Category Archives: Personality Language

Hire Right The First Time Series – Part II Qualified Sameness

HIRE RIGHT THE FIRST TIME: Part II Qualified Sameness

THE CHANGE PEOPLE PATTERN™ – SAMENESS

By Marilyne Woodsmall

HIRE RIGHT THE FIRST TIME:

THE CHANGE PEOPLE PATTERN™ – QUALIFIED SAMENESS

Remember that now more than ever, given the present state of the global economy, it is so critical in your hiring practice to choose the right job candidate who best matches the tasks to be performed. Employers cannot rely on traditional resumes and a person’s physical appearance in hiring the best people for specific jobs. Instead, when you use People Patterns™ in your hiring, you will save you time, money, and valuable resources. You will enhance your productivity since you will be hiring right the first time rather than wasting time looking for new people to replace bad hires the second time around.

Over twenty years ago, we created Profiling Plus™, our own behavioral assessment instrument that specifically targets hiring and personnel. This effective and practical behavioral tool is one that synthesizes our knowledge of behavioral change and typological research and models. In the context of these articles, we are simply focusing on one aspect of work. Continue reading Hire Right The First Time Series – Part II Qualified Sameness

Hire Right The First Time

HIRE RIGHT THE FIRST TIME:

THE CHANGE PEOPLE PATTERN™ – SAMENESS

By Marilyne Woodsmall

As I mentioned in a prior article, nowadays, given the current economic crisis, it is all the more critical to hire the right person for the right task or right job the first time. Doing so will save you time and money and will increase your bottom line. In this light, remember that basing your hiring on traditional resumes and on someone’s appearance is not the best way to know whether a given candidate is best suited for a particular task. This is where knowledge of People Patterns™ can make a huge difference in hiring the right person for the right job.

Knowing how a person thinks and how he or she behaves in a particular context in the execution of a given task is going to be much more revealing as far as competency and suitability are concerned. Also, as I mentioned at an earlier time, the best predictor of future behavior is past history. It is important to realize that it is not what a person says that he or she will do that matters. Instead, it is what the person has done in the past in similar situations that matters. There are critical factors connected to past and present behavior that are revealed through People Patterns™.

Today in the context of personnel and hiring, let’s focus on the first element of the Change People Pattern™: Sameness. There are obviously certain tasks that are much better suited for individuals who are sameness in orientation. In general, any job that involves routine in any way is perfect for a sameness person. These individuals prefer to be in jobs that require them to repeat specific tasks every day. For them,
“No variety is the spice of life” is their tantrum.
Sameness people thrive on repetition and will seek it out whenever and wherever they can. Continuity is the key word for jobs that are best suited for sameness people.

Jobs in assembly lines are perfect for sameness people because they require the repetition of a set of specific tasks and which often are performed during the same shifts every day as well. In fact, the sameness element, the ability to consistently repeat a task in the context of an assembly line is critical to creating quality and defect free products. It is no coincidence that the major car manufacturers are located in the mid-west which is highly sameness in orientation. Sameness workers really take pride in their work and in the products and/or services with which they are involved.

Connected to the element of repetition is the notion of job security. Sameness people need to know that their jobs are secure and that there are no changes in their work environment. It is important that their work conditions remain the same. That is why sameness people have a much harder time dealing with new management, or with new rules that break from the routine that they are used to following in one way or another. Management needs to be aware of how to incorporate policy changes or how to present and frame any modification in an aspect of the job that changes the way in which sameness people are used performing it.

Several years back, we had a modeling project with a firm that manufactures self-adhesive labels. Most of the workers in the plant were sameness (and some qualified sameness). When management wanted to impose a new structure called “High Performance Organization” (recommended by some outside consultant) on the plant workers, it was not only poorly received, it was basically rejected by the sameness workers. They couldn’t deal with a change in the way things had been done there for years. The plant was fortunate to have a really competent and intelligent manager with whom we worked who understood the importance of behavioral elements in a management context. And because of his knowledge of the Change People Pattern™, he quickly understood why the new system would not work as presented, given the mindset of the employees.

As well as repetition of task, sameness workers also work best in jobs that involve a regular time schedule. They work best at 9 to 5 jobs in which they take lunch breaks and other breaks at the same time. They also tend to spend vacations at the same time every year or as close as possible to that time frame. If the requisite sameness element is found in their job, a sameness person tends to remain in the same job from 15 years to an entire lifetime.

Another job that is a good fit for sameness people is telemarketing. In a modeling project that we had modeling top telemarketers, the best ones were sameness in orientation (unless they were supervisors, as we shall see at a later time). Repetition of task is important to them as is job security. Basic jobs in bureaucratic structures such as the Postal Service or the DMV are suited for sameness (and also qualified sameness people).

In sales, sameness people will thrive if there is an element or several elements of continuity in their job. For example, if they are selling the same product to the same customer base without change, they will prosper. As long as these salespeople are following a given routine without deviation, they are quite content to remain at the same job for years if they are really happy and in their sameness comfort zone. What I have found over the years is that sameness individuals will instinctively come up with strategies that promote and support their sameness mindset to the tee. They will unconsciously eliminate any “difference” or change factor that may show up in the workplace that disrupts their routine so that they are surrounded by continuity and sameness.

In short, if you a have a job or task that requires constant repetition, and one in which pride in workmanship and continuity are key, then you had better find a sameness person for the job. You will have someone who will be happy doing the same thing over and over again to his or her delight. And you will be happy in the long run, having hired the right employee for your business.

Finally, in hiring, it is not about a particular mindset or orientation or People Pattern™ that is good or bad in itself. It is simply a question of finding the right person with the appropriate Change People Pattern™ to fit the task at hand.

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How To Communicate To Make More Money And Find The Love Of Your Life!

An interview with the author of the new book “Personality Language” Marilyne Woodsmall

(OK, I threw in the part about finding the love of your life but it is possible 🙂  )

I did this interview when this book first came out and I see that there a few people have picked on just how valuable this really is and are starting to teach it. But, why not get it from the Horse’s mouth so to speak instead.

Get comfortable and take a listen to an interview I did with the author of the new book Personality Language. Listen in as we discuss how using Personality Language can dramatically boost your profits.

This is a totally new way to reach not only new customers, but get a lot more sales from your existing customers.

I hope to have more chats with her about this mind-blowing new way to communicate with your customers and increase your profits.

We talk about how Personality Language and you will find out why you want to layout all of your Blog posts, Sales Letters, and Information Products this way if you want to have the most success with them and become profitable.

Marilyne Woodsmall and Wyatt Woodsmall, who are Human Success Modelers wrote this as a primer to introduce this new way of thinking. Continue reading How To Communicate To Make More Money And Find The Love Of Your Life!

IT’S ALL ABOUT CONTEXT

IT’S ALL ABOUT CONTEXT

activity

In the prior post, I briefly discussed the interesting twist to the structurist/free spirit dichotomy of the Organization People Pattern™ when it comes to time management. The concept of time management (and time management seminars) was created by structurists who don’t need it and was developed for free spirits who don’t want it. There is another aspect to this pattern to consider as well, now that you understand the distinction between the two types.

It is that the Organization People Pattern™ and all People Patterns™, for that matter, are highly contextual. Over the years, we have met all types of different people in a variety of situations and contexts in work and at home. Most individuals are either decidedly, proud structurists or else are at the other end of the spectrum as blatant, in your face free spirits. There are some cases, however where individuals exhibit one proclivity in one context of their lives, and the opposite pattern in another context of their lives.

Continue reading IT’S ALL ABOUT CONTEXT

WHEN IS “ENOUGH” ENOUGH OR NOT ENOUGH IN SALES?

WHEN IS “ENOUGH” ENOUGH OR NOT ENOUGH IN SALES?

THE CHUNK SIZE PEOPLE PATTERN™ – PART III

total-cookies Now that you know what the Chunk Size People Pattern™ is all about, it will be helpful to know what types of questions to ask in order to identify whether a person is global or specific. First, let’s have a quick review. Remember that in communication, people will either show a preference for scope or for depth. We refer to those who prefer scope as global people and we refer to those who prefer depth as specific people.

 

Global people decidedly prefer to communicate the overview or the big picture. They chunk up which means that they go into less and less detail or inversely, consider greater scope and less depth. They don’t like details. Specific people, on the other hand, prefer to communicate all the small details no matter how minute. Furthermore, specific people often like to have the particulars or details presented to them in some kind of hierarchal order.

Continue reading WHEN IS “ENOUGH” ENOUGH OR NOT ENOUGH IN SALES?

WHEN IS “ENOUGH” ENOUGH OR NOT ENOUGH IN SALES? Part II

THE CHUNK SIZE PEOPLE PATTERN™ – PART II

hailstone-measurement2 In the last article, I briefly introduced the concept of how much is enough when it comes to the scope and depth of your communication as it relates to sales. As I explained, one of the biggest challenges in communication is to know when enough is enough in terms of the level of details which you are giving or not. The question of when enough is enough can be understood and explained by the Chunk SizePeople Pattern of the Information People Pattern™.

The two components that correspond to Chunk Size People Pattern™ are 1) global and 2) specific. They correspond to the two ways in which we take in information and communicate it back. Global people look for the broad overview and specific people look for details. These two opposing viewpoints represent both sides of a continuum that have inherent challenges in communicating with the opposite orientation.

Continue reading WHEN IS “ENOUGH” ENOUGH OR NOT ENOUGH IN SALES? Part II

Mass Mediocrity And The Motivation People Pattern

MASS MEDIOCRITY AND THE MOTIVATION PEOPLE PATTERN

“Human nature is such that if we are relatively content, then we are not going to be motivated to do anything to change our comfort zone, whether it be now or later.” Marilyne Woodsmall

Mediocre

This is more on Personality Language(tm) from Marilyne Woodsmall.  I will say it again, grab the book, it will help you better understand people and make you a lot more money. – Easy Anderson

Why is this so? It is because when people have already gotten all the carrots and sticks they think they need to lead what they believe to be an acceptable lifestyle, then they no longer have that fire burning within to move any farther. Life is okay as is, nothing more nothing less, no bells and whistles; yet this is satisfactory to them so they don’t care to budge one bit. These are the very people who end up staying in jobs for years and are quite content to do so.

Continue reading Mass Mediocrity And The Motivation People Pattern

MEYERS BRIGGS Versus PEOPLE PATTERNS™ – PART I

ARE ALL TYPES THE SAME?
PEOPLE PATTERNS™ VS MEYERS BRIGGS – PART I

This is from Marilyne Woodsmall and her Blog over at www.TheScienceOfIdiots.com.  If you want to get deep into understanding sales, why people buy and don’t buy, how to manage customers, employees, contractors, and even understand all of those people around you that you interact with on a daily basis, this is the cutting edge thinking that is fast replacing the old worn out theories.  The wonderful thing about what she teaches it that it makes sense and will add to your bottom line.

Crazy Quilting by Anita Carpenter
Crazy Quilting by Anita Carpenter

From time to time students and clients will ask us about the other typologies in relation to our People Patterns™, in particular Myers-Briggs. Many of you have probably heard about the Myers-Briggs Inventory at some point. It is a tool that has been used for understanding what are considered to be behavioral preferences and yet, it can be quite limiting in its scope. Meyers-Briggs presents four categories of these so called preferences:

1)Introvert – Extrovert
2)Sensor – Intuitor
3)Thinker – Feeler
4)Judger – Perceiver

However, before I briefly go over these types, it will be helpful to explain three things: 1) the concept of typologies 2) the different forms of typologies 3) the concept of contextuality and 4) the concept of refinement and deep structure, the latter two which we’ll consider in our next article. Continue reading MEYERS BRIGGS Versus PEOPLE PATTERNS™ – PART I

DO TESTIMONIALS REALLY WORK? PART II:

DO TESTIMONIALS REALLY WORK? PART II:

11_128x128By Marilyne Woodsmall

WHEN TO USE THEM AND WHEN NOT…

In our prior discussion, I talked about the Evaluation People Pattern™. This critical Evaluation People Pattern™ determines how an individual makes a judgment. In the context of sales, this pattern reveals how an individual makes a judgment to buy a product or service.

If you remember, there are two types of people when it comes to the Evaluation People Pattern™: Internal People and External People. Continue reading DO TESTIMONIALS REALLY WORK? PART II:

DO TESTIMONIALS REALLY WORK?

DO TESTIMONIALS REALLY WORK?

Long before the internet came along, people have been giving testimonials for products. TV sales have always played a huge part in the conspicuous consumer society in which we 1live and still do so today. With the onset of the Internet, we have been overwhelmed with the typical and quite annoying bottomless sales letter that is riddled with endorsements and testimonials to convince prospective buyers to purchase a product or service.

And with TV shopping channels like QVC and the Home Shopping Network, testimonials play an increasingly important role in selling. Or do they? The question is do they really work with everyone? The answer is NO, NO, NO!!!

In fact, only about half of the population cares about what others think about a product before they buy it. The other half simply couldn’t care less what other people say about what they are buying. Which type are you? And more important, which type are your customers? Just because you may like to hear what other people are saying about products before purchasing them doesn’t mean that all of your customers think the same way. Or you may not care about testimonials and yet some of your customers won’t buy your products without them. Continue reading DO TESTIMONIALS REALLY WORK?