Tag Archives: Management styles

True confession: I tune out when you talk about your Myers-Briggs type.

personality type

lee Scott via Unsplash

I’m an INTJ.  I’m detail-oriented and set high standards.  And you’re a…oh, sorry, what?  I was checking my Facebook feed.

Yep, that’s me.  I enjoy learning about my own personality type but lose focus when it comes to the other…15?… types.  It’s like reading someone else’s horoscope: it’s mildly interesting but it doesn’t really resonate.

But Penelope Trunk recently wrote about teaching kids to identify personality types being a key factor in their ability to navigate relationships and, ultimately, find the right partners, personally and professionally.  I like this because it offers a tangible way to help kids build a very intangible skill – a sort of curriculum for teaching emotional intelligence.

And THAT resonated.

I can be hyper-analytical and demanding, so I know I have to flex my communication style to be more approachable and supportive.  That knowledge gets me a long way, without giving much thought to personality type.  But I can do better.  And helping my kid navigate the world is my number one priority.  If Myers-Briggs will help me do that, I’m in.

How about you?  What’s your experience with Myers-Briggs or other personality typologies?

 

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What is your management philosophy?

Week 1 of 52 2010 by F Delventhal

How many pennies would it take to fill this room?

Have you ever had an interview question like this?  Did it stop you in your tracks?

Employers use these seemingly crazy questions to see how well you can think on your feet and whether you can reason through a tough problem.  Here’s a more common, but equally tough, question that can stump both new and seasoned managers alike:

What is your management philosophy?

This one can be difficult if 1) you’re not sure what the interviewer is looking for or 2) you’re not used to articulating your core beliefs as a manager.

First, as with the penny question, the employer wants to know you can provide an organized and reasoned response.  They also want to know if your management style will fit with their organizational culture and whether you understand how your leadership impacts overall performance.

Second, it’s important to distinguish between management actions (what you do) and management philosophy (what you believe and why).  Rather than listing tasks, think about how your management style creates a more effective and efficient organization, and focus on the results of your approach.

Stuck on where to start?

Consider working around the 4 basic management functions: planning, organizing, leading and controlling. (Remember those from business class??)

Planning
• How do individual and team goals correlate to organizational goals?
• What’s your decision making style?

Organizing
• Do you have a preferred team structure?  Why?
• What’s your foundation for distributing authority?

Leading
• What do you believe drives individual motivation?
• What are major sources of conflict within a team and how do you address them?

Controlling
• How does evaluation relate to performance?
• What are your options when individual or team results are not in line with expectations?

 

How about you?  Have you ever been asked about your management philosophy in an interview?  How did you respond?

 

For more thoughts on the interview process, try these posts:

To Hire, or Not To Hire: Evaluating Sales Skills

To Hire, or Not To Hire: Evaluating Cultural Fit

To Hire, or Not To Hire: Evaluating Locus of Control

 

(Photo by F Delventhal via Flickr, licensed under Creative Commons)

 

Revised from original post – July 4, 2013