Section 5 - Facet5 Famlies- Page 1 of 21
FA C E T 5 FA M I L I E S
Page
The Concept of Families................................................................................ 2
How are they calculated? ....................................................................... 2
Close Relatives...................................................................................... 4
Facet5 Family - Advocate .......................................................................... 5
Facet5 Families - Architect ........................................................................ 6
Facet5 Families - Coach............................................................................ 7
Facet5 Families - Chameleon..................................................................... 8
Facet5 Families - Controller ....................................................................... 9
Facet5 Families - Developer ......................................................................10
Facet5 Families - Entrepreneur..................................................................11
Facet5 Families - Explorer ........................................................................12
Facet5 Families - Facilitator......................................................................13
Facet5 Families - Generalist .....................................................................14
Facet5 Families - Idealist..........................................................................15
Facet5 Families - Presenter ......................................................................16
Facet5 Families - Producer .......................................................................17
Facet5 Families - Promoter.......................................................................18
Facet5 Families - Specialist......................................................................19
Facet5 Families - Supporter ......................................................................20
Facet5 Families - Traditionalist..................................................................21
Section 5 - Facet5 Famlies- Page 2 of 21
This section describes the
THE CONCEPT
OF
FA M I L I E S
concept of Facet5 families
including:
There are some situations where it is very useful to have a quick overview of what a
given Facet5 profile means. In team building for example being able to quickly show
•
How they are calculated
•
Close relatives
•
The 17 Family portraits
that one person has one operating style whereas another has a very different style
helps people to understand very quickly where broad similarities and differences
occur. Similarly, in conflict resolution knowing that there are fundamental differences
in operating style can help to resolve problems quickly.
Facet5 gives the opportunity to overlay profile one on the other and similarities and
differences become immediately apparent. However we always advise against
making too much of differences which occur on individual factors - it is the broad
combination that counts. To assist users to do this we have created the concept of
Facet5 Families i.e. groups of profiles that are broadly similar and which can therefore
broadly be interpreted in the same way. Knowing which Family a person belongs to
provides a "shorthand" way of understanding the overall profile.
How are they calculated?
Facet5 generally shows a person's profile using a chart where each scale is divided
into 10 points. This particular type of scale is called a "sten" scale that stands for
"Standard Ten". In this type of scale extreme scores (high or low) are more significant
in making up a person's type than more moderate scores. All combinations of scores
are possible on a Facet5 profile. Sten scores which are more than 1 score apart
would normally result in noticeable differences in behaviour. On this basis there are
105 possible combinations of scores that would give noticeably different profiles. For
convenience we have divided up this huge number of possible patterns into a limited
number of “families” of similar profiles. To calculate Facet5 Families we have divided
each of the scales into high and low scores. This reduces the number of possible
combinations to 16 but only by forcing all scores to be declared either “high” or “low”.
This is unfortunate for those people whose scores are more moderate and who may
genuinely be classified as “average” on a particular scale. Facet5 allows for this by
introducing a 17th profile that is a combination of moderate scores on all scales. Each
family is given a specific “Family Name” which characterises it.
Facet5 also differs from other models such as the MBTI in the metric used to decide
which family people belong to. Whereas the MBTI uses a “decision tree” approach to
determine how people should be classified, Facet5 uses a much more sophisticated
“distance” model. Each profile is compared to 17 reference profiles and a statistic is
2
calculated for each comparison. The statistic (Euclidean D ) is a measure of how
similar the respondent’s profile is to the 17 reference profiles. These 17 statistics are
then compared to each other and the lowest one chosen as the one to which the
person is closest. The Facet5 "Overview" will shows the respondent’s profile and the
reference profile so that users can see immediately how close the “fit” is. This
Overview is shown below.
Section 5 - Facet5 Famlies- Page 3 of 21
When you show a profile on the Facet5 system there are a number of Reports which
are available. Links to these reports are shown on the right hand side. The Family
report shows you the Family Portrait for that person. This produces a report with the
following sections:
•
Word Picture - a brief summary of key characteristics?
•
Contribution to a team - the impact this person will have on colleagues?
•
As a Leader - what the person will contribute as a leader? This is based on the
Transactional/Transformational leadership model outlined in Section 9.
•
Motivated by - what is the person looking for in a role?
•
To Manage - what does the person's own manager need to do to be most
effective? This is also based on the Transactional/Transformational leadership
model outlined in Section 9.
Section 5 - Facet5 Famlies- Page 4 of 21
Close Relatives
Most of the time the declared Family is close enough to the reference family to make
broad interpretation valid. However, since the underlying statistics are continuous, it
is always possible that a specific profile will lie between two reference profiles. This
makes deciding which Family to assign to less certain - a person may have
characteristics of two or more families and therefore the interpretation given will be
less than ideal. While such cases are relatively rare (probably fewer than 10%) the
Facet5 system helps to identify these. By selecting the "Close Relatives" link on the
right hand side, Facet5 5 will show the next two closest "fits". You can see the other
reference profiles (in grey) and the "Similarity" statistic. In general Similarity
measures below 3 show a good fit while the fit is less precise as the Similarity
statistic increases. In this case the bets fit is 2.34 while second best is 9.19. This
profile is a good fit to the Producer family.
The 17 Facet5 Families are defined on the following pages.
Section 5 - Facet5 Famlies- Page 5 of 21
Facet5 Family - Advocate
Advocate
Word Picture
•
Exuberant, outgoing manner
•
Likes making friends and interacting with others
•
Wide ranging interests and exciting ideas
•
Flexible but goal oriented
•
Impulsive
•
Could interfere with others' work
Contribution to a Team
•
Gets things moving and motivates others
•
Likes to participate and discuss
•
Has lots of ideas and is creative
•
Speaks authoritatively and confidently
•
Will have a vision which could stifle others
•
Gets things out of proportion
As Leader
•
Exciting and visionary style
•
Challenges and insists on open communication
•
Trusts and believes in people's worth
•
Encourages people to set stretching targets
•
Relies on individuals to self-manage
•
Gets involved and discusses broadly
•
Champions the cause of own people - enjoys their success
Motivated By
•
Promoting an idea with passion and enthusiasm
•
Working with fun people
•
Taking up a cause or mission
•
Persuading on big issues
To Manage
•
Encourage debate and new ideas
•
Create an informal working environment - spontaneous, fun-loving
•
Encourage a genuine interest in people
•
Suggest/agree end goals but allow flexibility
•
Insist on regular, but informal meetings- stay close
•
Praise enthusiasm, intuition and flexibility
•
Encourage new ideas - show how to win people's hearts and minds
Section 5 - Facet5 Famlies- Page 6 of 21
Facet5 Families - Architect
Architect
Word Picture
•
Has a keen sense of purpose
•
Imaginative and creative but can seem self-centred
•
Knows own mind
•
Expects others to stand up for themselves
•
Puts own ideas ahead of others'
•
Can seem unsympathetic, insensitive, fiercely independent
Contribution to a Team
•
Will take the lead to get own way
•
Clearly outlines the way forward
•
Accepts idiosyncrasies in others
•
Wants a positive result
•
May be rather too independent and maverick
•
Can seem self-absorbed
As Leader
•
Has a clear view of the way forward
•
Can be exciting and original
•
Not particularly sensitive to others
•
Expects people to be self-motivated
•
Doesn't manage closely
•
Blunt about issues which matter
•
Allows people to find their own way
Motivated By
•
Control and influence
•
Creating and thinking
•
Taking all the important decisions
•
Having own personal space and freedom to act
•
Doing own thing
To Manage
•
Pre-sell on new ideas
•
Involve in challenging and difficult solutions
•
Give responsibility, recognition and status
•
Allow authority and control over the performance of others
•
Allow own way but be prepared to be tough if required
•
Praise successes personally and directly
•
Respond to need to advance and visualise future career success
Section 5 - Facet5 Famlies- Page 7 of 21
Facet5 Families - Coach
Coach
Word Picture
•
Sympathetic nature which can be masked by reserve
•
Quiet but efficient manner
•
High ideals and principles
•
Strong commitment with a desire to help out
•
May take time to 'warm up'
•
Will be disappointed if ideals are not met
Contribution to a Team
•
Dedicated to the group's purpose
•
Ethical and insistent on principle
•
Remains focused on key tasks
•
Helps out others without seeking reward
•
Does not show obvious enthusiasm
•
May be too conservative
As Leader
•
Commits to corporate policy
•
Listens and always tries to understand
•
Tolerant and accepting of others
•
Works with people to set realistic goals
•
Monitors work carefully and thoroughly
•
Always willing to listen and advise on performance
•
Works hard to promote others' interests
Motivated By
•
Developing skills of other people
•
One-to-one relationships
•
Mentorship
•
Developing and maintaining standards
•
Team leadership
To Manage
•
Emphasise improved efficiency and utilising people's potential
•
Recognise ability to develop people
•
Invite contribution of ideas
•
Propose very clear and specific goals
•
Demonstrate that you appreciate a good job is being done
•
Reward efforts to get the best out of people and to identify talent
•
Capitalise on people development and coaching/mentoring
Section 5 - Facet5 Famlies- Page 8 of 21
Facet5 Families - Chameleon
Chameleon
Word Picture
•
Presents a composed but friendly style
•
Adapts readily to any situation
•
Doesn't impose on others
•
Tolerates most differing styles
•
Can find it difficult to express their true opinions
•
Can seem rather inconsistent
Contribution to a Team
•
Takes on any role asked of them
•
Will try to avoid upsetting the status quo
•
Supports differing viewpoints
•
Maintains a polite and willing manner
•
Cannot be drawn on controversial issues
•
Will not stand out in a crowd
As Leader
•
Needs to believe in the vision but can then project with enthusiasm
•
Enjoys debate and discussion but is more comfortable within own team
•
Always tries to be fair but will enforce the organisation expectations
•
Makes sure the proper procedures are followed and people know what
to expect
•
Is not oppressive but keeps a close eye on performance
•
Is impartial and objective in feedback
•
Implements the available development plans but requires other people
to show initiative too.
Motivated By
•
Anything
•
Complex situations requiring flexibility and change
To Manage
•
Give background and demonstrate a balanced viewpoint
•
Create opportunity to work as part of a team
•
Relate in a friendly manner but do not expect to "read" easily
•
Provide operational framework and, assist with prioritising
•
Invite opinion and encourage discussion of issues or problems
•
Give clear recognition for efforts and acknowledge successes
•
Act as an advocate - reserve and modesty will limit the ability to "sell
self"
Section 5 - Facet5 Famlies- Page 9 of 21
Facet5 Families - Controller
Controller
Word Picture
•
Reserved, fairly formal style
•
Avoids risks and can resist change
•
Likes clear guidelines and agendas
•
Respects a hierarchy and the status quo
•
Can seem too conservative
•
Could be perceived as distant and aloof
Contribution to a Team
•
Provides a sense of focus and process
•
Insists on high standards and integrity
•
Ties up details and ensures a quality result
•
Sets agendas
•
Might be rigid and undemonstrative
•
Style may be too formal for some
As Leader
•
Measured and logical in communication
•
Focusses people on practicalities
•
Clear expectations of behaviour
•
Defines goals precisely
•
Monitors performance accurately
•
Ensures reporting is timely and accurate
•
Ensures development plans are in place
Motivated By
•
Working with experts
•
Time to focus
•
Developing and running a process
•
Recognition for effort
•
Quality, precision and standards in the work
To Manage
•
Be professional and serious - give a very clear picture.
•
Rely on practical viewpoint and persistence
•
Plan ahead and define the agenda
•
Set specific easily measured goals and objectives
•
Ask for updates
•
Emphasise professionalism and thoroughness
•
Show how success is being achieved
Section 5 - Facet5 Famlies- Page 10 of 21
Facet5 Families - Developer
Developer
Word Picture
•
Warm and sympathetic manner
•
Genuine interest in others and desire to help
•
Has strong sense of morality and responsibility
•
Will defend others and stand up for them
•
May neglect own interests
•
Risks taking on too much
Contribution to a Team
•
Enjoys team work and participates well
•
Promotes good relations in the group
•
Encourages others to perform well
•
Demonstrates clear team spirit
•
Becomes too involved in personal issues
•
Can interfere even from the best motives
As Leader
•
Communicates team objectives with enthusiasm
•
Listens and encourages discussion
•
Is understanding but sets high moral tone
•
Implements goal setting process thoroughly
•
Monitors performance carefully
•
Provides measured and timely feedback
•
Promotes own people even ahead of self
Motivated By
•
Helping people to develop their talents
•
Responsibility for people
•
Developing a sense of identity and culture
•
Maintaining morale in the team
To Manage
•
Present logical case based on reliable information and data
•
Offer responsibility for guiding and developing others
•
Provide information and allow time to think things through before
committing
•
Help develop skills as a peacemaker and arbiter
•
Set up reporting process but offer little direct supervision
•
Show respect and value for team
•
Give chance to manage and develop a team
Section 5 - Facet5 Famlies- Page 11 of 21
Facet5 Families - Entrepreneur
Entrepreneur
Word Picture
•
Confident, self-assured manner
•
Outgoing and stands out in the crowd
•
Definite sense of direction and method
•
Stands up for own opinions
•
May seem ''larger than life"
•
Can be insensitive or even uncaring
Contribution to a Team `
•
Provides focus and sense of purpose
•
Actively motivates others to achieve
•
Researches well and takes a strategic view
•
Pushes for the best possible result
•
Intolerant
•
Pushes ahead quickly
•
very competitive
As Leader
•
Focused and enthusiastic leader
•
Challenges people to stretch themselves
•
Understanding providing people are business focussed
•
Involves people in setting clear goals
•
Stays close to business progress
•
Provides immediate and blunt commentary on results
•
Champions own people when they are winning
Motivated By
•
Creating a business from scratch
•
Full accountability
•
Material reward for own efforts and results
•
The chance to create and lead a team of deliverers
To Manage
•
Stress the challenge and risk involved
•
Give freedom to assert control and to create and lead a team of
deliverers
•
Respond to the need to talk and consult
•
Agree tough and challenging end goals
•
Use a 'hands off'' style but be accessible
•
Show how success contributes to their future prospects
•
Give opportunities to achieve recognition and status
Section 5 - Facet5 Famlies- Page 12 of 21
Facet5 Families - Explorer
Explorer
Word Picture
•
Fun-loving and social
•
Quick to make contact with others
•
Relaxed and easy-going
•
Free-thinking, imaginative, and stimulating
•
Can be erratic and unfocused
•
Can get side-tracked by new ideas
Contribution to a Team
•
Generates innovative thought
•
Encourages others to speak out and contribute
•
Open to suggestions
•
Flexible and adaptable with colleagues
•
May not stick to the rules
•
May be distracting and distractible
As Leader
•
Can excite and enthuse others
•
Stimulates and encourages debate
•
Quick to speak but possibly tactless
•
Gets excited about the future
•
Doesn't follow objectives closely
•
Talks freely but may avoid difficult issues
•
Can be self-protective
Motivated By
•
Forming relationships
•
Working as part of a team
•
Having fun while doing it
•
Not being constrained by rules
•
Taking a broad view
To Manage
•
Speak of change, opportunities and prestige
•
Find opportunities to work on new ideas and adaptations
•
No more detail than necessary - will lose interest
•
Be clear about expectations but flexible about methods and procedures
•
Hold regular meetings to ensure priorities are set and timetables met
•
Praise openly and be enthusiastic about standing and reputation
•
Avoid any suggestion of a fixed long term career path - this will not
appeal
Section 5 - Facet5 Famlies- Page 13 of 21
Facet5 Families - Facilitator
Facilitator
Word Picture
•
Social and out-going manner
•
Likes to meet people and exchange ideas
•
Puts others' interests ahead of own
•
Tolerant and understanding
•
Can be too relaxed and friendly
•
May seem to lack business focus
Contribution to a Team
•
Encourages involvement and team-work
•
Takes a participative role, encouraging others
•
Exciting and enthusiastic
•
Is creative and free-thinking
•
May not finish things off
•
can be unreliable, takes on too much
As Leader
•
Enthusiastic and caring
•
Talks and encourages but doesn't challenge
•
Non-judgmental and positive about people
•
Helps others to set guidelines
•
Doesn't monitor closely
•
Discusses but can be too understanding
•
Actively promotes other people's cases
Motivated By
•
Team membership
•
Transferring information - training people
•
Helping develop people and ideas and introducing change
•
Work which has meaning and value
•
Appeal to sense of team spirit
To Manage
•
Point out opportunities to represent and defend others' interests
•
Warn against taking on too much and sacrificing own interests
•
Assist with prioritising
•
Watch for a tendency to be distracted and lose focus
•
Show approval and value as a member of the team
•
Encourage a career that builds on social skills and facilitation
Section 5 - Facet5 Famlies- Page 14 of 21
Facet5 Families - Generalist
Generalist
Word Picture
•
Ebullient, gregarious and fun-loving
•
Prepared to mix with anyone
•
Demanding but flexible
•
Adapts to people or circumstances
•
Can be all things to all people
•
Interferes with others' work
Contribution to a Team
•
Commits to a group and enjoys team work
•
Enthusiasm for new projects
•
Infectious style motivates others
•
Brings people together - positive atmosphere
•
Tries to do too much
•
May distract the group's attention
As Leader
•
Communicates a vision with enthusiasm and conviction
•
Challenges, encourages and excites
•
Encourages all to accept view of the future
•
Involves people in setting challenging goals
•
Monitors progress and gets closely involved
•
Provides immediate but supportive feedback on results
•
Actively promotes the cause of own people
Motivated By
•
Getting involved in everything
•
A wide ranging mission
To Manage
•
Appeal to sense of adventure and interest in new projects
•
Channel energies into projects relevant to current goals and objectives
•
Encourage the positive outlook and 'can do' attitude
•
Watch for over committing and spreading too thinly
•
Show an ongoing interest and create a friendly, efficient system for
monitoring
•
Openly praise and acknowledge successes and achievements
•
Watch for signs of discontent that will result once interest is lost
Section 5 - Facet5 Famlies- Page 15 of 21
Facet5 Families - Idealist
Idealist
Word Picture
•
Deep-thinking
•
Concerned with philosophical issues
•
Individualistic - unusual style
•
Goes own way
•
Can be hard to work out
•
Idealistic and impractical
Contribution to a Team
•
Raises the fundamental issues
•
A quiet but deep thinker
•
Deeply concerned for the well-being of others
•
Strong personal beliefs drive things forward
•
Needs to be drawn out in order to contribute
•
Can sway others with an evangelical style
As Leader
•
Has deeply held beliefs but is slow to communicate them
•
Encourages deep discussion of core values with people who are close
•
Encouraging of individual differences
•
Looks as broad picture rather than details
•
Expects people to self regulate
•
Tolerant providing personal mission is not being jeopardised
•
Believes in people and supports their efforts
Motivated By
•
Freedom to think
•
Shaping the future
•
Developing radical alternatives
•
Breaking the bounds
•
Producing the unexpected
To Manage
•
Engage interest by discussing relevant theories and concepts
•
Offer an environment that allows freedom to think and to change things
•
Respect independence - may prove difficult to 'read' or 'fathom' at first
•
Set goals that appeal to a sense of purpose and break new ground
•
Expect changed or amended plans to accommodate new information
•
Appeal to the intellectual side of the debate
•
Create opportunities to feel that a real difference is being made
Section 5 - Facet5 Famlies- Page 16 of 21
Facet5 Families - Presenter
Presenter
Word Picture
•
Out-going, polished style
•
Gregarious and fun-loving
•
Fits easily into different environments
•
Simple, practical viewpoints
•
Can seem superficial, ignores 'real' issues
•
Promises but may not deliver
Contribution to a Team
•
Quick to speak and get involved
•
Very positive about new ideas
•
Believes in structure and logic
•
Can focus people on the practicalities
•
Not one to take final responsibility
•
Can offend through off-the-cuff comments
As Leader
•
Can communicate an agreed policy with enthusiasm
•
Talks excitedly but doesn't really challenge
•
Tends to take the lead from others as to acceptable behaviour
•
Can be critical of those who "don't fit"
•
Encourages people to set own goals
•
Monitors performance when required
•
Talks to people but doesn't offer real advice
•
Will present the case for people who succeed
Motivated By
•
Spreading a message
•
Creating/maintaining an image
•
Promoting an operating style
•
Developing external relations
To Manage
•
Make use of powers of communication and ability to persuade others
•
Create a team of people with a sense of humour and who to work and
play hard
•
Present the backgound data and facts
•
Propose and agree objectives with specific time-scales and deliverables
•
Allow sufficient freedom to get on with their but monitor progress
regularly
•
Offer tangible rewards - material, company awards, public recognition
•
Offer status and opportunity to be noticed
Section 5 - Facet5 Famlies- Page 17 of 21
Facet5 Families - Producer
Producer
Word Picture
•
Determined with a strong sense of purpose
•
Looks for continuous improvement
•
Pushes projects through determinedly
•
Is ambitious and goal-oriented
•
May tread on others' toes
•
Autocratic, demanding
Contribution to a Team
•
Provides a strong leadership position
•
Has firm ideas on how things should be done
•
Insists on effective contributions
•
Clear vision and focus
•
Can be demanding and unyielding
•
May not be very creative in suggestions
As Leader
•
Focuses people on an agreed way forward
•
Challenges and demands answers
•
Sets and insists on high personal standards
•
Defines clear goals
•
Monitors performance closely
•
Provides immediate feedback if performance falls short
•
Expects people to achieve
Motivated By
•
Managing performance
•
Achieving targets
•
Authority within own remit
•
Creating and running a business
•
Producing measurable results
To Manage
•
Present logical plan, refer to 'expert' opinion
•
Provide scope for shaping and managing own area of business
•
Keep relationships business-like
•
Define required results - allow freedom to make own decisions about
method
•
Resist close managing
•
Keep it brief - know what you want to say
•
Suggest ways to improve through self-awareness, training and
development
Section 5 - Facet5 Famlies- Page 18 of 21
Facet5 Families - Promoter
Promoter
Word Picture
•
Very outgoing and forthright style
•
Quick to speak out and to give views
•
Goal-oriented and self-promoting
•
Thinks imaginatively and broadly
•
Can intimidate quieter, less 'up front' people
•
May be overwhelming and too rapid
Contribution to a Team
•
Provides and maintains input and momentum
•
Quickly adapts to changing circumstances
•
Encourages others to take a positive line
•
Takes on a leadership role with verve
•
Can over-rule others thoughtlessly
•
Interferes in the responsibilities of others
As Leader
•
Expresses a vision with enthusiasm and conviction
•
Challenges and debates issues
•
Lets people look after themselves - rewards initiative
•
Sets goals and focuses people
•
Insists results are achieved but looks at "big-picture"
•
Provides immediate direct feedback
•
Champions "winners"
Motivated By
•
Leadership of a team
•
A high public profile
•
Persuading and influencing others
•
Promoting new ideas
•
Developing opportunities
•
Public recognition and praise
To Manage
•
Appeal to sense of adventure and challenge
•
Keep well occupied - offer variety
•
Meet to share ideas, problems and wins
•
Set broad goals but leave details
•
Close monitoring will be resented
•
Congratulate directly and publicly for achievements
•
Feed ambition with realistic options for the future
Section 5 - Facet5 Famlies- Page 19 of 21
Facet5 Families - Specialist
Specialist
Word Picture
•
Subdued, reserved style
•
Difficult to draw out in social groups
•
Prefers independence and autonomy
•
Likes working on one clear task at a time
•
Can be over-looked by more dominant people
•
Can be too focused on own concerns
Contribution to a Team
•
Provides background material for others
•
Will not deflect the attention of the group
•
Works conscientiously on own projects
•
Respects a team but doesn't dominate it
•
May not participate actively in the group
•
Preserves own territory by withdrawing into it
As Leader
•
Shows deep understanding of own specialist area
•
Only challenges when own area is questioned
•
Does not place high demands on other people
•
Prefers people to work to their own agenda
•
Only gets involved when absolutely necessary
•
Provides feedback in a very impersonal, rather cool, way
•
Expects people to develop own careers
Motivated By
•
Pursuing own interests
•
Freedom from interference
To Manage
•
Be sure of your facts and outline research or case histories
•
Create opportunities to show expertise and develop specific interests
•
Relate in a professional manner and on a 1:1 basis
•
Agree end goals but allow freedom as to method and procedure
•
Monitor progress by displaying a genuine interest
•
Acknowledge expert knowledge and ability to put this to practical effect
Section 5 - Facet5 Famlies- Page 20 of 21
Facet5 Families - Supporter
Supporter
Word Picture
•
Tolerant and easy-going
•
Always helpful to others
•
Sympathetic and helpful
•
Seeks harmony and understanding
•
Can be manipulated by more pragmatic people
•
Can be naive in what they expect from others
Contribution to a Team
•
Will promote good relations
•
Is free-thinking and open to suggestions
•
Allows others to make their point
•
Is dedicated to a group cause
•
May seem to sit on the fence
•
May not be obviously enthusiastic or involved
As Leader
•
Is loyal to corporate vision
•
Non-judgemental and uncritical
•
Tolerant and supportive
•
Helps but doesn't direct
•
Allows people free rein
•
Always looks for the best in people
•
Will support and act as spokesperson
Motivated By
•
Working with people who don't need to be told
•
Providing service, adding value
•
A sense of companionship
•
Shared responsibility
To Manage
•
Appeal to imagination and the "big" picture
•
Create opportunities to theorise, question and discuss
•
Create an open, friendly and supportive working environment
•
Personal, social, and welfare issues will be high on the agenda
•
Meet regularly to ensure that priorities remain set and timetables are
met
•
Praise the ability to get the best out of others and the ethical approach
•
Will perform well in an advisory role and where compromise is sought
Section 5 - Facet5 Famlies- Page 21 of 21
Facet5 Families - Traditionalist
Traditionalist
Word Picture
•
Cautious, private personal style
•
Takes time to get to know
•
Has a strict code of standards and ethics
•
Is implacable on matters of principle
•
Can be intolerant and dismissive
•
Opts for conservative methods and resists experiments
Contribution to a Team
•
Likes to direct and control a group
•
Has clear ideas which will be well-researched
•
Is concerned for others in the group
•
Will not lead others into risk
•
Delegates tasks but not responsibility
•
Can be demanding and unyielding
As Leader
•
Sets high moral tone
•
Argues forcefully to ensure people understand
•
Demands people accept and work to agreed standards
•
Sets clear individual objectives
•
Insists on detailed work reports
•
Provides timely feedback - can be tough
•
Promotes the cause of people who fall into line and deliver results
Motivated By
•
Setting and imposing standards
•
Creating a better society
•
Defining and establishing corporate values
•
Delivering a long term plan
To Manage
•
Emphasise chance to create a better, more efficient, morally
responsible and caring organisation
•
Offer a stable environment and well proven methods
•
Tap into concern for others and maintenance of standards and values
•
Agree exactly what long term goals and objectives are expected
•
Formally monitor progress - so that 'things are done properly'
•
Praise commitment and loyalty to the team and volume and quality of
work
•
Expect caution and resistance to take on new challenges until ready