Oxor™ supports absolutely the management philosophy of James C. Collins. Imposing correctly will work better if your bus is packed correctly.
"Turn Off Your Electronic Gadget – effective people take time to THINK. Begin the discipline to put white space in your calender. Engage in the glorious pocket of quietude."
James C. Collins, American author and lecturer. (Objective Thinker?)

Is your bus packed correctly?

Build the Oxor Dream Team™ today - learn right here!!

Conducted and composed by Modern Maven Elizabeth Hunter™ - Last Update December 10, 2022

Step 1: Get the right people on your bus to start with.

Step 2: Get the right people in the right seats on your bus.

Step 3: Get the wrong people off your bus.

Step 4: Always put 'who' before 'what' if you want to get it done.

Build the Oxor Dream Team™ today - learn right here!!

Our Oxor Dream Team™ is going to have Theorists, Executors, Analyzers, Managers, and Strategists.

Most common problems faced by teams can be addressed using the strengths within each behaviour pattern. Sometimes this involves switching leadership styles and other times it means someone needs to flex their style to give the team what it needs. The team leader has to know when to ask for help and be willing to give up control to utilise different people’s strengths.

1. Select the Influential Theorist

The influential theorist is the creative thinker and "ideas person" who comes up with many solutions in a company or on a project. They can not only form one solution to a conflict but, at times, will provide you with multiple solutions. This style of team role thinking style aligns well with High I quadrant. They are perceived to be someone who can be trusted and are positive and encouraging. HIGH Is are the team's influencers and social butterflies; they are naturally active and creative. If you are looking to develop ways to form a company or project culture, a HIGH I may provide various team building ideas.

Oxor™'s recommendation.
Ţ If you want a campaigner, get a Persuader on the bus.
Ţ If you want a someone more organised, but a HIGH I, the Appraiser gets on the bus.
Ţ If you want a creator who finishes nothing, then get a Promoter on the bus. Oxor™ would be reluctant.
Ţ If you want a person who goofs around and is hard to manage, then get a Counselor on the bus.

2. Select the Stable Executor

The stable executor in a team likes to complete tasks, primarily if they have been provided clear objectives, guidelines and goals.
The HIGH S seems to be a natural fit in this team role.
A HIGH S is the worker bee of the group and are very loyal to those who prove to be trustworthy.
Further, they can be vital to a team as they provide reliability and steadiness and are very process-driven.
An employer, or team leader, can depend on a HIGH S to stay with a company over a long period, show up to work on time
and, most importantly, complete a task on time. They are also very friendly and team-driven, which makes them easy to work alongside.

Oxor™'s recommendation.
Ţ If you want an arty-farty type, then get a Specialist on the bus. Oxor™ would be reluctant.
Ţ If you want a someone more into human relationships, the Investigator gets on the bus.
Ţ If you want a person who is lazy, constantly complains and is driven by beliefs, then get an Agent on the bus. The Agent ranks the lowest for happiness as well as the lowest for life satisfaction and they will bring that to your project.
Oxor™ would never, ever, hire an Agent.
Ţ If you want someone who can fix anything, then get a Achiever on the bus.

3. Select the Conscientious Analyzer

The Conscientious Analyzer is the go if you want every detail of a project to be triple-checked and exceeding the highest standards.
The HIGH C most correlates with the Analyzer thinking style as they are meticulous and love to explore details and data.
They can be relied upon to produce excellent results.
Although the HIGH Cs are typically known to be reserved, they will not lack confidence when presenting a project as a subject expert.
They are confident in their ability to perform in the workplace and are valuable to keep the performance reality check on a team.
It is vital to keep them focussed on the big picture as some can get lost in the most minute details, causing delays in project completion.

Oxor™'s recommendation.
Ţ If you want a dependable follower, then get a Practitioner on the bus.
Never, ever, give them management or leadership roles. Oxor™ has warned you; ignore our advice at your peril.
Ţ If you want a someone responsible and loyal, the Objective Thinker gets on the bus.
If it is a defined project, consider them to be the leader.
Ţ If you want a person who is an ideas factory but so intellectual and impractical that they will cause delays,
then get the Perfectionist on the bus.
Ţ If you want someone who can implement anything when given the criteria and authority, then get an Enhancer on the bus.
Oxor™'s experience is that an Enhancer is a far better team leader than a team member; remember this.

4. Select the Balancing Manager

The Balancing Manager is a critical component on the bus.
Research postulates that there is only slightly more than 4% who fit this criteria.
The blens of the thinking style (and usually complex work style) such as Practitioner/Agent, Objective Thinker/Perfectionist and Investigator/Achiever can correlate to this thinking style and measure their ability to balance the status quo while ensuring progress; a very risky mix in Oxor™'s experience.
These, however, are middle managers who enjoy monitoring processes, supervising, interacting with team members and otherwise ensuring that the team moves to meet the set goal on time.
Their skill sets allows them to move between Theorist, Analyzer, or Strategist roles when necessary and they will feel comfortable enough in that role for some time. Their core strengths align with the HIGH I and S quadrants with their ability to communicate well and their inner drive aligns with HIGH D’s. Simultaneously, their superior attention to detail is related to HIGH C traits.

Oxor™'s recommendation.
Ţ If you want a middle manager combo/style to get you absolutely nowhere then get the Practitioner/Agent on the bus. Oxor™ would never select either as middle managers.
Ţ If you want a middle manager who you would need to lead so they would not get bogged down, the Objective Thinker/Perfectionist combo/style gets on the bus.
Ţ If you want a combo/ style that may just work, then the Investigator/Achiever combo is a good choice as a a balancing manager.

5. Select the Directing Strategist

The Directing Strategist is the Team Leader. This is mission critical. Stuff this one up and there will be problems.
This is the fcuking driver - get this wrong and you are rooted.
This person must be able to conquer obstacles and do it pronto and without procrastination or delay.
They work well under pressure and do not have a problem with being a natural leader.
This role in the Oxor Dream Team™ harmonizes with a HIGH D, but not exclusively.
HIGH Ds do not see a problem as being a hindrance but rather more of a challenge to overcome
and make the team stronger and get objectives met.
When a conflict does arise, they make decisions based solely on logic.
The Oxor Dream Team™ can depend on a HIGH D strategist to carry out tasks and handle problems, even at a lower level.
But HIGH Ds will not want to be at the lower level for long.
Oxor™ is vastly experienced with team effort and building a team correctly is mission critical.
Oxor™'s proprietary success formula is EP=(K+S+P)*M. As us about that!

Oxor™'s recommendation.
Ţ If you want a Directing Strategist for a short term project, such as a national conference, the Director gets on the bus.
They will be loathed, nit pick everything but the conference will be outstanding in all aspects. Watch out for the know it all trait.
Ţ If you want a Directing Strategist where pushing through obstacles, such as massive change the Developer gets on the bus.
They will be the bully. But when some people need to be clouted, you need clout to force the change.
Watch out for the high expectations of others trait.
Ţ If you want a Directing Strategist when there is an emergency, the Results gets on the bus.
They will excel at getting things back on track with their go get them approach. Watch out for the no filter trait.
Ţ If you want a Directing Strategist when negotiations are central, the Inspirational gets on the bus.
They will be sneaky but will land those fresh record breaking television rights. Watch out for the too argumentative trait.
Ţ If you want a Directing Strategist for a campaign, such as an election, the Persuader gets on the bus.
They will be interfere on everything but campaign to buggery. Watch out for the too sensitive trait.
Ţ If you want a Directing Strategist for customer service links, such as liasing between the home buyer and the builder,
the Appraiser gets on the bus.
They are the best on details if the HIGH Is. Watch out for the gossip trait.
Ţ If you want a Directing Strategist who finishes nothing, the Promoter gets on the bus.
This is a recipe for failure. Watch out for the too needy trait.
Ţ If you want a Directing Strategist who wants to entertain, the Counselor gets on the bus.
This is a recipe for failure. Watch out for the too impulsive trait.
Ţ If you want a Directing Strategist who cannot handle change, the Specialist gets on the bus.
This is a recipe for failure. Watch out for the aloof trait.
Ţ If you want a Directing Strategist who is not suited to be at the top, the Investigator gets on the bus.
The human relationships aspect is not the only consideration. Watch out for the too private trait.
Ţ If you want a Directing Strategist when guaranteed failure is desired, the Agent gets on the bus.
Not a manager or leader's 'rsole'. Watch out for the impractical trait.
Ţ If you want a Directing Strategist for fixing things, the Achiever gets on the bus.
They are not really the managerial type although many run their own tradie business successfully. Watch out for the insensitive trait.
Ţ If you want a Directing Strategist who is actually a follower, the Practitioner gets on the bus.
This pattern is the worst manager and not a leader as they cannot handle conflict. NEVER give them that role.
Watch out for the too set in their own views trait.
Ţ If you want a Directing Strategist who may well be the Level 5 leader, the Objective Thinker gets on the bus.
This may seem an odd choice, but humility and fierce resolve are very powerful. Watch out for the unwilling to compromise trait.
The HIGH Ds have fierce resolve but no humility.
Ţ If you want a Directing Strategist who is the impractical academic, the Perfectionist gets on the bus.
They are not management or leadership material. Watch out for the seemingly detached trait.
Ţ If you want a Directing Strategist who is a better team leader than team member the Enhancer gets on the bus.
They are extremely good when you give them the reasorces and let them go. Ultimate back room operator. Underestimated.
Watch out for the coldness trait.

Remember the Director, Developer, Objective Thinker and the Enhancer accounted for roughly 78 percent of middle grade
to flag rank officers in the United States military in 2001.
Let history be your guide.

Some Common Team Problems and how to solve them with the Oxor Method™

Most common problems faced by teams can be addressed using the strengths within each behaviour pattern. Sometimes this involves switching leadership styles and
other times it means someone needs to flex their style to give the team what it needs. The team leader has to know when to ask for help and be willing to give up
control to utilise different people’s strengths.

1. Difficulty making decisions

Teams often struggle with differing opinions when working to reach consensus. Often, this takes the form of analysis-paralysis or fear of failure. When this happens,
you should strongly consider putting a “D” or “CSI” (also known as a “false D”) style in charge. You will want them to flex their “I” style so they can get everyone’s
input and use their influencing skills to gain support for the final decision. If the “D” simply makes the decision themselves, they risk losing buy-in and
commitment to action from the team members. If that happens, they should focus on delegating pieces of the project to others. This will strengthen future
decision-making by the team. Never expect a Practitioner or Perfectionist to
make difficult decisions or expect "I" or "S" to lead. The OT and Enhancer can be surprisingly good but are even better with the backup of clout provided by a "D".

2. Missing project deadlines

While the “D” style can take charge and make decisions, they may not always do well with details and follow-through. This is where the “C” style strengths will help meet
project deadlines. This style does not necessarily like to be in charge, but they can either be coached to flex their “D” style or the “D” in charge makes it clear to the team that the
“C” style has full authority when it comes to project deadlines. They will have to monitor the level of detail and need for accuracy that the “C” requires, as this can lead right back to
“analysis-paralysis.” The “S” style is also well-suited to make steady progress needed to meet deadlines. When they partner with the “C” style, they will create a strong
duo for delivering results on-time. Never put an "I" as a Project Manager as they are terrible finishers.

3. Poor communication

Quite often, one of the underlying issues with sub-par team performance is a lack of effective communication. Both “I” and “S” styles have strengths that can facilitate better
communication. The “S” style is exceptional at relating well to team members through their listening and supportive approach. They also present information in a way that is easy to
understand. When team members feel listened to and validated, they will continue to keep communication open with the “S” style. The “I” style’s positive outlook inspires
team members to stay focussed on the goals. They like to be the centre of attention, though and, if not kept in-check, they may lose the respect of the team. The performer in them does
engagingly present information so they may be an excellent spokesperson to others outside the group. Be careful with the "C" on communication.

4. Unclear goals

Successful project achievement comes down to clearly defined goals. The “C” style is strongest at providing details, but has to take care not to go too far. If they can balance
the details, the goals will have just enough definition to be properly understood. Similarly, the “D” style can take the lead on prioritising goals, which is crucial to
successful projects. In the execution of the goals, be aware that the “S” type will benefit from focussing on one or two goals at most, as they are not naturally gifted at
multitasking. The “I” style can be in charge of celebrating goal achievement, an important (and often overlooked) piece of motivating the team. But the "I" is a woeful
finisher when compared with being a motivator.

5. Lack of creativity

Coming up with something new and fresh is one of the keys to problem-solving. Sometimes, when creativity is lacking, putting an “I” style in charge of
reinvigorating the team can help them get their creative edge back. Their natural enthusiasm engages team members.
Have them plan an outing for the team provides a change of scenery. This will add to the team’s creative ability and generate new thinking patterns.
But be careful that the creativity does not become the project. The OT and Enhancer can plan using creative methods.

6. Toxicity

Each of the four quadrants can have terrible and toxic leaders. Watch out for that.
A toxic "D" - "Do what I say. If I need your opinion, I'll let you know what it needs to be."
A toxic "I" - "Of course the mistake is your responsibility. I am here to shine only when things go well."
A toxic "S" - "My heart is breaking every time I have to explain to you what you are doing wrong."
A toxic "C" - "I already know everything better and I can do it better than anyone else."

Characteristics of Toxicity - See these and get rid of that person to the maximum extent that you can.

⊆ Person 1. Those who belittle you and your achievements; gossip and never want to lose face. e.g. Appraiser.
⊆ Person 2. Those who lie and fake their feelings. Overly critical and controlling. Over-involve themselves in the affairs of others.
Overbearing, needy and insistent on their way. e.g. Persuader.
⊆ Person 3. Manipulative personalities. Distractable, self-centered, forceful with their opinions and pushy in their way of thinking. e.g. Promoter.
⊆ Person 4. Those who thrive on negativity and drama. Loudly make mischief or embarrass themselves. e.g. Counselor.
⊆ Person 5. Egocentric characters and those who take advantage of you. Brash, condescending and overly focussed on novelty. e.g. Inspirational.
⊆ Person 6. With rule book of how life is to be led. e.g. Objective Thinker.
⊆ Person 7. Over-sensitive, self-pitying and self-righteous. e.g. Agent.
⊆ Person 8. Lecture people about how things “should” be done. Argumentative and critical. e.g. Director.
⊆ Person 9. Fail to see the inter-personal context of situations and look down on people. e.g. Achiever.
⊆ Person 10. Judgmental and self-righteous. e.g. Specialist.
⊆ Person 11 Centre of attention, talk over others, interrupt, loud and overbearing. e.g. Results.
⊆ Person 12. Know what other people are going to say before they say it; finish people’s sentences, interrupt and interject criticisms. e.g Enhancer.
⊆ Person 13. Resentment, self-pity or a feeling of being overwhelmed. e.g. Investigator.
⊆ Person 14. Overly critical, forgetful or oblivious to emotion. e.g. Perfectionist.
⊆ Person 15. self-righteous martyr e.g. Practitioner ⊆ Person 16. Extremely argumentative and critical. See ways that everything could be better, but this
turns into fault-finding behaviour. e.g. Developer.

Are we on the money?

Whether you decide to cut people out of your life or not, it is always up to you.
After all, whether you can tolerate a particular behaviour or not depends on your values and Disc pattern.
But it all gets down to one universal truth: if you feel drained, worthless or unhappy
every time you spend time with that particular person, then they probably should have no place in your life.
Sometimes, friendships and family ties come secondary and you have to put your emotional health first.
Did you learn this here? We appreciate your acclamation.

7. Style

Each of the four quadrants can coach in different ways. Watch out for that.
A coaching "D" - "I'll push for quick results."
A coaching "I" - "I'll act like a visionary explorer."
A coaching "S" - "I'll walk every step of the way with the client."
A coaching "C" - "I'll provide a detailed 'how to' plan."

8. Employee Induction - aka 'Onboarding', a new and extremely unfortunate term.
It is likely this expression of vulgarity was created by an HR Manager - most likely a Persuader or a Counselor.

Each of the four quadrants should be inducted in different ways.
A new "D" - Keep it 'bottom-line' focussed and provide opportunities for the new employee to feel in control of their own induction process.
A new "I" - They will want to feel welcome and accepted. They crave connection and approval, so provide sufficient time to allow them to
express their ideas and engage with others.
A new "S" - They hate change and a new job is automatically stressful. Give them structure and a plan for their induction on the first day(s).
A new "C" - They respond to lots and lots of information and logic.
Know that they will ask a lot of questions and you should have additional mountains of facts and resources for them to explore on their own.

Knowing when to shift roles or flex styles will help you build a high performing team. Beyond doing this yourself, you can hire a coach to help
facilitate these challenges, or you can use Titanium Imposition™ to improve your effectiveness as a manager.

Features of weak leaders and how to spot them with the Oxor Method™

Most employees have had experience with simply outstanding leaders and others who are oxygen thieves.
The following will guide you in determining what sort of cat you have to deal with. Oxor imposition can work upwards - how to treat the boss.

A weak leader will exhibit one or more of five traits.

▶ Weak leader Trait 1: Hesitating to Take Definitive Action.

Constantly preparing. Never quite ready. Staff need a little more training. Procrastination, refusing to take on the competition even when at an advantage.
Like to launch a new product, find another job, write a book, have a difficult conversation, a project to approve, a person to fire, a call to make.
Need: TO START. Perfectionism is the mother of procrastination as one is never going to find the
perfect time or the perfect circumstances or be totally prepared.
At some point you have to start.

The Inspirational (4) can get so excited about new possibilities that they leave other projects unfinished.
They can struggle with procrastination or finding ways to prioritize their many visions and plans.
The Persuader (5) hates conflict and tries to be encouraging and withhold criticism as much as possible.
This can cause negative situations to escalate as they put off dealing with them for too long.
The Promoter (7) may struggle with prioritizing their many ideas. Some try to give each of their ideas
and ambitions equal priority and wind up overworking themselves or their team and not finishing projects.
The Counselor (8) is a free-spirit who does not like to be tied down or overwhelmed with long to-do lists.
The Specialist (9) tends to be flexible and hands-on in their work
and can feel frustrated if they are stuck in an office all day with rigid rules and deadlines.
The Agent (11) is very accepting who likes to create an encouraging atmosphere for their team. They may
struggle with dishing out criticism or dealing with conflict.
The Achiever (12) is good at solving problems in the present moment,
but they can struggle with seeing a long-term vision or plan for the future.
They may also be so impersonal that they can ignore the emotional needs of others.
The Perfectionist (15) is extremely autonomous and will tire of
leadership positions that put them in crowded rooms and at the mercy
of other people’s schedules and whims. The Enhancer (16) can get so caught up in their vision that they lose sight of details that may be
important. They can also struggle with maintaining morale because they tend to disregard “social niceties”
or tact in favour of being objective and decisive.
The Promoter (7); Inspirational (4); Perfectionist (15); Agent (11); Specialist (9)
are the worst offenders with this trait, in this order.

▶ Weak leader Trait 2: Complaining About Insufficient Resources.

Insufficient staff, budget, equipment.
Leaders who do this never get very far. A leader's job is to figure out how to get the resources or make do without them.
There are always insufficient resources. One could always use more of one thing or another.
But successful leaders figure out how to get the job done with whatever resources they have by using their imagination. Ultimately, there is no such thing as insufficient resources; there
are only unresourceful people.

The Results (3) is quick to see opportunities, but often find the technicalities of reaching a long-range vision frustrating.
The OT (14) may get so caught up in the details of a problem that they lose sight of the big picture. They can also have difficulty taking into account the emotions and needs of everyone they lead.
The Perfectionist (15) is guilty here - observe one on an IT project.

▶ Weak leader Trait 3: Refusing to Take Responsibility.

Blame everyone else for own mistakes (the 'victim') and own refusal to act. Tend to want consensus on everything.
Great leaders do not do this. They are accountable for the results and accept full responsibility for the outcomes.

The Appraiser (6) is a expert diplomat but can struggle with strategy and long-range planning.
The Practitioner (13) is maybe the worst leader of all. They are good at staying on track with goals, but they may struggle with knowing which goals to prioritize. They may struggle with seeing
the 'the big picture' or strategizing effectively. They may also try to avoid confrontation to such a degree that they struggle with making decisions.
They do not what is needed, but whatever presents the fewest difficulties.

▶ Weak leader Trait 4: Abusing the Privileges of Leadership.

While staff are in unbearable conditions, this leader lives in near-royal splendour. They spend almost every evening entertaining guests with elaborate dinners and parties.
Insists on the best clothes and accommodation. Hopefully, the lifestyle is underwritten by taxpayers. Leadership is first and foremost a stewardship not held for own self;
it is held on behalf of someone else; it is to serve. And you are accountable. If you abuse it, you will eventually lose it.

The Director (1) has to be careful not to “steamroll” over other people’s working styles, emotions and
differences. They may become so focussed on impersonal pros and cons that they ignore how decisions might affect people in a personal way. They can also struggle with micro-managing the people they lead.
The Developer (2) is primarily concerned with making things happen (using a bully boy approach)
and may not fully appreciate that other people may take a little longer to understand or may not be as forthcoming or direct and assume
that silence means agreement. They do not generally understand emotions, preferring to deal with issues as problems or concepts. Trying to appeal to the Developer's emotional side may not be
the best way to resolve issues.

▶ Weak leader Trait 5: Engaging in Acts of Insubordination.

Openly and continually criticizes the boss by being passive-aggressive. Even when given a direct order, they can find a way to avoid obeying it. With arrogance,
always know a better way than the boss and has a ready made excuse to rationalise their lack of follow-through. Particularly if they do not like the decision or it requires resolution
of conflict. Criticising your boss in public is never a good idea. You may get fired. If you disagree
with the boss’s direction and feel deeply about it, then confront it in private or resign. This really comes down a matter of integrity. Even if your boss is incompetent,
you have a duty of respect. If that is not the case, resign. Speaking out publicly while you are still employed is just not an option. And not very smart.

The Investigator (10) can be a workaholic leader and can burn themselves out as they push themselves to an unattainable “perfect” standard. They also may struggle with presenting
their vision in a clear way, with sequential steps and a straightforward course. They often feel flustered when trying to put a vision out into the world. This can be
frustrating for them and the people they work with. They also struggle with giving negative feedback or dealing with conflict situations and may ignore negative situations or handing out criticism when
it is required. The Perfectionist (15) and Practitioner (13) can also foul of this trait.

Features of folk with a weak mindset and how to spot them with the Oxor Method™

Most folk have had experience with weak minded individuals.
These features, when exhibited, can make it easy to pick out hopeless leaders, managers and employees.
These are the people who should be working for your most loathed competitor.
The following will guide you in determining what sort of weak minded cat you have to deal with.
Oxor Imposition™ can work downwards - how to get these useless folk off your bus.

These individuals can aslo be from your family, friends, club members, members of the congregation and neighbours.

A person with a weak mindset will exhibit one or more of eight traits.

▶ Weak mindset Trait 1: Blame others for your problems.

Blaming others for your problems and never taking ownership of your mistakes is one of the major
signs of a weak-minded person to hold others responsible for their life problems.

The Inspirational sometimes blames others to avoid getting in trouble.

▶ Weak mindset Trait 2: Looking for external validation.

Seeking constant external validation hints toward deep-rooted insecurities, lack of confidence and lack of trust in your own choices. So what if people do not approve of you?
Do you approve of yourself or not is what matters. You can deliver your choices based on the opinions of others.

The Promoter is often seen doing this.

▶ Weak mindset Trait 3: Unable to stick to a goal or lack a larger purpose.

A lack of goals and purpose in life shows a deficit in motivation to achieve something.
And is a trademark sign of a weak-minded person.

The Specialist has Trait 3.

▶ Weak mindset Trait 4: Choose what is easy and what is not right.

Weak personalities often succumb to peer pressure and go with the flow even if they know it is not right for them.
They find easy options to pursue. It is one of the obvious signs of a weak-minded person and a weak mentality.
This weak-minded person also finds it difficult to say no to others.
They want to come across as a nice and caring person who always say yes to please people.

The Practitioner has Trait 4.

▶ Weak mindset Trait 5: Shying away from taking responsibility.

Do you often shy away from owning up to your actions and taking up the responsibilities that come with
your life? Are you at a stage where you can venture out, earn for yourself and support others, but you run
away from taking up the responsibility? Do you often rely on others like parents, siblings or friends to
take care of you? If the answer is yes, it is a sign of a weak-minded person and it speaks of your
weak-mindedness and immaturity.

This is the classic Agent. Is also a natural complainer and procrastinator but hates being seen as lazy.

▶ Weak mindset Trait 6: Embracing a victim mentality and indulging in self-pity.

People are victims of past, circumstances and missed opportunities. And it is a real thing.
But being a victim and embracing a victim mentality are two different things. A victim mentality is when you define your
identity by victimhood and feel that nothing can change that.
One of the most obvious signs of a weak-minded person is self-pity. Weak-minded people feel sorry for themselves
as they feel betrayed, resentful and let down for something that has happened. Self-pity is counter-productive
and addictive. The more you practice it, the more real it becomes.

The Promoter is often seen doing this.

▶ Weak mindset Trait 7: Obsession with own problems.

Certain life decisions and situations often require deep thought and contemplation. But mentally weak people
often put a lot of examination and overthinking into even simple matters. It shows that they lack decision-making
capabilities and they blame their situation or choice.

The Director has trait 7.

▶ Weak mindset Trait 8: Holds onto resentment, refuses to forgive and move on.

Most of us have all the reasons in this world to feel angry, cheated and wronged. No one is denying that.
But holding on to resentment and not forgiving people in the past leads to impaired vision and cripples people.

When it comes to forgiveness, you do it for yourself and not for others. And even if you are not able to
forgive people, it is suggested not to hold grudges and do your best to move on.
Mentally strong people understand that forgiveness is the key to their freedom.

The Achiever tends to be resentful and angry; but has a long fuse.

▶ Weak mindset Trait 9: Escape and run away from your problems.

Do you often run away from unpleasant situations or problems? Escapism in life occurs when you try to avoid something
that you do not want to deal with. Sometimes we are genuinely hurt and, in order to heal, we avoid the person or
situation that caused us the pain. But if you find yourself running away from the problems more often than not,
it reflects a weak mindset. It means that you are trying to dissipate the negative feelings by the way of
bypassing them rather than working upon them and dealing with them head-on. You are trying to escape the difficulties
of your life or a person who is going to question you or an unpleasant situation via other diversions.
And it is one of the major signs of a weak-minded person.
Avoiding problems will only postpone them and not resolve them. Mentally strong people face their problems,
resolve them and find a permanent solution rather than running away from them.

The Practitioner likes to sweep difficult situations under the carpet and the bigger the carpet the better.

▶ Weak mindset Trait 10: Unable to take criticism.

Weak-minded people are extremely sensitive to any form of criticism, differnce of opinion or correction.
And they are not open to any form of feedback. If someone gives them feedback and constructive criticism, they get offended and throw
their angry backlash in return. Such behaviour stems from low self-esteem and shows that the person is resistant to
change and unwilling to improvise. And it is a clear indication that you are not a strong-minded person.

The Persuader does not respond well to criticism as they react much better to positive reinforcement.

The Appraiser takes on too much and cannot admit mistakes or learn from experience.

The Counselor might feel like any criticism is simply a way to bring people down and make them feel
bad about themselves. Because of this, theu will not want to hear negative comments from their loved ones or the people around them.

The Investigator tends to ognore criticism from those who they do not know but are much more sensitive if the criticism is from someone close.

If someone the Perfectionist cares about approaches them with negative comments, it will likely upset the them but they will brush it off as if nothing happened.

▶ Weak mindset Trait 11: No evidence of a weak mindset.

The Developer is the bully.

The Results just bashes through.

The Objective Thinker just follows the rules.

The Enhancer is definitely tenacious and will not back down from something in which they believe. They are aware of the facts in most situations and will not step in unless they are certain.
The tendency not to back down, especially when they know they are right is something that you will observe.
Annoyingly, this is pretty much all the time. They are very strong-willed and do not enjoy being pushed around by others. They are also tenacious and they are not
afraid to show this when necessary.

Who shirks responsbility? An Oxor™ Edge

1. Director - ESTJ

Waste of Oxygen Tagline™: - The incontinent autocrat.

Oxor Most Wanting™ - The worst in forgiveness of debt.

Works hard to get things done and dislikes when people get in their way. While they do take responsibility for their own actions, they can inadvertently place blame on those around them for certain things. When people cannot seem to perform their tasks efficiently, they will become annoyed and might feel the need to perform the tasks themselves. They also do not feel responsible for the emotions of those around them, since they have a hard time understanding those feelings.

Oxor Most Insulting™. This pattern will be outraged when they are accused of being disorderly, not knowing what they are doing and criticizing their way of doing things as being ineffective and in poor judgment. They take offence to attacks on their image and reputation which they strive to keep in good standing among their peers. Accusing them of being untrustworthy, unreliable or antisocial is likely to offend them to their core. They fancy themselves as being among the pillars of society who uphold and enforce the proper order of things. Time to thank Oxor™ for the sage advice.

Reputation of being loathed at work.

Oxor™ PERSONAGE EXAMPLE™: Hillary Clinton.

2. Developer - ENTJ

Waste of Oxygen Tagline™: - The soulless puppetmaster.

Oxor Most Wanting™ - The worst for emotional support.

Definitely believes that personal responsibility is important and can become very frustrated with people who do not share this belief. They take responsibility for their own actions and feelings and believe that others should as well. They do not believe that they are responsible for how they affect others and do not think it is important to focus on the emotions of those around them. To them, others should take responsibility for their own sense of well-being, instead of always looking to others for help.

Oxor Most Insulting™. This pattern will be outraged when being in poverty and being perceived as a lowly peasant or a failure. This pattern is one of the highest earning along with the Director and they are natural leaders who are motivated to go out and stake their claim in the world. Those who come from humble beginnings are likely to become a success story because they are restless and full of ambition. Accusing them of being small-minded or petty in their thinking would also be an extreme affront to them. Time to thank Oxor™ for the sage advice.

Reputation of being being a bully.

Oxor™ PERSONAGE EXAMPLE™: Bill Gates.

3. Results - ESTP

Waste of Oxygen Tagline™: - The burned out pornstar.

Oxor Most Wanting™ - The worst in a cubicle job.

Are independent but they can struggle when it comes to personal responsibility. While they take responsibility for their lives, they can become easily upset by the words and actions of others. If their loved ones are not supportive or do not behave in the way they desire, they can become upset and a bit reactive. They live in the present moment and often respond based on how they are feeling, which can leave them being a bit spontaneous and reckless.

Oxor Most Insulting™. This pattern will be outraged when accused of cowardice or being someone who chokes under pressure. They live in the moment and, because of that, they do not always think far enough ahead for fear to even settle in. They more or less face their fears and thrive on the adrenaline rush it gives them. They pride themselves on their ability to rise to the occasion and make things happen and they live for those heroic moments where the protagonist comes through for everyone and saves them in the clinch. Time to thank Oxor™ for the sage advice.

Reputation of being a bulldozer.

Oxor™ PERSONAGE EXAMPLE™: Donald Trump.

4. Inspirational - ENTP

Waste of Oxygen Tagline™: - The sniveling malcontent.

Oxor Most Wanting™ - The worst for social harmony.

Are very independent which makes them strive for a strong sense of personal responsibility. They believe in doing things on their own and do not want to blame others for their own actions and how they feel. They dislike when other people attempt to blame them for things, especially when it comes to emotional situations. They will consider how their actions affect others and certainly do not want to upset the people they care for.

Oxor Most Insulting™. This pattern will be outraged is to accuse them of being a stodgy, regressive, closed-minded conventionalist. They get off on poking the hornet’s nest and testing boundaries and so their whole image anything but orthodox. They fancy themselves as true critical thinkers with the imagination to entertain perspectives, possibilities and ideas that even they do not believe in them simply as an exercise of both rational and creative thinking. Time to thank Oxor™ for the sage advice.

Reputation of being the debater.

Oxor™ PERSONAGE EXAMPLE™: Barack Obama.

5. Persuader - ENFJ

Waste of Oxygen Tagline™: - The loudmouth propagandist.

Oxor Most Wanting™ - The worst for respecting boundaries.

While they do possess a strong sense of personal responsibility, they also take the responsibility of others into their own hands. Some call that interference. They are extremely focussed on caring for their loved ones and often focus on how their actions will affect others. They simply want to make sure that their loved ones are happy, which is something they feel they need to take upon themselves. They are compassionate and giving people who can often burden themselves with a lot all at once.

Oxor Most Insulting™. This pattern will be outraged when their integrity and moral rectitude is questioned. They have a strong desire to be liked and to be almost perfect in the eyes of others. In the process they try to be everything to everybody and so being branded as an evildoer and receiving a scarlet letter of social condemnation on their foreheads would be devastating to their heroic sense of self. They view themselves as “the good guy” or a moral crusader but sometimes this may also set them up for disappointment if they set for themselves too high a standard forgetting that, at the end of the day, they are only human. Time to thank Oxor™ for the sage advice.

Reputation of being an interfering social justice warrior leader who advises 'for your own good'.

Oxor™ PERSONAGE EXAMPLE™: Joe Biden.

6. Appraiser - ESFJ

Waste of Oxygen Tagline™: - The intolerable B-Lister.

Oxor Most Wanting™ - The worst for keeping secrets.

Can struggle with the idea of personal responsibility, since they often believe in considering how their actions will affect others. They believe that people should be responsible for their own actions but they should also consider the emotions of those around them. They do not want to do anything that might hurt others and believe that it is important to live with a sense of compassion and understanding..

Oxor Most Insulting™. This pattern will be outraged when they are told that they are disposable or useless. They derive much of their self esteem from helping others and feeling like an important part of the team. They try to make everyone feel wanted and welcome and they desire the same sentiment from others. It would also be deeply offensive to accuse them of being selfish and unhelpful to others especially regarding the fulfilling of their obligations or duties. Time to thank Oxor™ for the sage advice.

Reputation of being very popular. The 'good bloke'.

Oxor™ PERSONAGE EXAMPLE™: Sarah Palin.

7. PROMOTER - ENFP

Waste of Oxygen Tagline™: - The whinging primadonna.

Oxor Most Wanting™ - The worst for meeting deadlines.

Ccan be rather caught up inside of their own thoughts sometimes which makes them seem less preoccupied with developing a sense of personal responsibility. They are independent people but do enjoy having loved ones who are willing to look after them. Having someone who can tend to their needs and make life a little easier, makes them feel loved and appreciated. When it comes to their actions and morals, they will take an internal sense of responsibility but they might not openly admit this to others.

Oxor Most Insulting™. This pattern will be outraged when they are accused of being mediocre, insincere, fake, disingenuous or of being an outright bad human being. They desire validation from others for their work and creativity and criticism of their abilities can be tough to swallow. They would like to view themselves as the genuine and authentic ones who are the first to call out other people on their bulltish. They keep it real and allegations that they do not would be a direct hit to their ego. But they are such poor finishers and that is mediocre. Time to thank Oxor™ for the sage advice.

Reputation of being totally disorganised with too many things on and never finishing anything.

Oxor™ PERSONAGE EXAMPLE™: Fidel Castro.

8. Counselor - ESFP

Waste of Oxygen Tagline™: - The bland rockstar.

Oxor Most Wanting™ - The worst for saving money.

Can have a hard time with personal responsibility and believe their loved ones should be supportive of their needs. They can also become easily upset by something their loved ones say, and might blame them for how they respond. They simply feel very interconnected to those around them, which often blurs the lines of personal responsibility. They believe in having a strong sense of morals, but they can struggle when it comes to responsibility.

Oxor Most Insulting™. This pattern will be outraged when they are accused of being boring, unattractive and uninteresting. They pride themselves on their capacity to jump start a dull situation with their energy and enthusiasm. They thrive on the attention and they strive to be deserving of it and so accusing them of being a dullard who lives the drab life is something that could trigger their insecurity or directly offend their ego. Attacking their appearance or their desirability will also get under their skin but as long as they have plenty of support from people who do love them, they will have little trouble brushing the haters off and telling to them to go and shove it where the sun does not shine. Time to thank Oxor™ for the sage advice.

Reputation of being the party animal.

Oxor™ PERSONAGE EXAMPLE™: Bill Clinton.

9. Specialist - ISFP

Waste of Oxygen Tagline™: - The oblivious narcissist.

Oxor Most Wanting™ - The worst for explaining things.

Have very strong inner morals which gives them a sense of personal responsibility. They believe that it is important to do the right thing without allowing others to affect that. They do not want to change their minds based on what someone else suggests and believes that it is important to take responsibility for their own actions. Where they can struggle is when it comes to their emotions and they dislike when people are cruel to others. They believe it is important to take some responsibility for the feelings of those around them and to simply be kind in order to do this.

Oxor Most Insulting™. This pattern will be outraged when you indicate that they have terrible taste and aesthetic sensibilities. They know what they like and they have strong judgment regarding quality and value. They may have a quirky sense of style that others may not understand or appreciate but that is mostly their problem. They may be sensitive to such criticism however and they may go on the defensive in response. Also, because of their creative and individualistic bend, they may take offense to being regarded as just normal or average especially if they are very talented. Time to thank Oxor™ for the sage advice.

Reputation of being the arty one who hates change.

Oxor™ PERSONAGE EXAMPLE™: Michael Jackson.

10. Investigator - INFJ

Waste of Oxygen Tagline™: - The delicate egomaniac.

Oxor Most Wanting™ - The worst for improvisation.

Believes that it is important to be responsible for their own actions and can often burden themselves with this. While they do have a strong sense of personal responsibility, they often do not hold this same standard for others. When they care for someone they often blame themselves for how that person is feeling. They want to make their loved ones happy and can often feel guilty if they are not doing everything to make them feel better about themselves.

Oxor Most Insulting™. This pattern will be outraged as it is not hard because they are pretty sensitive to criticism. They, however, may take special exception with insults about their character, sense of integrity and the quality or value of advice they give. They hate being accused of being evil or malevolent since they tend to view themselves as someone who has humanity’s best interests in mind. Rejecting their advice, minimizing their feelings (such as telling them to "get over it" or "toughen up") and mistaking their kindness for weakness are all offences likely to hit the hardest. Time to thank Oxor™ for the sage advice.

Reputation of being the determined 'psychic'.

Oxor™ PERSONAGE EXAMPLE™: Adolf Hitler.

11. Agent - INFP

Waste of Oxygen Tagline™: - The hapless Space Cadet.

Oxor Most Wanting™ - The worst for making money.

Can appear to lack a sense of personal responsibility sometimes, simply because they are very internal people. They can get so caught up in their own inner world and imagination that they lack awareness of the world around them. They might not always make deadlines or find the time to motivate themselves to get certain mundane tasks finished. When it comes to their morals though they will definitely maintain a sense of personal responsibility. They believe in doing the right thing and do not want to allow the actions of others to affect this.

Oxor Most Insulting™. This pattern will be outraged when you accuse them of being a phony or a copycat. They are individualists who make a point of cultivating an identity that is unique an all their own. They are naturally creative and full of originality and it would go against their creative interests to be treated as just another follower of the herd. They also have a hard time not taking criticism of their work personally. What they create is like their baby and, like any good parent, they want that baby to be accepted and validated by the world. Claiming that what they do has no value is devastating. Time to thank Oxor™ for the sage advice.

Reputation of being in La La Land, lazy and a whinger.

Oxor™ PERSONAGE EXAMPLE™: J.K. Rowling.

12. Achiever - ISTP

Waste of Oxygen Tagline™: - The mindless brooder.

Oxor Most Wanting™ - The worst for social justice.

Are independent and who definitely believe in taking responsibility for their own actions. They also become frustrated when people attempt to blame them for things and believe that others should take responsibility for themselves as well. They are not in tune with the emotions of those around them and do not feel responsible for their feelings.

Oxor Most Insulting™. This pattern will be outraged when claims or criticisms against their ability to figure out and solve tactile problems are handed out. They tend to be handy with many different things and able to craft creative solutions on the fly. They pride themselves on their ability to pick up and learn tricky skills such as juggling, card tricks, origami or mechanical stuff very quickly. They are hands-on learners and insulting their wizard-like ability in this area is bound to trigger them as it is their thing. Time to thank Oxor™ for the sage advice.

Reputation of being the fixer of broken things.

Oxor™ PERSONAGE EXAMPLE™: Steve Jobs.

13. Practitioner - ISFJ

Waste of Oxygen Tagline™: - The self-serving saint.

Oxor Most Wanting™ - The worst for a debate club.

Takes responsibility for their own actions and feelings since they do not want to burden others. While they believe in maintaining a sense of personal responsibility, they do not hold this same standard for those around them. They also seem to take responsibility for the feelings and actions of their loved ones. They will do their best to ensure that everyone around them is happy and properly cared for and will feel guilty if they somehow fail to do this.

Oxor Most Insulting™. This pattern will be outraged when you tell them that they are unnecessary and minimize the value of what they do, or have done, in comparison with someone else. [Although that is often the case.] Indicating that they are an indolent and lazy person who is not worth their salt will also clash with their self-image as being a good, upstanding and respectable person. Along with the Objective Thinker, they are the salt of the earth types with old fashioned sensibilities and it is important to them to be seen by others as being a person of good repute within their community, family and society. Time to thank Oxor™ for the sage advice.

Reputation of being the worst leader and manager as cannot handle conflict and criticism.

Oxor™ PERSONAGE EXAMPLE™: Mother Theresa.

14. Objective Thinker - ISTJ

Waste of Oxygen Tagline™: - Your asshole boss.

Oxor Most Wanting™ - The worst for the performing arts.

Definitely has a strong sense of personal responsibility and believes in getting things done themselves. They do not blame others for their own actions nor do they expect others to be responsible for their feelings or responses. They also do not feel as if they should be held responsible for the emotions of those around them and can become frustrated when people attempt to place blame. They want the people around them to take responsibility for their own feelings and actions.

Oxor Most Insulting™. This pattern will be outraged when you indicate that are dumb, lazy and unreliable. They are probably the most diligent and thankless workers of all patterns. They do a lot without asking for much in the way of recognition although they certainly appreciate it when someone takes notice. They try to be above reproach and they tend to know their ess, aitch, one, tee better than anybody. They keep on top of things and anybody who accuses them of otherwise probably has not been paying enough attention. Time to thank Oxor™ for the sage advice.

Reputation of being an excellent project manager despite the moniker.

Oxor™ PERSONAGE EXAMPLE™: Warren Buffett.

15. Perfectionist - INTP

Waste of Oxygen Tagline™: - The inept academic.

Oxor Most Wanting™ - The worst for giving customer service.

Definitely believes in taking a sense of personal responsibility for their actions and their emotions. While they believe this is important, they are not always great at tending to their own needs. This lack of focus on the physical world can cause them to rely on their loved ones when it comes to certain things, even though this is inadvertent. They prefer to maintain a sense of independence and believe it is important to take care of their own emotional well-being.

Oxor Most Insulting™. This pattern will be outraged when you claim that they are dense, sensitive, obtuse or that they have a lack of imagination. Implying that they do not possess the cognitive capacity to fathom or comprehend a concept is like a smack in the face as well as a direct challenge. Not all are at genius level and most are rather modest about their intellectualism. But they are nothing if not a thinker and, regardless of how intellectually gifted they are, they will devote more time and energy than probably anyone towards solving and mastering the most confounding problems just to prove a point. Even though they have no practical skills! Time to thank Oxor™ for the sage advice.

Reputation of being hopeless on operating anything mechanical.

Oxor™ PERSONAGE EXAMPLE™: Albert Einstein.

16. Enhancer - INTJ

Waste of Oxygen Tagline™: - The smug rabblerouser.

Oxor Most Wanting™ - The worst in being tolerant.

Are independent and who believe that personal responsibility is mandatory. They become frustrated with others who do not take responsibility for their own actions and are constantly looking to others. They believe that it is vital that they maintain their own sense of well-being and take care of their own problems. When people are constantly blaming others for their failures or will not take responsibility for their own emotions, it certainly seems self-centered and self-absorbed from their perspective.

Oxor Most Insulting™. This pattern will be outraged when you decise to insult their intelligence or accuse them of being incompetent. This is the quickest way to rattle their ego and you had better have come prepared. They typically view themselves as the one’s dispensing the judgement and being on the receiving end of it will likely massively arouse their indignation. The worst insults against them would be to question their credibility or show a deliberate lack of trust in their competence by having someone else go in behind them to check everything they do or supervise them closely while they work. Time to thank Oxor™ for the sage advice.

Reputation of being cold and difficult to know or to work out.

Oxor™ PERSONAGE EXAMPLE™: Mark Zuckerberg.

Oxor™ Special Insight - as Elizabeth Hunter™ is an Enhancer.
"The hardest part is always having to be on guard and constantly adjusting to the other more common patterns. The Enhancer is a rare type and if we operate in an unfiltered, natural manner, others may react negatively. E.G. We often see patterns others miss and process problems quickly and realistically. Then we speak clearly and unambiguously. This makes us appear to be blunt-speaking know-it-alls. Others think we are arrogant. We hold others to account.
In most work environments, many people seek to control and seek personal affirmation more so than getting good business results. We want the good business results. Period. This places us at odds with most team members.
We spend a lifetime adjusting to others, avoiding hurting their feelings, waiting on others to catch up, tolerating mediocre team results, etc. Until the others learn the value of having our skill sets on the team, life can be difficult. Others are very slow learners.
Given these dynamics, we seldom get to relax and be ourselves. However, if an Enhancer uses their skills well, it can lead to great personal success. We are the lead dogs. Other dogs pulling the sleigh can only ever look up the bum ot the dog in front.
The Enhancer has the panoramic view."

Difficulties with Teams

Oxor™ Comment - Some may be offended!

Oxor™'s vast experience indicates that the building of a decent team will be difficult where the members are elected.
Elected people often have the attribute that AVAILABILITY is ranked higher than ABILITY.
Some examples are race clubs, AFL Clubs, Owner's Corporations, Bowls Clubs and member associations.
It is clear that many have to use GUIDED DEMOCRACY. This technique attempts to stop useless idiots becoming directors.
Elizabeth Hunter™ will name names at the Gin Palace; your generosity in buying the beverages is acknowledged.