Presenters Cindy Bassett bassettcwmissouri edu Questioner Cindy Shearrer

Presenters Cindy Bassett, bassettcw@missouri. edu, Questioner Cindy Shearrer, shearrerc@missouri. edu, Obliger Match the Pace Applying Gretchen Rubin's Four Tendencies Framework For Responding To Inner And Outer Expectations To Professional Interactions

Who is Gretchen Rubin? • Former Supreme Court Clerk for J. O’Connor • NYTimes bestselling author of The Happiness Project, The Four Tendencies, Better Than Before, and Happier at Home • @Gretchen. Rubin, https: //gretchenrubin. com/ • Missouri native • Lover of children’s literature, reading, and libraries • UPHOLDER

What Are the Four Tendencies?

The Four Tendencies at Work • Communicate expectations to colleagues in a way that aligns with their tendency • Improve productivity by structuring work in a way that works best for them • Increase personal tolerance, compassion, and serenity The key question to ask is “Why do they act or why do they not act? ”

What is YOUR Tendency? • I always do my fair share in any team project … and maybe yours too. • Before I decide, I must understand all the choices. • Promises I make to others shouldn’t be broken, but I don’t always keep promises I make to myself. • I like to choose to do things. I don’t like to be told what to do.

UPHOLDER I always do my fair share in any team project … and maybe yours too. OBLIGER Promises I make to others shouldn’t be broken, but I don’t have to keep promises I make to myself. QUESTIONER Before I decide, I need to understand all the choices. REBEL I like to choose to do things. I don’t like to be told what to do.

Understanding an UPHOLDER I always do my fair share in any team project … and maybe yours too. • Meets outer expectations • Meets inner expectations • Generally enjoy routine and may be upset by changes in it • Very interested in rules • Value follow through and completing projects

Understanding an UPHOLDER LIKELY STRENGTHS o Self-motivated o Conscientious and reliable o Eager to understand meet expectations o Good at caring for themselves POSSIBLE WEAKNESSES o Defensive o Can seem uptight and rigid o Impatient when others need reminders, deadlines, or supervision o Judgmental and demanding o Sometimes follows rules even when they don’t make sense

Working With an UPHOLDER

Working With an UPHOLDER Beware Upholder Tightening – the inability to stop meeting expectations even when they no longer make sense. en h w n e v e t. t h h g i t p sr u ’ t u a h yo w l l o a c D e l p peo

Understanding a REBEL I like to choose to do things. I don’t like to be told what to do. • Resist all expectations • Value freedom, self-expression, authenticity • Don’t respond well to supervision, advice, directions, routines, schedules, repetition • May love to meet a challenge in their own way , in their own time

Understanding a REBEL LIKELY STRENGTHS Creative solution finder Willing to buck social conventions Can think for themselves Know what they want POSSIBLE WEAKNESSES Resistant to mandatory tasks Struggle with repetitive tasks Repelled by routine and planning Restless – may find it difficult to settle down in a job Act as though rules don’t apply to them

Working with a REBEL • Highly value on freedom • Rules are for other people • They may choose to act out of a sense of mission or belief in a cause • Consider work pairings carefully

Working with a REBEL Beware the Power Struggle elf s y e m it b i r sc d, r e o d w o t e d n a o If I h g only. ” e s b n d n l io usi wou direct low l o f t ’ n s “doe

Understanding an OBLIGER Promises I make to others shouldn’t be broken, but I don’t have to keep promises I make to myself. • Respond readily to outer expectations • Have trouble meeting inner expectations • May feel resentful and have trouble delegating • Motivated by external accountability

Understanding an OBLIGER LIKELY STRENGTHS Reliable Responsible Team Player Feels great obligation to met other’s expectations POSSIBLE WEAKNESSES Resentful about what’s being ask of them Exploitable Trouble saying no Needs outer accountability to meet inner expectation

Working with an OBLIGER • Value meeting commitments and going extra mile • Require supervision, deadlines, other forms of accountability • May have trouble setting limits on others’ demand • Managers should watch that Obligers aren’t exploited by others, that work is distributed fairly, and that Obligers take time off.

Working with an OBLIGER Beware of Obliger Rebellion ou y g in h t y ’t. n n a o o w I’ll d until I ask…

Understanding a QUESTIONER Before I decide, I need to understand all the choices. • Resists outer expectations but readily meet inner expectations • Must answer the ‘why’ • Follow their own judgment, so they may seem uncooperative • Trouble delegating decision-making

Understanding a QUESTIONER LKELY STRENGTHS o Self motivated once they are convinced of a plan o Work to create efficient and effective systems at work o Can be innovative because they are willing to buck the system o Data driven so will bring their thirst for knowledge to the team POSSIBLE WEAKNESSES o Asking a barrage of questions can be irritating to bosses and co-workers o Impatient with perceived complacency of colleagues o Sometimes unable to accept closure o Crackpot potential

Working with a QUESTIONER • Answer the questions! • Harness their questioning nature to the benefit of the team. • Because of persistent questioning others may view them as obstructionist or “not a team player” • Resist imposing anything arbitrary. • Help them find a secondary reason to comply

Working with a QUESTIONER • Beware “Analysis Paralysis” d n a ek e s nd all a h s k e e ye s e d b an ay k m e Se k. And. d n i e f se

Discussion Gretchen Rubin argues that for Obligers, it’s crucial to get accountability. Because Obliger is the largest Tendency, we’re either Obligers ourselves, or we have many Obligers in our lives. What are ways to increase accountability to help Obligers? Strategies you’ve used when approaching someone who is different from yourself?