher stated, “They are like “The Force” and can be a powerful ally.” Competent people like being competent and will work the hardest to achieve the desired result. Establish the problem, get them on your side, others will follow your ideas. It is imperative that you give them a reason to care about it and inform them directly who and how their impact will affect the future.
Common Themes
Maher emphasized that these personality types all have in common: a willingness to work hard, they care deeply, and they want what is best for students, departments, and the institution. These are all attributes that are strongly shared values that can make the workplace successful and is the key to working with challenging colleagues. Maher stressed the Importance of “keeping it real” for all personality types by acknowledging those who don’t support your ideas. It is important to validate them and find ways to get them involved in the conversation. He also highlighted the value of building long-term relationships throughout our campuses.
Strategies
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Know the rules of the game
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Start with the people who are most open to change
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Research what other institutions are doing
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Seek the required level of consensus needed to move forward, it will never be 100%
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Suggest new ideas as a “pilot program”, buy-is easier when not viewed as permanent
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Ask for small favors, so others will be more likely to say yea in the future
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Ask for more than you want so you have room to negotiate
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Ask when others are in their peak season so they have less ability to resist
This session presented practical and strategic approaches to dealing with some of the difficult aspects of our most challenging colleagues. Maher presented the information in an entertaining, humorous, and innovative approach that was equally engaging for Star Wars devotees and those who have never seen one of the movies. The presentation was rich with useful examples and a lively discussion of various scenarios was discussed to round out the session. Maher used the “The Force” and enthralled each audience member.