Ryan Hosken 2/17/2013 Personal Profile

Transcription

1 Ryan Hosken 2/17/2013 Personal Profile Foundation Chapter Management Chapter

2 Insights Discovery 3.1 Ryan Hosken Page 2 Personal Details Ryan Hosken Consultant dr.hosken@gmail.com th St SE B11 Everett WA USA Date Completed 2/17/2013 Date Printed 2/19/2013 Insights Learning and Development Ltd. Jack Martin Way, Claverhouse Business Park, Dundee, DD4 9FF, Scotland Telephone: +44(0) Fax: +44(0) insights@insights.com

3 Insights Discovery 3.1 Ryan Hosken Page 3 Contents Introduction 4 Overview 5 Personal Style 5 Interacting with Others 5 Decision Making 6 Key Strengths & Weaknesses 8 Strengths 8 Possible Weaknesses 9 Value to the Team 10 Communication 11 Effective Communications 11 Barriers to Effective Communication 12 Possible Blind Spots 13 Opposite Type 14 Communication with Ryan's Opposite Type 15 Suggestions for Development 16 Management 17 Creating the Ideal Environment 17 Managing Ryan 18 Motivating Ryan 19 Management Style 20 The Insights Wheel 21 Insights Colour Dynamics 22

4 Insights Discovery 3.1 Ryan Hosken Page 4 Introduction This Insights Discovery profile is based on Ryan Hosken s responses to the Insights Preference Evaluator which was completed on 2/17/2013. The origins of personality theory can be traced back to the fifth century BC, when Hippocrates identified four distinct energies exhibited by different people. The Insights System is built around the model of personality first identified by the Swiss psychologist Carl Gustav Jung. This model was published in his 1921 work Psychological Types and developed in subsequent writings. Jung s work on personality and preferences has since been adopted as the seminal work in understanding personality and has been the subject of study for thousands of researchers to the present day. Using Jung's typology, this Insights Discovery profile offers a framework for self-understanding and development. Research suggests that a good understanding of self, both strengths and weaknesses, enables individuals to develop effective strategies for interaction and can help them to better respond to the demands of their environment. Generated from several hundred thousand permutations of statements, this profile is unique. It reports statements which your Evaluator responses indicate may apply to you. Modify or delete any statement which does not apply, but only after checking with colleagues or friends to identify whether the statement may be a blind spot for you. Use this profile pro-actively. That is, identify the key areas in which you can develop and take action. Share the important aspects with friends and colleagues. Ask for feedback from them on areas which seem particularly relevant for you and develop an action plan for growth personally and interpersonally.

5 Insights Discovery 3.1 Ryan Hosken Page 5 Overview These statements provide a broad understanding of Ryan s work style. Use this section to gain a better understanding of his approaches to his activities, relationships and decisions. Personal Style Ryan is analytical, impersonal and interested in underlying principles. Ryan is precise, cautious, disciplined, painstaking and conscientious in his work, yet prepared to try anything once. Mapping out a plan, complete with all the steps and details, which is something he can do very well, helps him to balance his inherent lack of drive. He can become immersed in all the minute detail yet stay focused on the task in hand. He is driven by a high sense of allegiance and obligation, resulting in a commitment to serve his partner, organisation and humanity in general. He is unlikely to be comfortable expressing his inner feelings to strangers. He is keenly interested in how and why things work. Because he lives by principles and rules, Ryan is very consistent and dependable. He handles crises at work in a low key, controlled way. Although disinterested in purely scholastic pursuits, knowledge is important for its immediate usefulness to him. He may find it hard to express his ideas as clearly or as concisely as he experiences them. He believes people should say what they mean and mean what they say. Written communications are most effective with him. He relates to, remembers and builds on positive experiences. Ryan is so realistic and practical that he can see ways of minimising effort on almost every project. He is persevering, with a singleness of purpose that he devotes to long term achievement of the mind. He is an ideal academic who continually seeks knowledge for its own sake. He can be a veritable storehouse of information on the things he knows well and understands. He tends to be realistic and matter-of-fact about work issues. Practical and measurable tasks are what he does well, making him successful in quality and administration. He likes concrete facts, has a good memory for detail and usually learns best from hands-on experiences. He is most at home when drawing conclusions from factual data with plenty of time for completion. His need to detach himself from his emotions allows him to retain objectivity when assisting others in times of stress. He is seen as an unpretentious colleague who has a good understanding of the way things work. Ryan gains great pleasure from improving upon existing techniques with the objective of maximising efficiency and cost effectiveness. He is highly independent and can live and work quite contentedly in modest surroundings. Able to routinely perform his duties, the dedication he brings to his work can often be overlooked because of his low profile. Interacting with Others Ryan prefers quiet and may develop ingenious ways to make himself invisible, particularly when he is called upon to take part in social or gregarious interaction. Fellow workers may find him

6 Insights Discovery 3.1 Ryan Hosken Page 6 somewhat unemotional, cold and dispassionate and rather difficult to please. He may perceive outgoing, extraverted people as rather noisy and shallow. Ryan applies objective analysis to most things, including people. Roles that require empathy and sympathy may not suit him, as despite his concern for others he is likely to be more content dealing with things rather than with people. He does not take criticism personally, and is often surprised to discover that others may be hurt or offended by the constructive criticism he can offer. Sometimes his introverted analytical preferences may prevent him from expressing outwardly what is really going on inside his head. In a conflict, he typically appears calm, unruffled, efficient and pragmatic. He is a private person who prefers to live quietly, away from social experiences which may generate emotional strain. He is likely to prefer the dialogue which is going on in his head with his internal critic to participation in meaningless social chit-chat with others. He avoids interactions that will make him highly visible to others or where he has to perform or compete for attention. Although his emotional and social life may not seem as important to him as other aspects of life, he tends to seek consistent and stable relationships. He may be highly critical of carelessness or lack of discipline in others. He sees through slick images and false presentations and is wary of being taken in by compliments or praise. To guard against being manipulated he will be sensitive to indications of a hidden agenda. He will often do without something rather than reach out to others to get it. He may seek to reduce his personal needs rather than be dependent on other people. Decision Making What may seem like instinctive action exhibited by Ryan is the result of long observation and thought which enables him to be alert to all the likely consequences of the decision. Using past experiences to help him solve current problems and get things done is one of his strong points. His focus on the present leads him not to take anything for granted - even information from people he respects. He has the ability to use both reflection and consultation in reaching conclusions. With unshakeable, well-thought-out plans, he is difficult to distract or discourage once he has embarked on what he believes to be the correct course. He may perceive certain creative thinking groups as frivolous and wasteful. He is uncomfortable moving beyond his own experience until he fully understands the problem. He seeks to review and assimilate the facts without being pressured to make a rapid decision. Ryan learns through exploration, discussion and by asking searching questions. Ryan's practical nature and acceptance of established procedures ensures he is dependable and consistent. He is impressed by reason and logic and prefers to focus his thinking on the underlying principles. Ryan tends to make logical, private decisions, seeing and stating things quietly, clearly and deliberately. He may need to appreciate that whether something works or not in practice may not be the sole criteria in the decision making process. He is not usually prepared to commit to high

7 Insights Discovery 3.1 Ryan Hosken Page 7 risk decisions. Tending to be sceptical of new ideas if he doesn't see their practical application, he prefers to take time to consider the overall objective. He sees himself as realistic, practical and matter-of-fact, although others may not always see the practicality of some of his decisions.

8 Insights Discovery 3.1 Ryan Hosken Page 8 Key Strengths & Weaknesses Strengths This section identifies the key strengths which Ryan brings to the organisation. Ryan has abilities, skills and attributes in other areas, but the statements below are likely to be some of the fundamental gifts he has to offer. Ryan s key strengths: Sets high standards for himself and others. Neat, tidy and thorough. His word is his bond. Analysis. Well organised. Self reliant. Understands underlying principles. Pays great attention to detail. Does not accept second best. Good powers of concentration.

9 Insights Discovery 3.1 Ryan Hosken Page 9 Key Strengths & Weaknesses Possible Weaknesses Jung said wisdom accepts that all things have two sides. It has also been said that a weakness is simply an overused strength. Ryan's responses to the Evaluator have suggested these areas as possible weaknesses. Ryan s possible weaknesses: Can be inflexible. May be slow to make a decision through desire for further alternatives. Avoids company of those unlike him. Tendency to over-analyse before acting. Tends to be drawn into splitting hairs. May not respond well to sudden change. May appear unsociable. Has difficulty in sharing concerns and reservations except with close and trusted peers. Sometimes avoids high risk solutions. May get bogged down in the detail.

10 Insights Discovery 3.1 Ryan Hosken Page 10 Value to the Team Each person brings a unique set of gifts, attributes and expectations to the environment in which they operate. Add to this list any other experiences, skills or other attributes which Ryan brings, and make the most important items on the list available to other team members. As a team member, Ryan: Is the force for stability. May provide team numeracy, literacy or technical structure. Seeks and provides attention to detail. Is known as a good administrator. Ensures reflection, analysis and precision. Helps ensure consistency in team output. Encourages accuracy and quality. Adapts in performing his role and responsibilities. Encourages a strong work ethic. Tackles problem solving in a systematic way.

11 Insights Discovery 3.1 Ryan Hosken Page 11 Communication Effective Communications Communication can only be effective if it is received and understood by the recipient. For each person certain communication strategies are more effective than others. This section identifies some of the key strategies which will lead to effective communication with Ryan. Identify the most important statements and make them available to colleagues. Strategies for communicating with Ryan: Be thorough, organised and on time. Be sure that he is ready to communicate before pressing ahead. Use written communications whenever appropriate. If details need to be communicated, be prepared for a deferred decision. Respect his personal experience. Respect his privacy. If you must criticise, do it slowly, constructively and honestly. Speak calmly and quietly, avoiding ostentation and bluster. Be logical in presenting information. Respect his values and principles. Provide a safe environment in which he can learn, improve and grow. Leave personalities out of the discussion.

12 Insights Discovery 3.1 Ryan Hosken Page 12 Communication Barriers to Effective Communication Certain strategies will be less effective when communicating with Ryan. Some of the things to be avoided are listed below. This information can be used to develop powerful, effective and mutually acceptable communication strategies. When communicating with Ryan, DO NOT: Set unrealistic deadlines that restrict his quality outputs. Exaggerate. Implement change for change's sake. Hint obliquely. Invade his privacy. Comment on his personal appearance. Be flippant, inconsistent, fanciful or ostentatious. Be boastful. Cut him short or discourage him when he wishes to share information. Waffle. Expect rapid acceptance of changes to his accepted methods. Demand an instant reaction.

13 Insights Discovery 3.1 Ryan Hosken Page 13 Possible Blind Spots Our perceptions of self may be different to the perceptions others have of us. We project who we are onto the outside world through our persona and are not always aware of the effect our less conscious behaviours have on others. These less conscious behaviours are termed Blind Spots. Highlight the important statements in this section of which you are unaware and test them for validity by asking for feedback from friends or colleagues. Ryan s possible Blind Spots: Ryan gives the impression he believes in economy of effort. He must be careful that this is not seen as, nor leads to, laziness. He has a tendency towards perfectionism which leads him to refine and polish his ideas to a point where they may even fail to emerge. A potential failing for him may be that he may not gain sufficient intimate experience of the world. As he can be seen as somewhat cold and uncaring, he needs to become more aware of his own feelings as well as more considerate of the thoughts and feelings of others. Giving in on small items decreases the likelihood of him being seen as too stubborn and controlling. Because of his self-containment, he has difficulty sharing his reactions, feelings and concerns with others; it seems unnecessary for him to do so. Gathering relevant and factual data to help ensure that his ideas are workable, he needs to simplify his often theoretical and complicated ideas for the benefit of others. He may be slower at producing results than some others as gathering data is often the most stimulating part of the job for him. Quiet and reserved, he may appear cool and aloof. He is inclined to be guarded except when with close friends or colleagues of long standing. He sometimes seems detached from the real world, involved in complex thought. A rather private nature may prevent Ryan from asking questions. Encourage him to demonstrate his grasp of new ideas by slowing the pace of the interaction. Seeking the input and suggestions of others may help him recognise an impractical idea earlier and help him make improvements. His thinking rationale may be so acutely honed that he will overlook what others tend to care about.

14 Insights Discovery 3.1 Ryan Hosken Page 14 Opposite Type The description in this section is based on Ryan's opposite type on the Insights Wheel. Often, we have most difficulty understanding and interacting with those whose preferences are different to our own. Recognising these characteristics can help in developing strategies for personal growth and enhanced interpersonal effectiveness. Recognising your Opposite Type: Ryan s opposite Insights type is the Inspirer, Jung s Extraverted Feeling type. Inspirers are outgoing and enthusiastic, seeking favourable social environments where they can develop and maintain contacts. Verbally effusive, they are good at promoting their own ideas. They can create enthusiasm in others for their cause. They have a wide network of acquaintances and relationships. Ryan will notice that the Inspirer tends to misjudge the abilities of self and others. Inspirers often leap to favourable conclusions without all of the information. To Ryan they may appear inconsistent. Inspirers find controlling and planning their time difficult. The Inspirer is a smooth talking persuader and may appear indifferent to people, such as Ryan, who appear to be not such extraverted achievers as themselves. However, Inspirers sometimes take conflict or rejection personally and bitterly. Many Inspirers are convinced that they are naturally superior and may come across to Ryan as somewhat boastful. They will prefer communicating orally rather than through the written word and may dislike and avoid tasks that require attention to detail or heavy paperwork. Ryan may perceive Inspirers as shallow or superficial, due to their glib way with words.

15 Insights Discovery 3.1 Ryan Hosken Page 15 Opposite Type Communication with Ryan's Opposite Type Written specifically for Ryan, this section suggests some strategies he could use for effective interaction with someone who is his opposite type on the Insights Wheel. Ryan Hosken: How you can meet the needs of your Opposite Type: Use colourful and bold language in conversing. Don't always expect brief, specific answers. Use an easy-going and fun approach. Be spontaneous and harmonious. Allow and bolster his feeling of self esteem. Offer praise and appreciation when due. Ryan Hosken: When dealing with your opposite type DO NOT: Appear slow, sluggish or too formal. Involve him in formal, lengthy or tedious meetings. Forget to agree outcomes or decide conclusions. Judge, criticise or embarrass him in public. Impose a can't be done or defeatist attitude on him. Be mundane, boring or dismissive.

16 Insights Discovery 3.1 Ryan Hosken Page 16 Suggestions for Development Insights Discovery does not offer direct measures of skill, intelligence, education or training. However, listed below are some suggestions for Ryan s development. Identify the most important areas which have not yet been addressed. These can then be incorporated into a personal development plan. Ryan may benefit from: Aiming to become a short term centre of attention. Giving a higher priority to fun and spontaneity. Not switching off just because people appear loud or brash. Seeing his task as part of a big picture, rather than something he has to do. Heightening his energy output to meet increasing deadlines. Assistance in embracing the new and eliminating the old. Not being afraid to make mistakes. Becoming more generous, warm and caring. Taking a risk by becoming more outspoken. Engaging excitedly in general discussion.

17 Insights Discovery 3.1 Ryan Hosken Page 17 Management Creating the Ideal Environment People are generally most effective when provided with an environment which suits their preferences and style. It can be uncomfortable to work in an environment which does not. This section should be used to ensure a close match between Ryan s ideal environment and his current one and to identify any possible frustrations. Ryan s Ideal Environment is one in which: There is time for reflection and meditation. There are quiet areas to work. There are precise methods and systems. Facts and information form the basis for decision making. There is peace and quiet to do the job. He can employ technology. He is intellectually challenged and stretched. There's a place for everything and everything is in its place. He has time to prepare for meetings or discussions. Everyone has a chance to express their views without being pressured.

18 Insights Discovery 3.1 Ryan Hosken Page 18 Management Managing Ryan This section identifies some of the most important strategies in managing Ryan. Some of these needs can be met by Ryan himself and some may be met by his colleagues or management. Go through this list to identify the most important current needs, and use it to build a personal management plan. Ryan needs: To be allowed to get on with it. To be given detail-intensive projects. Time to answer questions. A manager who appreciates his need for thinking time. Help with monitoring his agreed deadlines. Encouragement to find and communicate efficiency improvements. Help in thinking outside the box, or beyond the traditional. Help to tolerate colleagues less gifted than himself. Help to determine the pace and deadlines. To be part of a merit-based reward system.

19 Insights Discovery 3.1 Ryan Hosken Page 19 Management Motivating Ryan It has often been said that it is not possible to motivate anyone - only to provide the environment in which they will motivate themselves. Here are some suggestions which can help to provide motivation for Ryan. With his agreement, build the most important ones into his Performance Management System and Key Result Areas for maximum motivation. Ryan is motivated by: Being given time to assimilate a change of plan. Being free to subscribe to the technical journals of his choice. Knowing that his contribution to the team's accuracy is valued. Seeing fair play in reward systems. Being reassured that he will be allowed to keep technically up to date. Being given every opportunity to get on with it. Being asked to find the flaws in an argument. Having access to all the information he needs. Regular statistical feedback allowing fast analysis. Suitable targets that he knows are achievable.

20 Insights Discovery 3.1 Ryan Hosken Page 20 Management Style There are many different approaches to management, most of which have different situational applications. This section identifies Ryan s natural management approach and offers clues to his management style, highlighting both gifts and possible hindrances that can be further explored. In managing others, Ryan may tend to: Become so immersed in his own thoughts that, although aware of this distraction, he fails to react spontaneously when his support is needed by others. Search for accuracy or perfection, at times appearing overly critical. Focus more on internalised values, at times failing to take account of the views of others. Come up with ideas which save everybody time and effort. Seek to challenge what he perceives as illogical. Encourage others to sacrifice deadlines for quality. Be a stickler for following established procedures. Be systematic and procedure-orientated. Base decisions on facts and logic. Ignore the feelings of those around him.

21 Insights Discovery 3.1 Ryan Hosken Page 21 The Insights Wheel Ryan Hosken 2/17/2013 BLUE R E F ORME R RED R E RVE O BS D I RE C TO 3 R C O O R D I N AT O R M OT I V A T O R S UP 11 P OR T ER R I RE I NSP GREEN H E L P ER YELLOW Conscious Wheel Position 34: Coordinating Observer (Classic) Personal (Less Conscious) Wheel Position 34: Coordinating Observer (Classic)

22 Insights Discovery 3.1 Ryan Hosken Page 22 Insights Colour Dynamics Ryan Hosken 2/17/2013 Persona (Conscious) Preference Flow Persona (Less Conscious) 6 BLUE GREEN YELLOW RED BLUE GREEN YELLOW RED % % % % 21.4% % % % % (Conscious) (Less Conscious)