Task Types By: Peter Metzner

Great leaders have two things in common. They are self-aware and they have good interpersonal relationships. To be most effective leaders must draw on the strengths of each of the four personality styles when appropriate.  In order to do this, we need to understand the drives, motivations, strengths and developmental needs of each of the four types measured by the Peoplemap assessment. So far, we have looked at Leader types and in the June newsletter, we focused on People Types.  If we look again at each of your firms as a box, Leader types are the ones building the box. People types are making sure everyone in the box is getting along with each other. Free Spirits are thinking out of the box and Task types are making sure each part of the box is formed to specifications. To function optimally, organizations need each of the four types.

Most of us are a combination of two of the four types. Task types typically characterize themselves as people who are hard working and like to keep busy.  They are punctual, meticulous and good at getting work done.   They seem to like a structured life-style, are dependable and reliable, and enjoy jobs that have a good deal of routine and detailed work.  Task types report that they like jobs that involve clear – cut procedures and rules. Sounds ideal for the legal profession!    Words they use to describe themselves are: dependable, responsible, punctual, driven, adapt well to routine, enjoy being busy, need structure. While Leader types are naturally good with the hard skills of being assertive, problem solving, competing, and telling others what needs to be done, People types do well with the “soft” skill set of listening, praising, giving positive reinforcement, support and encouragement.  Mike Lillibridge PhD., the founder of the Peoplemap training system states Task people Rule!  Why?  Because they get things done!  (By the way, guess which type or combination he is?)  

With their dependability, eye for detail, and ability to thrive in a structured environment, Task types can provide the infrastructure that keeps their offices running smoothly. These natural strengths are sometimes overused or misused and can become a liability.  This is referred to as our Achilles Heel.  Ironically, the very things we want most in life we often drive away by staying in our natural comfort zone. Tasks types with their need for structure, routine, predictability and defined rules can have difficulty coping with change and may become too rigid or stubborn.   Of all the personality types they are most susceptible to overworking and as result may lose energy, effectiveness and enthusiasm by being out of balance with other areas of their lives.   For instance, one professional I know who is a task type, has lists to do for work, for home and even what to do on vacation!  It is difficult to relax because there is always something that needs to be done.

Another important aspect of their “Achilles” heel that can get a Task person in trouble is being too demanding of self and others.  In many of the offices I have worked with, this characteristic routinely has the effect of shutting down People types as well as the Free-Spirit types. When a Task oriented person is too critical, exacting and inflexible, People and Free Spirit types in the office suffer.  They may quit or even worse, mentally check out. This sets the conditions for continuous conflict, low morale and negativity that siphons needed energy away from the vision, mission and work of the firm.  Sadly, when Task types are unaware of their role in this dynamic, they often blame those that are shut down for being unhappy and not motivated like they are.  Most office conflicts I work with revolve around these themes. (Leader types take note!)   As one People type reported in her law firm, if she does not feel valued, appreciated and liked by her colleagues she will not be able to work there. Period. Lastly, Task types often avoid conflict and can need too much direction, which can get on supervisors nerves.  

To be successful and at the top of their game "Task types” can overcome their Achilles heel by learning:

From research on “Peak” performers, Mike Lillibridge found that Task types who reported the most satisfaction in their professional and personal lives as well as success and optimal performance learned these “skills.”  Thus learning the behaviors that do not come naturally and incorporating them can transform their effectiveness. 

For those who work with Task types it is helpful to: 

·         Be punctual, be brief, be specific and make certain your facts are correct.

·         Give information in a factual, detailed, step-by-step manner and walk them through the sequence.  

·         Make responsibilities clear.

·         Do not become overly emotional – emphasize facts not feelings. 

·         Show appreciation regularly for the many jobs they are always completing.

·         Deal with disagreement by being non aggressive. Be rational and specific about what is needed.

·         If you work for a Task type, follow standard operating procedure.  Be as thorough as possible. How the job is done is most important to them.         

Each of the four personality styles has its own approach, developmental needs and gifts towards work and leadership. In the next newsletter and last in this series, we will focus on the Free Spirit types. Stay tuned!  

Peter Metzner is Principal of Dynamic Change, Inc. In addition to leadership coaching,

Editor: Brian Gedeon (BHGedeon@duanemorris.com) (This publication is the property of the Atlanta Association of Legal Administrators. Reproduction or reprint without prior permission is strictly prohibited. Click here to request reprint permission.)

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