Navigating Conflict with the 4 Personality Types in the Workplace

Photo by Hendrik Mortel on Unsplash

Communication is key in any conflict, and when there’s conflict in the workplace, you have to learn how to communicate with different personalities. There are four basic personality types include structure-oriented, people-oriented, action-oriented, and vision-oriented personality types. 

Type #1: Structured-oriented 

The structure-oriented personality is typically the analytical, meticulous team member. They value details, hard facts, and clear-cut regulations. This team member is the most dependable and responsible. They manage their time well and live by checklists, spreadsheets, or old-fashioned sticky notes. These team members find joy in a job done well, down to the smallest detail.

Because their roles are typically numbers-based or process-based, structure-oriented personality types have a hard time understanding the more creative team members. Their differences in preferred work practices sometimes clash and can create possible conflict. 

Structure-oriented personality types appreciate systematic communication. When you approach them with an idea or solution to a problem, bring a thorough plan with details. They want to see how the numbers work and they want to see the step-by-step implementation plan. Because they want to know that you’ve thought of every possibility, they’ll often ask specific questions and expect you to have done the research already. The worst thing you could do is try to fake your knowledge to mask the fact that you don’t have the answers. Simply offer to continue research and schedule a follow-up. 

Type #2: People-oriented 

People-oriented personality types are motivated by helping others in the workplace. They recognize the value of emotions in the workplace, such as making the team feel appreciated and heard. When team members feel overwhelmed or undermotivated, the people-oriented personality type will go the extra mile to relieve their workload or cheer them on through the monotony of daily tasks.

Sometimes, in their effort to help others, the people-oriented can get distracted from their own tasks. They may also struggle with stress which leads to procrastination and is relieved when they help others. On the other hand, they may feel torn between their responsibilities and taking on too much work by helping others. These team members also tend to resist negative feedback because they feel justified in their contributions to the team’s productivity.

When you address a people-oriented personality type, you want to address them with the same respect and energy that they offer you. If you have an idea to share, you want to target the emotional value of your idea instead of hard facts and details. They highly value storytelling and want to hear ideas that benefit their team as people.

Type #3: Action-oriented 

The action-oriented personality types are the risk-takers on your team. They are most comfortable when they’re in control and in motion. These team members are motivated by challenges and results. They are ambitious, hardworking decision-makers by nature, and they thrive on taking an idea or theory and bringing that idea or theory to life. 

These team members are competitive. They can be more assertive with their tone and impatient when a project stalls. They may be frustrated by the meticulous work style of the structure-oriented personality and the perceived lack of focus of the people-oriented personality types.

When speaking with an action-oriented personality, you must speak with confidence. These team members will not respect a timid, hesitant approach. They also don’t want all the nitty-gritty details of your idea. Be clear and concise, providing the highlights and main ideas. Action-oriented personality types appreciate when you respect their time.

Type #4: Vision-oriented

The vision-oriented personality type is the creative, innovative team member in your office. They are primarily concerned with the best ways to achieve future goals. They have a dream of where their team could be by the end of the quarter or by the end of the year. And they don’t just dream and hope it happens. These team members are intellectual, problem-solvers, and they value discovering the steps necessary to make their dream a reality.

Sometimes unnecessary conflict arises between team members when the vision-oriented personality type views the other personality types as lazy or lacking vision. These team members may also clash with action-oriented personality types when the two views do not align.

Communication with vision-oriented personality types should include future-pacing. Future-pacing is using language like “Here’s where we are today. Imagine where we could be if we used my idea.” These team members are not looking for every small detail like the structure-oriented personality type would appreciate. They love big-picture language and they’ll entrust the details to another team member. They also highly value learning, so you are welcome to introduce new programs and methods that will propel the team to meet their goals more efficiently.

ONE EIGHTY’s Everything DiSC Assessment

Part of ONE EIGHTY’s goal in helping teams build understanding is by offering Everything DiSC assessments. DiSC is a personality assessment based on William Moulton Marston’s emotional and behavioral theory. DiSC is an acronym that stands for Dominant, Influence, Steadiness, and Conscientiousness.

ONE EIGHTY uses DiSC assessments to build understanding within your team. These assessments do not measure the most productive personality types. It simply indicates how your employees work best and how each team can understand themselves and their coworkers better. Once different personality types are shared, your teams can move forward with the best conflict management methods for your team. Interested in a DiSC assessment? ONE EIGHTY makes it easy to purchase an assessment today.