Square Pegs, Round Holes, and Learning Organizations

Ok, it sounds simple.  Learn how to plan.  Focus on efficiency.  Follow through on your actions.  Develop the habit to specify the steps of your projects and anticipate your future needs.  Enhance your own objectivity.  Who wouldn’t want to learn to be thorough, efficient, and effective? Who wouldn’t like to use time more efficiently or learn to manage his or her priorities perfectly?

There’s just a little glitch... those competencies, while admirable and useful, will drain the life blood of some of us.  Simply put – some of us are not wired that way.  Some of us crave the very flexibility and spontaneity that make careful planning (and follow through with the planning!) a real challenge. 

I’m talking about personality. 

Personality can be defined as a set of observable and fairly consistent behaviors.  Personality changes little after about age 30, and impacts our “energy” for developing competencies.  For instance, if your personality is flexible and spontaneous you probably have low energy for planning, organizing, and following through on your plans. That doesn’t mean you can’t learn to plan your days or organize yourself better – but it does mean that it won’t be easy.  You’ll need to want it really badly, and you’ll probably need some coaching. 

Recently, personality researchers such as Bob McCrae and Paul Costa from the National Institute of Aging in Baltimore have agreed on five “clusters” that encompass most personality traits.  This “set of clusters” is called the “Five Factor Model” (FFM).  The five clusters are:

• Need for stability or negative emotionality (N) – our level of resilience when experiencing and/or reacting to stress
• Extraversion (E) – our tolerance for sensory bombardment, the level of social interaction that we crave
• Originality or openness to experience (O) – our focus on innovation versus efficiency, our interest in the “new and untested” versus the “tried and true.”
• Accommodation or agreeableness (A) – the way that we react to conflicts or disagreements, our tendency to “stand our ground,” “seek middle ground,” or submit to others’ wishes.
• Consolidation or conscientiousness (C) – our level of spontaneity and flexibility versus our tendency towards discipline and a focus on predefined goals.

Of these, the set of personality traits that most impacts our ability to plan and follow through on our plans is Consolidation.  Some of us have “single processor minds” that go straight towards a pre-established goal.  High Consolidation people are typically efficient, disciplined, and focused. 

So – why can’t you just hire people like that? That would solve the problem, wouldn’t it?  Yes, it would... but then you might end up with a work environment devoid of flexibility, spontaneity, and spur of the moment changes of direction.  Can you imagine a step-by-step Improv? Or a carefully planned conflict facilitation? Oops.

Learning organizations require the presence of a multiplicity of personalities, including the flexible and spontaneous free spirits, the organized and disciplined planners, and everyone else in between.  It is vital, however, that we all "learn to speak" the personality language.  After all, not all personalities learn the same way, have the energy for the same things, or even hope to succeed in the same competencies.

HR Leaders are in the people business.  It is virtually impossible to do what we do and not understand people.  If you really want to understand people, start learning about personalities.... and never mind whether you plan your learning step-by-step or just swing it!