How to Motivate the Four Personality Types according to their Communication Styles

Build rapport, establish trust, and motivate others by cultivating a spirited interaction.

Readership: All; Men;
Theme: Identity, Image, and Impressions
Length: 1,800 words;
Reading Time: 6 minutes

Introduction

RPA and I described Communication Styles in the last three posts.

One of the main running points of these posts is that a man doesn’t need to have a dominant personality (i.e. Extroverted, Fast Paced, and Cool) in order to be dominant. To make this distinction clearer to readers, it helps to understand that the four Communication Styles are closely aligned with the following Personality Types.

  • Analyticals = Slow Paced and Cool / Introverted and Thinking
  • Amiables = Slow Paced and Warm / Introverted and Feeling
  • Expressives = Fast Paced and Warm / Extroverted and Feeling
  • Drivers = Fast Paced and Cool / Extroverted and Thinking
Image Source: Proffitt Management Solutions: When Your Strengths at Work Turn Into Weaknesses (2015-5-11)

In other posts, I described how to build trust and rapport by properly managing your relationships with others.

When managing one’s relationships with people in general, and women especially (e.g. girlfriends, wives, daughters, mother-in-laws, coworkers, and others), one might think that this task is focused on extracting certain feelings or responses from them.  However, a man could adopt a wider frame by concentrating on how he can harness the motivations that are already in play (indicated by one’s Communication Style) such to guide, mould, and shape the feelings and responses of others that are already in circulation.

Asserting masculine authority and assuming control of the interaction in this way would be a dominant approach by definition, and also a healthier approach, socially, spiritually, and psychologically.  Thus, being dominant does not require a man to have a dominant personality, but only to skillfully navigate the social landscape while guiding the motivations of others into productive channels. Thus, the usefulness of this approach is not limited to men dealing with women of particular interest, but extends to men dealing with most anyone.

In this post, I’ll briefly cover the basic information you’ll need to know for handling each of the four Communication Styles / Personality Types in the following areas.

  1. Tips for Communication.
  2. Helping them to identify goals and work towards goals.
  3. Dealing with projects that they have to work on.
  4. Giving praise and recognizing them in a way they can appreciate.
  5. Offering constructive criticism.
  6. Fostering Motivation.

Here, motivation could be compared to dispensing personalized incentives which are tailored to the individual. Wisdom recognizes that properly addressing the communication needs of certain key individuals has the potential to disentangle the more volatile aspects of larger group dynamics in a community, workplace, or team environment.

Analyticals

Analyticals = Slow Paced and Cool / Introverted and Thinking.

Communicating with an Analytical:  Analyticals will test you on the facts and how accurate you are, so you’ll need to know your stuff.  Effective communication with an analytical personality requires you to structure your communication in a way that will trigger their engagement – deliver the facts, speak to both sides of the argument, and allow them some time to process what you’ve said.

  • Be systematic.
  • Focus on the task.
  • Look for opportunities to incorporate authority and consistency into your presentation.
  • Be prepared to answer lots of “how” and “why” questions.
  • Don’t get too personal.
  • Don’t rush unnecessarily.

Goals: When setting goals, you’ll want to…

  • Be prepared.
  • Know your facts.
  • Be very specific.
  • Cite examples.
  • Offer reference materials.

Working on a Project:  Analyticals will want to know what they need to do in order to complete a project.  They may ask or expect you to help them form networks with other individuals who know more than they do about specific things, or to recommend other individuals who they can consult for supporting information. They may want books, technical papers, links to websites, software, and other materials.  Analyticals work best alone, so you might want to consider that when giving them a project.  You can give them a deadline, but because they are such perfectionists, they may procrastinate because they want it done perfectly.  It’s not like they’re irresponsible about delivering on their commitments, but it’s because they want to be recognized for reliably doing things right.

Giving Praise:  When praising them be very specific.  Express a genuine appreciation concerning their thoroughness, their attention to detailed information, and their independent innovative thinking.  Emphasize how their contribution has streamlined or added value to the project.

Offering Criticism:  When criticizing, keep it objective and make sure that you are stating facts and observations and not opinions.

Motivating an Analytical:  Not surprisingly, Analyticals love to think and analyze.  Often times, being freely able to do this is a motivator in itself.  When you’re dealing with this specific personality type, it is probably wiser to share as much information as you can while appealing to their curiosity.  Allow them some time and space to formulate their own hypotheses and don’t pressure them to the point of frustration.

Amiables

Amiables = Slow Paced and Warm / Introverted and Feeling.

Communicating with an Amiable:  This type is diplomatic, service oriented, and they have a high degree of empathy.  They value authenticity and sincerity more than the other types and find it difficult to relate to authoritative figures, such as doctors and policemen.  As such, they need time and enthusiastic emotional investment.  Make the effort to build rapport by talking with them about various issues, including personal issues they might bring up that are not really related to the project or the workplace.  Being hesitant to close the interaction can end the conversation on a positive note.

Goals:  Ask them about their goals and get them talking about what they will be doing to reach those goals.  This will help them think through the process, and you can offer guidance, insights, and useful suggestions in a friendly and helpful manner.  Be patient because they take a little bit more time than the other personality types.

Working on a Project:  With projects, they work best on teams.  Give them deadlines.  Most likely they will meet the deadlines because they’ll want to make sure that their relationships with their coworkers and supervisor are solid.

Giving Praise:  When praising them, be specific about what they have done well. Emphasize the positive social implications and how they have benefitted others or have contributed to workplace morale.

Offering Criticism:  With criticism, be sure to offer more positive statements than negatives, and always alternate between positives and negatives.  Never give them a long list of negatives back to back as this will discourage their interest and erode their motivation.

Motivating an Amiable:  Amiables confuse assertiveness and confrontation.  They fail to execute because they are afraid of rocking the boat.  Your job is to help them develop emotional intelligence, especially when it comes to being assertive.  The key to coaching Amiables is to help them get over their emotional sticking points.  Identify these issues, reframe their situation as one in which they have a supportive role rather than a competitive one, and help them work through those issues from this perspective.  Avoid long lectures and pep-talks.  Emphasize cooperation, moral agency, and the good will of others.

Expressives

Expressives = Fast Paced and Warm / Extroverted and Feeling

Communicating with an Expressive:  This type thrives on attention, affirmation, and positive feedback.  They may not always pay attention to everything you say nor pick up on your main point.  So you’ll need to be persistent in making yourself heard.  Keep it light, be humorous, and pontificate a bit to keep their attention.

Goals:  This type is generally resistant to discipline, so a hard line approach won’t work. Instead, talk to them about their goals.  Have them put it in writing.  Make to-do lists with a timeline of schedules.  Go over it briefly but remember that you are going to have to revisit this with them again and again because of their flighty nature.

Working on a Project:  With projects, they work best on teams.  With deadlines you may need to set a series of deadlines for each step of the project, and then check back with them several times to gauge their progress.  Make sure that they know that you’re going to check back so that they know that they’re accountable.

Giving Praise:  When giving them praise, spend some time to talk about their own interests with an affirming attitude.  Be very specific and bring up the positive effects / responses from others.  Make references to their personal characteristics that you know they are proud of.  It’s better if you can make it fun and entertaining.

Offering Criticism:  Expressives are rather sensitive to criticism and can find it very difficult to deal with.  So you’ll need to couch every critical statement in a tone of swashbuckling hubristic schmooze talk, in terms of their own popularity, that serves to paint a picture of what kind of negative influence they have had without being too obviously vindictive.  Avoid using second person pronouns. Say something nice and then state your observation and what you need changed, and then say something nice again.

Motivating an Expressive:  Expressives are celebrities at heart.  They live for the recognition.  They live for the praise.  They live for the fun. So you’ll get a better reaction from them if you can view them as such. Allow them some avenues (or leeway) for personal expression and toss them some ego candy now and then.

Drivers

Drivers = Fast Paced and Cool / Extroverted and Thinking.

Communicating with a Driver:  When dealing with a driver, stay focused on the topic and be results orientated.  When describing or explaining something, be brief, and offer concepts not details.  Be assertive with them, and always be ready for a challenge.  If you can do these things consistently, then you may earn their respect.  Otherwise they may try to roll you.

Goals:  Drivers want to make an impact and accomplish great things.  They need to know exactly what the goals are and if it is not explicitly clear to them, they will fill in the blanks and implement their own goals.  So with this type, it is important to coordinate goals.  Ask them about their goals until they can clearly articulate them.  Find ways to adjust and merge their goals into the larger group goals so that they can hit the nail on the head.

Working on a Project:  Because this type needs to coordinate their goals with the goals of others and those of the larger group, ask them about how they want to go about working on the project.  Drivers work best on their own, but when this is not possible, you can help by smoothing the road for them to cooperate with others who are working on the same project.  You can give them a deadline but they will always complete it before then.

Giving Praise:  Get right to the point when praising a Driver.  Be short, sweet, and specific.

Offering Criticism:  Explain the end result that you want, and how the issue at hand is preventing that.  You’ll want to be specific.  Start by describing what you have observed.  Allow them to respond and then suggest some techniques that will help them make greater progress.

Motivating a Driver:  Drivers are always very focused on the goal and they know what they want to accomplish.  So if there is any confusion about what the goals are, or how it is to be achieved, then Drivers lose motivation.  Drivers can be motivated by clear actionable goals and a call to action.  They are further motivated when they see that their efforts are successful and have an advantageous or beneficial impact.

Can you identify their Personalities / Communication Styles by their non-verbal expressions?
Among those four in the foreground, clockwise from top center: Analytical, Amiable, Expressive, Driver.

Summary

Here’s a short, quick summary of the basic needs of the 4 personalities / communication styles.

  • Fast Paced and Warm (Expressives) => Need to be liked.
  • Fast Paced and Cool (Drivers) => Need to have clear choices spelled out for them.
  • Slow Paced and Warm (Amiables) => Need guidance towards finding contentment and peace, and to avoid guilt, regret, and shame.
  • Slow Paced and Cool (Analytics) => Need to have a detailed confirmation / explanation without getting confused and/or overwhelmed by said details (viz. avoid Analysis Paralysis).

In general, Slow Paced / Introverted individuals need time, while Fast Paced / Extroverted people need directives. Warm / Feeling personalities need social interaction, whereas Cool / Thinkers need space.

Related

About Jack

Jack is a world traveling artist, skilled in trading ideas and information, none of which are considered too holy, too nerdy, nor too profane to hijack and twist into useful fashion. Sigma Frame Mindsets and methods for building and maintaining a masculine Frame
This entry was posted in Agency, Archetypes, Charisma, Collective Strength, Communication Styles, Communications, Conflict Management, Conserving Power, Decision Making, Discernment, Wisdom, Discipline, Discipline and Molding, Faith Community, Fundamental Frame, Game, Game Theory, Holding Frame, Introspection, Leadership, Male Power, Masculine Disciplines, Moral Agency, Parenting, Personal Domain, Personal Presentation, Personality Types, Persuasion, Power, Psychology, Purpose, Relationships, Self-Concept, Sphere of Influence, Strategy, Trust. Bookmark the permalink.

2 Responses to How to Motivate the Four Personality Types according to their Communication Styles

  1. redpillboomer says:

    Insightful study of the 4 Personalities/Communication Styles.

    Back in my working days, we took numerous personality tests over the years, Meyers-Briggs and DISC being the most predominate, but there were others. The biggest takeaways I got from all that personality deciphering was (1) Know myself better, i.e. know my personality type, so that (2) I could recognize people that had similar personality types to mine (like minded people who thought similar to me, and viewed the world from a similar perspective), and those with different personality types, so that (3) I could adjust my communication style and “speak in their preferred language” to connect better and ultimately get things done.

    It worked pretty well, particularly toward the end of my career in the military when I had four commanders in a row that had each one of the personality styles. I still did my work the same, because that was ME, aka how I did things, BUT when I updated them or had any conversations with them, I’d deliver it in their preferred communication style. It was the same message delivered, however the effect was noticeably different when they heard it in their language. They were more inclined to “get it,” “to get what I was saying” and then act accordingly; IOW they were able to make their decisions from an informed place because they received it more readily in their preferred communication style.

    Now, as far as the opposite sex is concerned, this might be an area, the 4 Personalities/Communication styles, for the men to get a handle on for (1) Connecting with a woman, but also more importantly, (2) vetting her properly for compatibility (with the man and his personality).

    I’ve always felt there were three overarching areas in vetting: (1) Are you attracted to her? The whole subject of attraction that we’ve covered on this site many times; (2) Do you like her personality? IOW, do you mesh? I think the recent subject matter Jack’s been posting primarily falls in this area; and (3) What is her character like? In Red Pill lingo, how many red flags are there? In my opinion, area 3 is the “Big Kahuna” of the three areas. One and two are important and can be deal breakers if the attraction is not there, or if the personalities don’t mesh, however area 3 can deeply hurt a man and his life, and in the worst case scenario, destroy it.

    So, vet for attractiveness and personality mesh, but do NOT ignore her character, aka “the Red Flags.” Those Red Flags can run the entire spectrum from possibly manageable to downright deadly. So in lay terms, does she appeal to you, aka pass the boner test? Do you like her, enjoy her company and get along well? And, how many and what kind of red flags is she toting around behind her? If those one or two flags are deal breakers, or if she’s got more red flags than the proverbial “Chinese parade,” then “RUN Forrest run!”

    Liked by 1 person

    • Joe2 says:

      “I still did my work the same, because that was ME, aka how I did things, BUT when I updated them or had any conversations with them, I’d deliver it in their preferred communication style. It was the same message delivered, however the effect was noticeably different when they heard it in their language.”

      I think Paul instructed us to do something very similar when sharing the gospel with unbelievers. He said that we are “ambassadors for Christ” (2 Cor 5:20) and he tried to find common ground (1 Cor 9:19-22). He could then share in a way that takes into consideration a person’s background, culture and experiences. No doubt that would include communication style, too.

      For example, while in Thessalonica, Berea and Athens Paul visited synagogues where he reasoned with the Jews from the Scriptures. His style most likely was didactic and detailed oriented. But while in Athens he was also approached by some philosophers who expressed an interest and invited him to the Areopagus and speak. There he gave the Sermon on Mars Hill. He spoke the gospel as a story; an account of events which was a style appropriate for that audience (Acts 17).

      The gospel remained the same, but was shared differently.

      Like

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