Customer Personality Profile Prepared for:

Sample Company

"IT'S FUN TO DO GOOD WORK"


Tuesday, April 15, 2003

























The results contained herein reflect the collective answers provided by the people in Sample Company who participated in the Companies Are People, Too questionnaire. It is recommended that profile be used as a guide for dialogue to validate the results and arrive at an action plan. For ideas and direction in that regard, please refer to www.companiesarepeopletoo.com, and/or Companies Are People, Too: Discover, Develop and Grow Your Organization's True Personality (John Wiley & Sons 2003).





© 2003 Fekete + Company, Inc., Columbus, Ohio


"IT'S FUN TO DO GOOD WORK"


Snapshot

Focuses on the big picture, relationships, and connections between facts
Makes decisions based on values and their impact on people
Is energized by the outer world of people and activity
Prefers a flexible, spontaneous, and changing environment


This type of organization radiates enthusiasm for its work. It tends to be the most vibrant, optimistic, and creative of workplaces. It wants to stimulate change in its industry and the whole world.

If they can overcome a tendency toward disorganization and poor follow-through, organizations with these characteristics have the capacity to produce cutting-edge work, imaginative products, and innovative services. Blessed with a natural ability to connect unrelated concepts to form new ideas, these organizations are quick to see an array of possibilities in any situation.

These organizations are also people organizations. Because they are so highly perceptive and able to understand people, they tend be excellent at solving problems and among the first to spot new trends. At their best, they shape trends; at their worst, they are trendy. This type prefers to improvise rather than to quantify its ideas with hard data or logic.

Anything new is always exciting, because these organizations like to learn by doing. They want to take on new kinds of work, often producing an extraordinary end product within a chaotic atmosphere. This interest in the new and different can affect the organization's ability to hold onto clients and customers. The organization is always more interested in the next great challenge with a new customer than in maintaining a solid relationship with an older customer.

This organization makes value-based decisions. One of those values is always harmony. The organization hates confrontation. Therefore, it's essential for a client/customer to be a good match with the organization's values, or work may never get done. This type of organization may grind to a complete stop before it confronts a client or violates its principles.

These organizations focus the spotlight on themselves as often as possible, showcasing their unique, authentic identity. They want to be true to their vision and their dreams, wherever those dreams take them.


Characteristic Strengths

Big-picture visionary
Builds beneficial and enduring relationships internally and in the marketplace
Creates a harmonious workplace that draws the best from people
Able to capitalize on last-minute developments and opportunities
Projects a desirable image through showmanship, salesmanship, and contagious enthusiasm
Can construct meaning and opportunity out of ambiguity and complexity
Has good instincts about customer needs and motivators
Good at sensing trends and seeing possibilities
Enthusiastic and capable leader of causes
Produces innovative, cutting-edge work, products, and services
Able to solve new, complex, and ambiguous problems
Has exceptional communication skills
Capable of acting quickly, unencumbered by analysis paralysis


Characteristic Weaknesses

May act prematurely or without adequate business logic or hard data to support decisions
Not uncommon for feelings or instincts to overrule good business sense
May lack the structure and discipline to consistently complete existing tasks
Tendency to drop current projects in favor of exploring new opportunities
May become distracted by people problems, forgetting the task at hand
Occasionally lacks details to communicate and implement vision
Could overly rely on intuition and fail to support it with proper critical analyses
Tendency toward disorganization, poor follow-through, and inattention to details
Occasionally will implement change for the sake of change, without sufficient rationale
May miss critical deadlines or delay critical decisions until the last moment
Focus may become fragmented by too many projects
May spend considerable time in friendly conversation without a business connection
Juggles many balls and may drop some


Work Environment

Encourages and supports growth and development, often through mentoring and coaching
Harmonious: people place, warm and friendly, supportive
Creative, imaginative
Considerable talking, listening, and brainstorming, often centered on predictions
Upbeat, full of energy and positive reinforcements, sometimes emotional
Radiates enthusiasm
Hands-on; learns by doing
Unstructured, relaxed, casual; may be chaotic
Spontaneous
Operates as a democracy


Values

Cooperation
Diversity
Teamwork
Fun
Innovation
Integrity
Harmony
Creativity
Equality
Relationships
Freedom


Communication Style

Centers on people and the future
Will often focus on process over facts
Prefers to give information rather than directives
Prefers face-to-face interaction
Language can be verbally creative, subjective, and evocative
In meetings, seeks connection with people first, expressing points of agreement
Begins presentations with the big picture, goals, and objectives
Typically conceptual concerning options and possibilities
Flowing, exaggerated, and often redundant
Expressive, enthusiastic, and may become emotional
Thinks out loud and patter is rapid
Conversations will cover a variety of topics, often jumping quickly in a stream-of-consciousness manner


Sources of Energy

Pursuing people possibilities, concepts, and causes that can help mankind
Variety and change
Establishing and maintaining corporate relationships
Engaging and serving people; actualizing potential
Affirmation
Appreciation


Signs of Stress

Overwhelmed with possibilities; indecisive
Obsessed with unimportant details
Preoccupied with irrelevant facts


Behavior During Conflict

Prefers to avoid conflict at all costs if possible, but will defend values tenaciously
Will check that corporate values and principles have been clearly articulated and understood


Approaches to Managing Change

Change is driven by love of change and will have an innovative aspect Will seek information and advice from everyone
Will ask if the change is good for people and whether it will damage relationships
Will get everyone involved and will encourage extensive discussion, often centered on possibilities
If change honors its creative and action orientation, will try to persuade everyone to change


Ideal Clients

Want the flexibility to capitalize on last-minute developments
Share the company's values, especially those focused on people
Value enduring relationships
Require innovative, possibilities thinking grounded in meaningful customer needs
Require project work involving intense, challenging, and concentrated activity
Nonconfrontational
Like a friendly, relaxed atmosphere
Energized by personal contact and the collaborative exchange of ideas
Believe in and appreciate teamwork

Sample Company's Personality

Just as you can write with either hand, but prefer to use one, your organization has preferred ways to focus its energy, gather information, make decisions and structure its work.

Organizational Focus
Extroverted
  
or
  
Introverted

Learns by doing.
Conducts research before taking actions.
Prefers less intense work with many clients.
Prefers in-depth work with fewer clients.
Presents ideas in conceptual form for discussion.
Presents ideas in complete, well-thought-out form, such as a presentation or formal memo.
Frequent brainstorming and planning sessions.
Rare brainstorming and planning sessions.
Employees assist each other with work.
Employees tend to work alone.
Internal communication by talking in person or on phone.
Internal communication by memos and E-mail.
May overdo sales efforts.
May undersell in sales presentations.
Information Gathering
Sensing
  
or
  
Intuitive

First asks for details about the situation.
First asks "What does this mean? What might happen?"
Tends to work in traditional ways.
Trys to find new ways to do work.
Provides specific, detailed, step-by-step directions.
Gives the general direction in which work should progress.
If it's not broke, don't fix it.
Everything can and should be improved.
Sets straight-forward, attainable goals.
Sets inspiring, difficult-to-attain goals.
More concerned about exactly what the customer said.
More concerned about exactly what the customer meant.
Sales presentations with substantial array of detailed facts.
Sales presentations that enthusiastically present possibilities.
Decision Making
Thinking
  
or
  
Feeling

Impersonal "get down to business" office environment.
Warm office environment with emphasis on group harmony.
Rules are rules.
Willing to bend rules under some circumstances.
Finds it easier to criticize than to express appreciation.
Finds it easier to express appreciation than to criticize.
Telling the unvarnished truth is more important than being tactful.
Being tactful is as important as telling the truth.
Logical, detached and analytic approach to problems.
Seeks solutions based on company values, with impact on people taken into account.
Getting the best quality is more important than brand or customer loyalty.
Brand or customer loyalty is more important than getting the best quality.
Little time spent on team building or coaching staff.
Energized by team building and coaching staff.
Work Style
Judging
  
or
  
Perceiving

Long-term planning in place.
Uncomfortable with long-term planning, preferring to keep options open.
Avoids deadline crunch through rigid scheduling.
Energized by deadline-prompted pressure.
Makes and follows meeting agendas.
Sets a meeting purpose, but flexible about topics discussed.
Stressed when the unexpected occurs.
Energized by the unexpected.
Tends to make quick decisions and resist changing even if new data emerges.
Tends to delay decisions until enough data is gathered and is willing to change them.
Tends to regulate and control employees' system of organization.
Employees use their own systems of organization.
Punctuality demanded at meetings.
Employees can be late to meetings if more important matters occur.