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Company: ABC
Position: Director
Name: ABC
Date: 01-Jan-2010
PAEi
1 PERCEIVED PRIORITIES
This relates to your managerial behavior i.e. towards where you usually put your emphasis or what
are your most important tasks.
P 25 =
A 25 =
E 25 =
I 25 =
Produce results
individually
Administrate
Entrepreneurship
Integration
Data registration
Initiate new
ventures
Coordinate
Analysis
Get going
Motivate
Thinking
Improve workday
Agree/accept
objectives and plans
Control
Develop employees
and dept
TOTAL
100%
PAei
P 31 =
A 31 =
E 25 =
I 13 =
Result orientation
Analytical sense
Creativity
Human Understanding
Energy
Coolness
Will
Thoughtfulness
Business Intuition
Politics
Focus
Sense of figures
Visionary
Flexibility
TOTAL
100%
3 JOB PROFILE
The management style that is best fit to meet the demands of the position being sought.
TOTAL
100%
Resume
Utilitarian, brief
Lengthy, detailed
Colored paper,
special font, stylist
layout
Full of reference
to group
achievements
Absent
Low
Very high
Medium
Aggressive sports
skiing, hockey,
football, tennis
Passive sports
cross country
skiing, baseball, golf
Stylish sports
Scuba diving,
parasailing
Communal
sports
Volleyball,
soccer, water
polo
Handshake
Firm
Limp
Enthusiastic
Lingering
Manner of Speaking
Direct
Quiet
Dramatic
Responsive
Smiles, nods
Clothing
Straight and
basic
Very conservative
Noticeable Natty or
trendy
Wedding band
Jewelry (male)
Non, or just
wedding band
Wedding band
Rings, bracelets
Wedding band
Jewelry (female)
Wedding band,
modest diamond
Ostentatious, large
diamond
Follows the
current fashion
dictates
Energy level
Very high
Low
High
Medium
Personality
Intense, focused
Low key
Charming
Likeable
View on meetings
Waste of time
Useful for
clarification
Loves to
participate
View on training
Valuable, but no
time for it
Crucial
Yes, as long as
its a group
event
Excels at
Getting it done
Getting
arrangement
First Meeting
I
Conversation or Interview
I
Skiing behavior
Down to the
bottom quickly
Dancing (male)
No
Slow ones
Samba, Rhumba, on
table
Line dancing,
square dancing,
conga line
Response to attack
Dictates
Withdraws
Counter-attacks
Submits
Conflict
Annoyed, all
should focus on
work
Avoids
Uses as tool
Fosters it subtly
Home
Modern,
efficient
Modest
Extra bedroom,
family room
Office
Functional
Neat
Disorganized, awards
Pictures of
people
Focuses on
What?
How?
Why not?
Who?
Typical complaint
Theres no time
to do anything.
Theyre doing it
wrong.
They didnt
understand.
Response to Change
Bottleneck let
me handle tings
No!
Controlled,
meticulous, respects
rules
Activity, enthusiasm,
creativity
Powerful
networkers who
get along
Decision making
Cautious avoids
the new
Proactive, but no
follow up
By consensus
Communication
Info shared on a
need-to-know
basis
Avoids going
against
consensus
Preferred
Subordinates
Go-fers who do
what theyre told
Yes-Yes people
who dont rock the
boat
Applauders who
respond to their
charisma
Informers who
keep them
appraised of
political winds
Expects 110%
Never forgives
transgressions
Likes audiences
Dislikes those
who dominate
At Work
I
Producers (Paei)
Producers focus on producing results for customers and the organization. These people usually have two
qualities:1. Technical knowledge of what needs to be done, and
2. Persistence and Drive to see it through
Such people are driven by the need for achievement (they fear failure), work very hard and
provide the energy to make things happened in the organization. People call producers
workaholic as they come into office early and leave late. They are also called Lone
Rangers or Crisis Managers. They prefer to the point conversation and are usually loud,
fast talking and abrupt. They dominate or take charge of situations to push things at a
quicker pace.
When Working With Producers,
1.
2.
3.
4.
5.
Administrators (pAei)
They usually focus on systems, policies, procedures and processes within the organization. They come to work
on time, usually quiet and careful with the choice of words. They keep low key and like to use facts to prove
their point. They manage by the book.
Administrators are usually analytical and detailed people and as such they pay attention to
detail, follow through and think in organized ways. They are good in developing and follow
through systems. Therefore, they tend to correct problems by adding new rules, policies,
systems or procedures.
They like and / or promote people for getting things under control, are steady and reliable.
People call high administrators Bureaucrats. They are slow to move and tend to follow precedent.
When Working With Administrators,
1. Lay out the plan as to what and how you want to proceed and get to what and how you want to proceed
and get their buy-in up front.
2. Start with the historical perspective and logically outline all the facts and circumstances in detail. Be
prepared to prove them.
3. Speak slowly and without undue emotion. Do not push for rapid decisions.
4. Collect objective and needs for additional information at each step. Stop and come back later if you
collectively discover any big holes.
5. Provide ways to minimize risk. Show where and how it was done before, develop worst / best case
scenarios, discuss warranties or guarantees, etc.
6. Do not use clever gimmicks, tricks or traps to prove your point.
7. Do exactly what you said you would.
Entrepreneur (paEi)
Entrepreneurs, like to focus on future opportunities and threats, what changes to make, longer term and the big
picture and can generate new ideas to improve methods, products and business easily.
The provide energy for, and insights to, needed change for the organization. They are catalysts for
needed changes in organization.
Their style is creative, charismatic. They are creative, flexible, courageous
and comfortable with risk and ambiguity. They have the ability to see things
that others cannot see plus the willingness to believe in their foresights and
undertake significant risks.
On the flipside, they tend to be unpredictable, flamboyant and trendy. They can be very
charming, excitable but have strong mood swings. When angry or pressured, they may
attack and become insulting and personal. They make decisions fast and can change their
mind later.
Their strengths can be their weaknesses and may make them appear arrogant, ungrateful, unrealistic and
paranoid. Under such extreme behaviour, people call them Arsonist.
When Working With Entrepreneurs,
1. Be excited. Start with the big picture and be visual in your presentation.
2. Never go into the details unless asked to, but have them ready just in case.
3. Be sure to give opportunity for input at all stages, I m not sure, what do you think? Applaud their
ideas and use them somehow.
4. Always give them options so they can make the final decision their own. Be prepared, their decisions will
invariably be slightly different than yours.
5. if they appear to have decided something, check to see if they have really decided or are just thinking
out loud. Get any decision made down in writing within 24 hours.
6. Be extremely careful about demonstrating your initiative by doing without their consent. Your good
intentions may be seen as a mutiny.
Integrator (paeI)
They focus on feelings, people and relationships issues (morale, cultural, consensus, etc.) They are good in
helping to connect and build teamwork to get producer (P), Administrators (A) and Entrepreneurs (E) and
Integrators (I) to work synergistically for the organization.
They are sensitive to people, the climate and group possess in their place of
work. Therefore, Integrators tend to be excellent communicators and are
good at listening.
They are slow-paced, open, caring and usually show interest in other
peoples personal lives. They tend to make up their mind when the team
consensus is clear. Their offices are warm and inviting and have lots of
people pictures and other mementos.
In extreme cases, they can be spineless, wishy-washy, sentimental and
doing things for their own self-interests. Such style represents a Superfollower.
When Working With Integrators,
1. Warm-up, show interest in their personal life. Take time to identify their personal objectives.
2. If you want to motivate or change this styles mind, discuss the feelings and opinions of others in
positions of authority.
3. Dont rush or push for rapid decision. If you must make a fast decision, be prepared to prove
commitment from others.
4. Be sure you have done your homework and that your supporters will back you up when questioned oneon-one.
Accountant
pAEi
MIS / IT Manager
pAEi
Sales Manager
PaeI or PAei
Credit Controller
pAEi
HR Manager
paEI
PaEi
Production Manager
PAei
Project Manager
PAei
PaEi
Trainer
pAEi
Personnel Manager
PAei or pAeI
Warehouse or Store
PAei
PaEi or PAei
pAeI or pAEi
Quality Assurance
pAEi
Sales Engineers
PaeI or PAei
Internal Auditor
pAEi
Operations Manager
PAei
PAei
Production Planner
pAEi
Purchasing Manager
PaEi or PAei
Note:
Most people would have two dominant styles in their natural PAEI profiles. If a particular job profile (eg: PaEI)
closely matches the candidates profile (PaEI), it would likely enhance the success of that recruitment or
promotion or job re-assignment.