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Leadership is about understanding yourself first and then exploring the differences of others and how you can best work together to achieve a shared goal.

Motivating Your Team: Managing Judgers and Perceivers

Perceiving team members—those who tend to be flexible, spontaneous, and adaptable—can sometimes be challenging for managers to motivate. But play to their natural strengths and you can spur perceivers to succeed.

Providing Flexibility

  • Allow fluid work schedules if results are met. Don’t insist on rigidity if it stifles them.
  • Let them adjust their sales approach as needed rather than following a script.
  • Invite input on improving processes and policies. They see inefficiencies to fix.
  • Give fewer step-by-step instructions. Provide overarching objectives and let them determine how to get there.
  • Avoid micromanaging. Empower them with autonomy to unleash creativity.

Giving Recognition

  • Praise ability to adapt smoothly to changing priorities and handle unpredictability.
  • Recognize ingenious solutions that improve systems and workflows.
  • Compliment their collaboration skills and teamwork.
  • Publicly celebrate closing complex, long-sales-cycle deals thanks to perseverance.

Building in Accountability

  • Set clear deadlines for major projects to keep momentum.
  • Schedule regular one-on-one check-ins to discuss progress and roadblocks on goals.
  • Require participation in team meetings to align on expectations and next steps.
  • Ask for their input but ultimately be decisive on team direction. They need some structure.
  • Provide positive yet direct feedback to keep improving.

The key is maintaining a balanced approach with perceivers. Give them space while also guiding them towards shared objectives. Leverage their flexibility as an asset while ensuring accountability. Meet motivational needs for autonomy and growth opportunities.

    Judging team members value structure, organization, and planning. Tap into these natural tendencies to keep judger personalities driven.

    Leveraging Their Planning Skills

    • Ask them to outline detailed action plans for achieving goals. They’ll draft comprehensive roadmaps.
    • Put them in charge of scheduling team meetings and setting agendas. Their organized approach will keep things running smoothly.
    • Have them establish guidelines and processes for team activities. Their systematizing helps optimize workflows.
    • Ask for their input on improving task management systems. Their methodical thinking spots inefficiencies.

    Providing a Stable Environment

    • Stick to established meeting cadences and project plans to provide reliability. They flourish with consistency.
    • Give ample warning before shifting priorities or changing processes to ease transitions.
    • Set clear responsibilities for each team member. Ambiguity stresses judgers.
    • Frequently communicate what is going well to reinforce stability.

    Giving Them Control

    • Allow judgers to take the lead on projects that align with their skillsets. Autonomy and control motivates them.
    • Delegate administrative tasks like maintaining sales records. Their organization skills will shine.
    • Solicit their advice for team goal-setting based on historical performance data and trends. Statistics reassure them.
    • Have them monitor team progress on detailed dashboards they create. Crunch numbers!

    The key is leveraging judgers’ natural inclination for order and thoroughness. Provide a methodical environment while giving them ownership over planning. Maintain organization and consistency, and let their inner perfectionist flourish!

    How do you effectively manage perceiving and judging types? Please share your insights below!