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{PRIVATE
}
Upholder-Maintainers
(Ensuring that standards
and processes are upheld)
Can be very good at making
sure the team has a sound
basis for operations. They
take pride in maintaining both
the physical side of the work
and the social side. Such
people can very well become
the conscience of the team and
provide a lot of support and
help to the team members.
They usually have strong views
on the way the team should be
run, based on their convictions
and beliefs. If these are upset,
such people can become
rather obstinate and defend
their interests. However, when
they believe in what the team
is doing, they can become a
tremendous source of strength
and energy, and often make
excellent negotiators.
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Controller-Inspectors
(Checking and auditing the
working of systems)
Are people who enjoy doing
detailed work and making sure
that the facts and figures are
correct. They will be careful
and meticulous. Indeed, one of
their great strengths is that they
can concentrate for long
periods of time upon a
particular task. This contrasts
with the explorer-promoter
who continually needs a wide
variety of tasks. The controller-inspector, however, wishes to
pursue a task in depth and
make sure that the work is
done according to plan in an
accurate way. They are
extremely valuable in auditing
and quality issues, or in dealing
with contracts.
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Concluder-Producers
(Operating established
systems and practices on a
regular basis)
Place emphasis on producing a
product or service to a
standard. They will do this on a
regular basis and feel that their
work is fulfilled if their quotas
and plans are met. Indeed,
they like working on set
procedures and doing things in
a systematic way. The fact that
they produced something
yesterday does not mean that
they will be bored with
producing it tomorrow. This
stands in contrast to the
creator-innovator who dislike
doing similar things day after
day and want the variety of
doing things differently. The
important thing for concluder-producers is to use their
existing skills rather than
continually changing and
learning new ways of doing
things. They enjoy producing
things and achieving the plans
that they set.
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Reporter-Advisers
(Obtaining and
disseminating information).
Are good at generating
information and gathering it
together in such a way that it
can be understood. Such
people are usually patient, and
prepared to hold off making a
decision until they know as
much as they can about the
work to be done. To other
people it may seem that they
procrastinate. However, for
this person it is better to be
accurate than to put forward
advice which is later to be
seen in error. Such people are
invaluable as support members
of the team, but they are not
likely to have strong
preferences as organizers.
Their concern is to make sure
that the job is done correctly,
and that all the relevant
information has been
provided.
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Thruster-Organisers
(Establishing and
implementing ways and
means of making things
work)
Are the people who like getting
things done. Once they have
been convinced that an idea is
of interest they will set up the
procedures and systems to turn
it into a working reality. They
have a strong preference to
establish clear objectives and
to ensure that everyone knows
what is expected of them in
their role. They will push
people and systems to ensue
that deadlines are met. They
can be extremely impatient but
essentially they get things done
even if it does mean that on the
way certain feathers are ruffled.
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Creator-Innovators:
(Creating and
experimenting with new
ideas)
These are people who have a
number of ideas which may
well contradict and upset the
existing way of doing things.
Such people can be very
independent and wish to
experiment and pursue their
ideas regardless of the present
systems and methods. They
therefore need to be treated in
such a way that they can
pursue their ideas without
disrupting the present way of
working, until their new
approaches have been proven.
Many organizations set up
research and development
units (often separated from the
production units) to allow
people who have ideas the
chance to see if they can bring
them to fruition. On every
team it is important to have
people who are ideas
orientated and to give them the
opportunity to talk through
their views, even though at the
time they may seem to be
disturbing the existing of way
of operating.
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Explorer-Promoters
(Searching for and
persuading others of new
opportunities)
Are usually excellent at taking
up an idea and getting people
enthusiastic about it. They will
find out what is happening both
inside and outside the
organization and compare new
ideas with what is being done
by other people. They are also
good at bringing back contacts,
information and resources
which can help innovations
move forward. They may not
always be good at controlling
details, but they are excellent at
seeing the wider picture and
developing an enthusiasm
amongst other people for new
ideas. They are very capable of
pushing an idea forward, even
if they are not always the best
people to organize and control
it.
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Assessor-Developers:
(Assessing and testing the
applicability of new
approaches)
Will look for ways and means
which will enable an idea to
work in a practical way. Their
concern is to see if the market
wants the innovation and they
will therefore test it against
some practical criteria. Very
often they will produce a
prototype or do a market
study. Their interest is in
developing an innovation to the
point where it can work.
However, once they have done
this, they will probably not be
interested in producing it in a
regular basis. Instead, they
prefer to move off and look at
another project which they can
assess and develop.
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CHARACTERISTICS OF EIGHT ROLES