Situation - You are observing when someone is confronted by CHANGE
When someone is being confronted by change
it
can make it easy for you to pick their pattern when you see how they are reacting and how you should sell your deal.
Change is difficult, but we all have to handle it.
"We cannot change our past. We can not change the fact that people act in a certain way. We can not change the inevitable. The only thing we can do is play on the one string we have, and that is our attitude." - Charles R. Swindoll
"Change is the law of life. And those who look only to the past or present are certain to miss the future." - John F. Kennedy
"He who controls the past controls the future; he who controls the present controls the past" - Big Brother, the character in 1984 by George Orwell
1. Can it be the Director - ESTJ?
How keen on change: Not change enthusiasts. They have faith in the status quo and a preference for keeping things the way they are. If change must happen, they will require that it is practical and meaningful rather than change for the sake of it. This pattern will take quite hard work for them to be won over. Typically, they will try to stick to the old ways until they are absolutely certain that a better way of doing things exists.
Commentary: Change is not especially exciting for the Director although they tend to accept it if the goal is both pragmatic and logical. They want to have a certain amount of control when change occurs. They will be irritated if they are expected to just sit around and "let things happen". They enjoy organising, planning and creating effective systems so that the objectives are met within an agreed time frame. They will hate change if the people handling it are wishy-washy, vague or unrealistic in their objectives.
How to sell your deal when you want to sponsor change:
* Explain the logical reasons for the change.
* Be open and forthcoming with communication. Do not beat around the bush.
* Explain with clarity and facts why the change has to take place.
* Discuss the objectives, goals and vision of where the change will lead.
* Be specific about what is needed and what the expectations are.
* Have a clear timeline set out together with an organised plan of action.
* Be fair and considerate to all affected and involved.
How likely to quit when the going gets a bit tough?
* Has a hard time giving up.
How far ahead has the Director planned?
* 15 years in excruciatingly painful detail.
2. Can it be the Developer - ENTJ?
How keen on change: Have the most trust in change as a concept. The Developer and Inspirational in particular are the great change-makers of the world. But not an automatic buy in. They will only trust changes that they can make sense of, can navigate effectively or that they themselves have initiated.
Commentary: The Developer is decisive and analytical and enjoys the challenges and possibilities that change provides. In fact, they are one of seven types most likely to enjoy change together with Promoter, Agent, Persuader, Inspirational, Results and Achiever. They are usually quick to question the logic of the change to make sure it is sound. They need time to envision where the change will lead in the future and they will appreciate being able to discuss this with others. The Developer is usually valued during change because of their ability to manage transitions effectively and efficiently without getting emotional or distracted. They are skilled at implementing structure, staying on task and meeting deadlines. They are also a good sounding board for discussing implications of where the change will lead and whether or not it is a smart move. They are ideal when change is being resisted both passively and actively and will bulldoze if required to get it through.
How to sell your deal when you want to sponsor change:
* Explain the reasons for the change. They dislike meaningless change but are excited about pragmatic, progressive change.
* Discuss the change in person and ask for their thoughts and ideas.
* Give them a voice in the change.
* Give them opportunities to design the change you want to see happen.
* Focus on the big picture.
* Explain the changes that will flow on and will need to be put in place because of the change.
* Demonstrate competent and confident leadership.
* Give them a clear and concise plan of action.
* Give a clear time frame and a statement of priorities.
* Demonstrate that you are taking action to get the change in place.
How likely to quit when the going gets a bit tough?
* Does not believe in quitting.
How far ahead has the Developer planned?
* 40 years.
3. Can it be the Results - ESTP?
How keen on change: May be the one of the best at adapting to change. This pattern is naturally spontaneous and gets frustrated if their environment remains stagnant for too long. But like to be masters of their own destiny. They do not generally see the need for change for change's sake, preferring to keep what is already working and change only the things that are not. They can resist change very aggressively if it is forced on them or the change may reduce the quality of their working life.
Commentary: Change and variety are thrilling to the Results. They get a rush of excitement from a new adventure or challenge. In fact, they are one of seven types most likely to enjoy change together with Promoter, Agent, Persuader, Inspirational, Developer and Achiever. They tend to get bored if their environment become predictable or mundane. Rather than repetition and consistency they enjoy novel experiences and a mixture of tactical and strategic risk-taking. However, they do not like having their decisions made for them. They are more likely to create change or instigate it rather than just follow along on someone else’s plan. If they’re going to pursue a life-altering change then they wll want strong, logical reasons to do so.
How to sell your deal when you want to sponsor change:
* Give them time to talk about the changes and keep lines of communication open.
* Let them have a voice in the process.
* Give them facts and data (F and D), not perception, hearsay, opinion and guess (PHOG) as to why the change is going to happen.
* Be specific and detailed when explaining your reasons.
* Give a realistic picture of what the future will look like.
* Be logical – explain why this change is happening and discuss the systematic changes.
* Be fair to everyone involved.
* Demonstrate confidence and competence.
* Let them gather more information as needed.
* Do not be rigid or micro-manage during the process.
How likely to quit when the going gets a bit tough?
* Does not believe in quitting.
How far ahead has the Results planned?
* They are not sure what 'plan' means; it does not compute.
4. Can it be the Inspirational - ENTP?
How keen on change: Have the most trust in change as a concept. The Developer and Inspirational in particular are the great change-makers of the world. But not an automatic buy in. They will only trust changes that they can make sense of, can navigate effectively or that they themselves have initiated.
Commentary: The Inspirational gets a rush of excitement when a change or new option is put on the table. In fact, they are one of seven types most likely to enjoy change together with Promoter, Agent, Persuader, Developer, Results and Achiever. Rarely scared of a risk, they are one of seven personality types most likely to appreciate change. They tend to get bored by a repetitive routine or a predictable lifestyle, so any time a new option is presented they tend to respond with enthusiasm and curiosity, rather than dread.
How to sell your deal when you want to sponsor change:
* Give them a chance to be heard and have a voice in decisions.
* Keep lines of communication open – answer questions.
* Give them a general plan or direction to tinker with and develop.
* They appreciate options and will likely generate more and more.
* Give them an opportunity to envision the future and influence changes.
* Explain the logic of the change. Why is this happening?
* Explain the systematic changes involved in the development.
* Explain the goals and overall structure of the change.
* Be fair and equitable.
* Give them time to gather information and explore options.
* Give them room to question goals and adjust plans as the process unfolds.
How likely to quit when the going gets a bit tough?
* Not interested in quitting.
How far ahead has the Inspirational planned?
* 4 minutes.
5. Can it be the Persuader - ENFJ?
How keen on change: Motivated by a desire to protect what they see as the company's best interests and core values. They may be pro or anti change depending on how well they perceive the new initiatives to align with the common good. Implementation at the expense of values will not stick, especially where the organisation already has a strong culture of loyalty and cohesion.
Commentary: Ever planful and future-focussed, the Persuader is initially excited about change. In fact, they are one of seven personality types most likely to be excited by In fact, they are one of seven types most likely to enjoy change together with Promoter, Agent, Developer, Inspirational, Results and Achiever. They enjoy working over the details involved in a change and getting on board with planning and implementation. They are skilled at making sure everyone feels heard in the change process and are good at making sure personal needs are accounted for and developments run along at a smooth pace. That said, they can feel very stressed during change, especially if there are personal factors that negatively impact them or others. If the people around them are stressed or anxious about the change they can get so wrapped up in trying to fix things for other people that they burn out or feel emotionally overwhelmed.
How to sell your deal when you want to sponsor change:
* Discuss the personal impacts of the change directly with them. Ask how you can help.
* Explain ways that the change will benefit the people involved.
* Show that you are cooperative in working with others. Explain that they will not have to handle other people’s feelings entirely on their own
* Communicate regularly about the change.
* Paint a picture of the future once the change is implemented.
* Ask their advice for any future implications that may arise related to the change
* Include them in planning and implementation.
* Demonstrate appreciation and support.
* Give them a clear plan of action, with specific goals and expectations.
* Give them a time frame and a statement of priorities.
How likely to quit when the going gets a bit tough?
* Does not believe in quitting.
How far ahead has the Persuader planned?
* 1 year, but only the social gatherings.
6. Can it be the Appraiser - ESFJ
How keen on change: Not change enthusiasts. They have faith in the status quo and a preference for keeping things the way they are. If change must happen, they will require that it is practical and meaningful rather than change for the sake of it. This pattern will take quite hard work for them to be won over. Typically, they will try to stick to the old ways until they are absolutely certain that a better way of doing things exists.
Commentary: Change can be unnerving for the Appraiser. They enjoy mapping out their future and having all the details worked out so that life is on track to reach their goals. They enjoy consistency, traditions and fellowship with well-known friends and family members. While they can enjoy the occasional adventure, they still appreciate stability and consistency. Change that is handled with concern, support and organisation can be exciting to them if it leads to a promising future. They just need to feel that their relationships are not at stake and that the people in charge will be supportive and competent.
How to sell your deal when you want to sponsor change:
* Keep lines of communication open. Be honest and forthcoming.
* Explain the facts and data (F and D), not perception, hearsay, opinion and guess (PHOG) that led to this decision.
* Paint a realistic picture of where the change will lead.
* Respect their feelings and be supportive and appreciative.
* Show that you have a clear plan and a set deadline.
* Make expectations, roles and goals clear.
* Explain the values that led to the change. Is this an ethical or moral decision?
How likely to quit when the going gets a bit tough?
* Does not like it.
How far ahead has the Appraiser planned?
* 9 months.
7. Can it be the Promoter - ENFP?
How keen on change: Motivated by a desire to protect what they see as the company's best interests and core values. They may be pro or anti change depending on how well they perceive the new initiatives to align with the common good. Implementation at the expense of values will not stick, especially where the organisation already has a strong culture of loyalty and cohesion.
Commentary: Change is an exciting concept for the Promoter. In fact, they are one of seven types most likely to enjoy change together with Agent, Persuader, Inspirational, Results, Developer and Achiever. They are also fond of variety, so going somewhere new, trying their hand at a new skill or being around a new set of people piques their curiosity. Routine, everyday experiences can make them bored and demotivated. If the change involves moving to a new location, they may struggle with saying goodbye to friends and loved ones or letting go of relationships.
How to sell your deal when you want to sponsor change:
* Give them time to talk about the change and all the possibilities and implications related to it.
* Explain the overall reason for the change. Where are things headed? What is the goal?
* Paint a picture or vision of where you see yourself (or them) in the future.
* Recognise the personal impact of this change. How will their personal needs be dealt with?
* Demonstrate that you care.
* Include them in the planning.
* Give them plenty of options and be prepared to answer lots of questions.
* Understand that they like options, flexibility, and an open-ended plan but this may not be possible.
This is where a Director can be really useful.
How likely to quit when the going gets a bit tough?
* Dislikes it, but moves on from a situation if it is not right one for them.
How far ahead has the Promoter planned?
* They have just planned one decade, but will forget it in 3, 2, 1, Now!
8. Can it be the Counselor - ESFP
How keen on change: May be the one of the best at adapting to change. This pattern is naturally spontaneous and gets frustrated if their environment remains stagnant for too long. But like to be masters of their own destiny. They do not generally see the need for change for change's sake, preferring to keep what is already working and change only the things that are not. They can resist change very aggressively if it is forced on them or the change may reduce the quality of their working life.
Commentary: The Counselor has a knack for adapting to change and seeing the opportunities involved in it. These types enjoy variety and novelty and tend to get bored if life feels too repetitive or predictable. That said, they do not like having changed forced on them and they will want to have the freedom to make up their own mind about it and figure out whether it aligns with their values. They will want to know what options this change will provide, what exciting opportunities will open up and how it will impact their relationships.
How to sell your deal when you want to sponsor change:
* Talk to them about what is going on and get them involved.
* Keep lines of communication open and let them have a voice.
* Give them facts and data (F and D), not perception, hearsay, opinion and guess (PHOG) to explain why
the change is taking place.
* Be very specific and give a realistic picture of what to expect.
* Be very clear about the expectations, roles and potential responsibilities.
* Recognise the impact this change will have on them and the people around them.
* Explain the ethics and values behind the change. Is this the morally right thing to do?
* Demonstrate that you care.
* Give them some flexibility and room to explore options.
* Do not be rigid or panicky as this will set them on edge.
How likely to quit when the going gets a bit tough?
* Will move on.
How far ahead has the Counselor planned?
* 69 seconds.
9. Can it be the Specialist - ISFP
How keen on change: Most likely to feel hesitant when new changes come their way. This pattern is naturally spontaneous and gets frustrated if their environment remains stagnant for too long. But, counter to that, they like to be masters of their own destiny. They do not generally see the need for change for change's sake, preferring to keep what is already working and change only the things that are not. They can resist change very aggressively if it is forced on them or the change may reduce the quality of their working life.
Commentary: The Specialist can feel hesitant when new changes come their way. While they are typically adventurous and flexible, they are also deeply attached to their loved ones and the lives they create for themselves. They need time to reflect on change, to analyse the implications and discern how it will affect their personal relationships. They want to feel that there is a meaningful reason to pursue a change and they need to feel supported and given reasonable facts and specifics about why the change needs to happen in the first place.
How to sell your deal when you want to sponsor change:
* Discuss the change one-on-one and then give them time to process it alone afterwards.
* Do not expect them to have an immediate answer.
* Give them specifics and facts to explain your reasoning for the change.
* Give them a realistic picture of what the future will look like with these changes in place.
* Recognise the personal impacts of the change.
* Be supportive and appreciative.
* Explain the values that instigated the change. Are there any ethical reasons for it?
* Do not be controlling or overly rigid.
How likely to quit when the going gets a bit tough?
* Flighty. Will move on from something that does not make sense any longer.
How far ahead has the Specialist planned?
* Nothing. Morally opposed the concept of planning.
10. Can it be the Investigator - INFJ?
How keen on change: Motivated by a desire to protect what they see as the company's best interests and core values. They may be pro or anti change depending on how well they perceive the new initiatives to align with the common good. Implementation at the expense of values will not stick, especially where the organisation already has a strong culture of loyalty and cohesion.
Commentary: The Investigator can have mixed reactions to change. While they enjoy being able to toy with a new vision or idea for the future, they can feel hesitant if they see implications that could be negative. They need more time to acclimatise to change than many other types. They want to think through their position, analyse the potential effects and consider how the change will impact them personally and the people around them. They feel most motivated to change when they see a vision or image of the future that looks appealing and novel. They do not like predictability or monotony and are excited by new options and possibilities – they just need time to mentally engage with the change and toy with the connections and impacts that it will have on everyone.
How to sell your deal when you want to sponsor change:
* Present change to them one-on-one if possible
* Give them time to process the change and think it over before expecting an immediate response.
* Explain the big picture – what will the future look like when this change is in place?
* Give them opportunities to design the future and influence changes creatively.
* Recognise the impacts this change might have on them or others.
* Explain the values and ethics underlying the change. Is this the conscientious choice?
* Show appreciation and support.
* Give them a clear idea of the priorities, outcomes and goals.
* Give a specific time frame for them to look forward to and plan for.
How likely to quit when the going gets a bit tough?
* Morally against the idea of quitting.
How far ahead has the Investigator planned?
* 1 leap year and 300 days.
11. Can it be the Agent - INFP?
How keen on change: Motivated by a desire to protect what they see as the company's best interests and core values. They may be pro or anti change depending on how well they perceive the new initiatives to align with the common good. Implementation at the expense of values will not stick, especially where the organisation already has a strong culture of loyalty and cohesion.
Commentary: The Agent needs a little time alone to reflect on changes and figure out whether the changes align with their values and desires. They hate feeling pushed or pressured into anything without having a chance to ruminate on it. In fact, they are one of seven types most likely to enjoy change together with Promoter, Developer, Persuader, Inspirational, Results and Achiever. They enjoy variety, new possibilities and tend to get bored when life feels monotonous and repetitive. The biggest struggle for the Agent is leaving loved ones if moving locations is a part of the change. They tend to be very attached to their relationships and will need a process or method of maintaining relationships.
How to sell your deal when you want to sponsor change:
* Give them time to think through the change before asking for an immediate response.
* Ask them what they think about everything related to the change.
* Give them time to reflect on the changes before taking action.
* Explain the future vision you have. What is this change going to mean for the future? Stimulate their
imagination by painting a vision of the future.
* Give them a general direction, but do not overwhelm them with details and structure.
* Recognise the personal impacts this change might have on them.
* Explain the values that underlie the change. Are the motivations ethical?
* Explain the general parameters of the change. Give them options.
* Loosen up, don’t micro-manage them, don’t seem panicky.
How likely to quit when the going gets a bit tough?
* Flighty in the extreme. Does not like the feeling of quitting but will move on if they feel as if it is
the best move for them and the people they care for.
How far ahead has the Agent planned?
* They tried to plan but started crying and then watched Netflix.
12. Can it be the Achiever - ISTP?
How keen on change: May be the one of the best at adapting to change. This pattern is naturally spontaneous and gets frustrated if their environment remains stagnant for too long. But like to be masters of their own destiny. They do not generally see the need for change for change's sake, preferring to keep what is already working and change only the things that are not. They can resist change very aggressively if it is forced on them or the change may reduce the quality of their working life.
Commentary: Well thought out change and new opportunities tend to be very appealing to the Achiever. In fact, they are one of seven types most likely to enjoy change together with Promoter, Agent, Persuader, Inspirational, Results and Developer. They do not mind switching things up or pursuing a new challenge, but they dislike change that seems emotionally directed or overly optimistic. They want to know what the systematic changes will be, what the logic is, what new options will open up and whether or not the direction seems feasible. They also want plenty of time to reflect on a change and assimilate information before jumping on board.
How to sell your deal when you want to sponsor change:
* Give them time to think through their position before discussing it or expecting an answer.
* Be realistic and show the facts and data (F and D) and not perception, hearsay, opinion and guess (PHOG)
that led to this decision.
* Explain the logic for the change.
* Show competence and clarity in your decision-making process.
* Give them room to adjust goals and plans as the process unfolds.
* Explain the general parameters.
* Be flexible and let them present new options.
How likely to quit when the going gets a bit tough?
* Moves on from something if it no longer keeps them interested.
How far ahead has the Achiever planned?
* About one hour, but then saw a massive cliff and decided to do motorcycle stunts off it.
13. Can it be the Practitioner - ISFJ?
How keen on change: Not change enthusiasts. They have faith in the status quo and a preference for keeping things the way they are. If change must happen, they will require that it is practical and meaningful rather than change for the sake of it. This pattern will take quite hard work for them to be won over. Typically, they will try to stick to the old ways until they are absolutely certain that a better way of doing things exists.
Commentary: The Practitioner has one of the behaviour patterns that are least likely to be excited by change. This is because they thrive on stability, consistency and a sense of routine. They like knowing what to expect and they enjoy working in fields where they have developed expertise and deep knowledge. Having to change, especially if there does not seem to be a strong reason to do so can be very stressful. However, the Practitioner can appreciate change if it will improve their relationship, their security or will promote a cause they believe in. They can also enjoy change if they are given time to prepare themselves for it and acclimatise to the idea. Change that is thrust upon them without warning is the most unsettling.
How to sell your deal when you want to sponsor change:
* Let them know about the change well ahead of time.
* Be realistic and provide facts that back up your decision.
* Paint a picture of where the change will lead – but be pragmatic, not fanciful.
* Give them time to reflect on the change privately before expecting a response.
* Be very specific about the purpose of the change. Do not be vague or wishy-washy.
* Be supportive and explain how people will be taken care of.
* Give a clear timeline and outline of expectations and goals.
How likely to quit when the going gets a bit tough?
* Does not believe in quitting except when it will benefit those close.
How far ahead has the Practitioner planned?
* 60 years; is planning for the next generation.
14. Can it be the Objective Thinker - ISTJ?
How keen on change: Not change enthusiasts. They have faith in the status quo and a preference for keeping things the way they are. If change must happen, they will require that it is practical and meaningful rather than change for the sake of it. This pattern will take quite hard work for them to be won over. Typically, they will try to stick to the old ways until they are absolutely certain that a better way of doing things exists.
Commentary: The OT needs time to prepare for changes and can be hesitant of change initially. They enjoy stability and a sense of the familiar so having to suddenly react to a change can be stressful. If there is a strong, logical reason for a change to take place then they will usually get on board and be very helpful and thorough in the preparations. But if the change seems poorly-planned, illogical or impulsive they will be very skeptical and wary of embarking on such a venture. Planning and taking care of details is essential to the OT and, if this part of the change-process seems hasty they will be apprehensive about whoever is leading the change.
How to sell your deal when you want to sponsor change:
* Let them know about the change as early as possible so that they can prepare.
* Involve them in the process and ask their advice.
* Give strong, logical reasons for the change to take place.
* Be very clear about the order of the change (deadlines, expectations, goals).
* Use Facts and Data (F and D) and not Perception, Hearsay, Opinion and Guess (PHOG) to
back up your reasons for the change. Also, the OT will take the stance that 'speculation clouds the mind'.
* Give them time to process the change privately before expecting a lot of discussion.
How likely to quit when the going gets a bit tough?
* Not a quitter at all.
How far ahead has the Objective Thinker planned?
* 420 years.
15. Can it be the Perfectionist - INTP?
How keen on change: Have the most trust in change as a concept. The Developer and Inspirational in particular are the great change-makers of the world. But not an automatic buy in. They will only trust changes that they can make sense of, can navigate effectively or that they themselves have initiated.
Commentary: Change can be very exciting for the Perfectionist. They are typically flexible and willing to take smart risks. They can become easily bored by everyday, repetitive experiences and enjoy the challenge involved with change. What new options will it present? What creative avenues will be opened up? As introverts, however, the Perfectionist needs time alone to process the change before giving an immediate response. They want to ruminate about the change and all the implications and effects before they jump on board.
How to sell your deal when you want to sponsor change:
* As they are very independent and self-sufficient individuals, give them time to reflect on the
decision and have a voice in changes made.
* Give them written, well thought-out communication (preferable) or a one-on-one discussion about the change.
* Give them the overall rationale behind the change. What’s the big picture?
* Give them the general plan and let them tinker with it and imagine new possibilities or options related to it.
* Give them the logical reasons behind the change and why it is taking place.
* Demonstrate that the leader in charge of the change is competent and capable.
* Be fair and equitable regarding the change.
* Give them the opportunity to gather as much information as possible.
* Give them room to adjust goals or implement plans as the process continues.
How likely to quit when the going gets a bit tough?
* Do not like quitting but can do it if they become bored, which is easy to do.
How far ahead has the Perfectionist planned?
* After they wrote a three week schedule, Netflix was launched.
16. Can it be the Enhancer - INTJ?
How keen on change: Have the most trust in change as a concept. The Developer and Inspirational in particular are the great change-makers of the world. But not an automatic buy in. They will only trust changes that they can make sense of, can navigate effectively or that they themselves have initiated.
Commentary: Long-term planning is a gift of the Enhancer. They can be excited by change, but they need time to figure out their strategy and predict implications and likely effects. Unexpected, surprise changes can irritate because they want time to create a plan and avoid mistakes that come from impulsiveness and haste. They enjoy toying with a new idea or possibility, so change can be exciting for them. They also enjoy the challenge that change provides – it gives them something new to figure out, a new future goal or vision to bring to actuality. They just need to be sure that the people handling the change are competent and will respect their insights into the situation.
How to sell your deal when you want to sponsor change:
* Give them time alone to reflect on the change and analyse it before expecting a response.
* Show that you have thought things through and given careful consideration to the implications of the change.
* Explain the overall rationale and reason for the change.
* Give them opportunities to influence and plan.
* Explain the systematic changes that will go into effect.
* Explain the goals – Where will this change lead to in the future?
* Be fair to everyone involved in the change.
* Give a clear, concise plan of action.
* Be clear on your time frame. Don’t be wishy-washy or vague.
* Do not surprise them with the change.
* Ask for their opinions and ideas.
How likely to quit when the going gets a bit tough?
* Does not believe in quitting and will always find a way to overcome obstacles.
How far ahead has the Enhancer planned?
* 10 years. Only that time is necessary as the apocalypse will happen and there will be no
'next generation' to plan for.