Personality Profiling: Desire for Guidance v Desire to Lead and Need for Reflection v Need for Action
This is the second article in this month’s series exploring Motivations, Aspirations and Values in personality profiling as a recruitment tool. The full series can be found at monarchpersonnel.com.
We continue this month’s articles on Motivations, Aspirations and Values in personality profiling by examining two sets of factors that focus on leadership, strategy and the preference for short or long term projects. These are Desire for Guidance v Desire to Lead, and Need for Reflection v Need for Action.
Desire for Guidance v Desire to Lead
‘Desire for Guidance’ refers to the preference for supervision and regular feedback, as well as for clearly defined directives.
‘Desire to Lead’ is defined as the inclination to take charge of situations and to seek roles that require leading people.
You might say that by the sound of it, the personality traits behind these factors will be obvious. You’re a leader or you’re a follower. Not necessarily so, because there is much in between.
A desire for guidance may simply mean that a candidate would prefer to work in settings where they can count on someone with more experience if necessary. Such candidates can lead a team, but want reassurances and guidance from a higher level manager. They are also comfortable mentoring on a one-to-one basis.
Importantly, candidates who score highly on Desire for Guidance thrive on clear instructions and will be effective at seeking and implementing any feedback they receive. This can be crucial for the progression of a team or wider operation and, in itself, indicates strength in leadership.
Candidates who score highly on Desire to Lead like to direct teams across groups and functions. They will be comfortable making decisions and handling responsibilities for a team, and will make no bones about delegating tasks, even within large groups and multifunctional working parties. These candidates will be seen as natural mentors. They may, however, find it difficult to report to a superior which can damage the stability of an organisation.
Need for Reflection v Need for Action
‘Need for Reflection’ refers to a preference for complex, long projects that yield results in the future and require more strategy, patience and reflection.
‘Need for Action’ indicates a tendency to be dynamic and to prefer short term projects that deliver quick and concrete results.
Candidates who score highly on Need for Reflection prefer to work on longer term, strategic projects than those that require only immediate actions. They will take time to visualise and reflect on long-term implications before making decisions, using their patience to bring ideas to fruition.
These candidates are suited to tasks that need a long term perspective, and will be likely to remind team members to look beyond immediate gains. They may, however, lose interest in non-strategic tasks and be overwhelmed by a need for immediate results.
Scoring highly on Need for Action indicates a candidate who has a strong preference for short term projects that demand immediate action. They will confront problems head-on and devise practical solutions. With less concern about long term investment, they will be focused on immediate results.
Candidates with a need for action thrive where there is a constant fast pace of work requiring quick decisions. They will motivate team members to act through their dynamic and action-oriented persuasiveness. A potential problem may be their lack of consideration for the long term consequences of their decisions.
Look out for the next article
The third article in the September series will be published next Wednesday, September 15th. We will continue with Motivations, Aspirations and Values by exploring Humility v Ambition and Teamwork v Autonomy.
In the meantime, if you would like to learn more about Monarch Personnel, you can read our latest articles by signing up for our newsletter. You can also follow us on our social media channels: LinkedIn, Twitter & Facebook, or visit our website www.monarchpersonnel.com.