Conflict Confronter

WILLING TO SPEAK OUT & EVEN CHALLENGE THE STATUS QUO.

The Conflict Confronter

Willing to speak out and even challenge the status quo.
Among the brand Archetypes, the 'conflict confronter' represents the honest and the outspoken. Gandhi, Mandela are symbols who would identify as strong profiles with these traits. These people are gang leaders who are willing to speak out. Most people seek out opinions and readily follow them for a cause as they have the guts to stand for what they believe. They are strong advocates of the plain truth and carefully craft their perception of honesty. These people are very interesting to reason with as their opinions would seldom be diplomatically polished. They challenges the status quo and is willing to speak out, even at great personal risk. They have an inherent capability to recognize, handles and resolves conflict promptly. In professional environment they can confront underperformance and respond quickly. They are quick to act when individuals fail in meeting expectations in order to take corrective action.

Putting Personalities To Work

Knowing your own psychological type preferences can give you valuable insight into your weaknesses and strengths, and provide a starting point when relating to your co-workers. Understanding yourself is key to working better with other people. Are you a perception-focused person on a team of judging types? You might want to start scheduling more meetings instead of relying on random hallway conversations to get your work done. And if you’re a manager with an employee who skews toward judging, it might make sense to place her in a leadership role to keep a team on track.

Understanding the personality preferences of your employees can be the difference between a smoothly running, well-oiled machine of a team and a disorganized mess. One way to help manage this is to create a table with each team member’s personality type to help you identify advantages and work with potential problems due to those types. Simply classifying your employees as introverts or extroverts might help you spot issues. For example, an extravert might be less happy and productive working remotely, while an introvert might thrive in the same position.

It’s also important to keep in mind that the test can be inconsistent. There have been studies showing that up to 50% of people arrive at a different result the second time they take a test, sometimes as little as five weeks later. And that makes sense – many of us might see ourselves as logical one day, and impulsive the next. That’s why it’s important to make use of validations. Use friends, peers and your professional seniors to ask about your personality because you brand is not what you think it is but what other feel it is. The more feedback you take the accurate the averages come. Nonetheless you will definitely find out some commonality which may even surprise you about your own character. Use the personality test to find out your blind spots and hidden strengths that you may not be aware of yourself. Sometimes we overwork on qualities that we already possess just because we were never able to validate them.