Head off delays and cost overruns by using a PMP certified project manager who can successfully lead your project from conception to completion. With our project management service, you contract with all the necessary workers, such as programmers, designers and writers, and we keep everyone and their output on track.

Our flexibility saves you money – hire us for the amount of hours per month required for your project.

If you’re outsourcing to faraway countries, we have the experience and sensitivity that ensures language and cultural differences don’t derail the direction and timeline of the work. You get friendly, calm, effective problem-solving and someone who can translate tech-speak to biz-speak or vice versa when necessary.

If you or a subordinate is new to project management, ask us for professional development assistance through mentoring and coaching.

Eri Swager

The entire article on project management can be read here.

Eri Swager

The first, containing tips for project managers who work in a cross cultural environment, will be in the April issue of The PMAJ(Project Management Assocation of Japan) Journal. Later this year, PM Network (a PMI publication) will feature her second article about project management implementation within small and medium-sized businesses.

If you have access to these magazines, please read her articles and send us your comments.

I recently attended a monthly gathering at PMI Houston Chapter. At the meeting, Joe Lukas from PM Centers USA discussed personality styles and project management.

Joe opened his presentation “Pardon Me -Your Personality Is Showing!” by explaining how behavioral experts historically categorized personality and how their work helped more modern assessment tools develop. In 1928, William Marston introduced the four quadrant behavior model. According to Joe’s presentation, the basic four quadrant model consists of four personality groups: Analytical (blue), Amiable (green), Driver (red) and Expressive (yellow).

Analytical personality is logical and thorough. To them, it’s all about precision and accuracy. People with this personality type tend to make good researchers. Amiable people are cooperative, patient and loyal. They need time for making decisions and seek appreciation. Drivers are more aggressive and tend to think they are always right. Expressive people are those co-workers who decorate their cubicle with a bunch of family photos and like to chit-chat in the break room.

So which personality are you? Being asked the same question, the audience at the meeting immediately raised their hand to whichever the group they thought they belonged. About 40% of them considered themselves Analytical, while each 20% of the remaining attendees thought they were Driver, Amiable or Expressive. I must say that I was quite impressed by how quickly they were able to assess their own personality!

I didn’t raise my hand at all, because I needed more than five seconds in order to come up with the most accurate answer possible. Well, then maybe I am Analytical. However, the slow decision making process also tells me I could be Amiable. In fact, I think I belong to all the four groups. Why? Because I have to be accurate and logical when it comes to tasks like EVA and forecasting. I need to be patient with team members who are going through a learning curve or having trouble with their assignments. However, when they need to be pushed, I can be more aggressive. Although I am not a big fan of small talk in general, I realize the value it offers and I do make time to talk with my team members. So, I am Expressive, too. I really can’t pick one dominating personality. Interestingly, Joe analyzed that President Obama also flexes on all of four styles. So, both Obama and I belong to the secret fifth group, the “Permanent Style Flexor.”* Does this mean we are arbitrary and indecisive?

Joe concluded his presentation by examining how project managers could use the four quadrant assessment to their advantage. He said knowing your stakeholders’ style means that you can interact with them more effectively. For instance, if you need an Analytical person to answer your question, you shouldn’t expect her answer right away. Explain the reasoning behind your question and allow her to analyze it. Say, “You can get back to me tomorrow.” If you do the same thing to a Driver, however, he may become frustrated because he wants to tell you his answer right now. Likewise, you may want to avoid assigning a long lasting task to Expressive individuals who tend to lose their interest rather quickly. Maybe it should be assigned to Amiable folks.

This indicates that project managers do need to flex their styles depending on whom they are dealing with. As a project manager, you have to apply the style that is called for. Of course, it doesn’t mean you can be confusing, manipulative or contradictory. It’s not that you have to act like you have a completely different managerial approach or even different personas for each situation. Instead, perhaps the tone of your voice or speed of your speech could be adjusted depending on which personality style is in front of you. Maybe your estimates need to be more on optimistic or pessimistic side based on what style dominates your team.

Joe suggests project managers have their team members complete the assessment below and use the result tactically. He added, “Most people will be delusional;” meaning their own perception as to who they are is often different from how others perceive them. I think the solution is to have team members assess themselves as well as each other and produce somewhat objective portfolio.

If the column1 has the most circles, you have the Driver Personality
If the column 2 has the most circles, you have the Expressive Personality
If the column 3 has the most circles, you have the Amiable Personality
If the column 4 has the most circles, you have the Analytical Personality

Thanks Joe for the awesome presentation. I hope this summary helps you adopt the personality assessment and use it to improve communication at your workplace.

^{*According to Joe, the definition of Style Flex is “temporarily using some behaviors typical of your non-dominant styles ”}