Quick Quiz: Taskmaster or Socializer?
** You will need to print out the survey form, as on-line scoring is not
currently available. **
This
Quick Quiz provides a general idea of whether you are more focused on
tasks or people. The styles are described on the next page. For each
item, distribute 3 points between choices (A) and (B).
Use whole numbers, not 1.5.
Example:
If you feel that (A) is almost always true of you, give 3
points to (A) and none to (B).
If (A) is often true, but (B) is also
sometimes true, give 2 points to (A) and 1 point to (B).
1.
A. On my own time, I tend to work first and socialize later.
B. On my own time, I tend to socialize first and work
later.
2.
A. I prefer projects that I can complete through my own efforts.
B. I prefer projects that combine the efforts of
several people.
3.
A. I enjoy talking about projects.
B. I enjoy talking about people.
4.
A. In an argument, I think people should logically discuss the
issues.
B. In an argument, I think people should express
their true feelings.
5.
A. In meetings, I like to get right to work and avoid “small talk”.
B. In meetings, I like to have time to get
acquainted or “catch up” with people.
6.
A. In conversations, I tend to focus on the facts being discussed.
B. In conversations, I tend to focus on the feelings
being expressed.
7.
A. People might describe my communication style as direct and
to-the-point.
B. People might describe my communication style as
warm and friendly.
8.
A. I like meetings to be focused and businesslike.
B. I like meetings to be casual and not too serious.
9. A.
I would prefer to be recognized for my individual accomplishments.
B. I would prefer to be recognized as part of a
group effort.
10. A. When I need information
to make a decision, I prefer to consult an expert.
B. When I need information to make a decision, I
prefer to ask people that I know.
§
Total
for (A) responses:
0
15 30
Low Task
High Task
§
Total
for (B) responses:
0
15 30
Low
People
High People
Taskmasters & Socializers
(All
material on yourofficecoach.com is copyrighted to Marie G.
McIntyre. All rights reserved.)
If you have a high score in one category,
then you may be likely to use that style most of the time. A moderate
score may mean that you tend to be focused on tasks in some situations
and people in others. In general, Taskmasters focus on the work to be
done, while Socializers focus on the people doing it. Here are some
common differences between these two styles.
(NOTE: A Quick Quiz does not substitute for a formal psychological
assessment.)
|
|
Taskmasters
|
Socializers
|
|
Communication |
Are direct
and to the point. Focus on the task to be done or issue to be
resolved. Don’t like to waste time on chit-chat.
|
Like
communication to be warm and personal. Take time to get to know
people or catch up before getting down to work.
|
|
Decision Making |
Like to get
decisions made quickly so that they can get on with the work.
|
Want to be
sure that everyone has a chance to be involved in the decision
process.
|
|
Problem Solving |
Gather the
facts to try to get to the root cause of the issue as quickly as
possible.
|
Get people
involved in discussing the issue. Try to understand everyone’s
perspective.
|
|
Interpersonal Interaction |
Most
interaction is related to some project or task. May enjoy
working with people, but don’t like socializing for the sake of
socializing.
|
View work
as a way to connect with people. Enjoy work because of the
opportunities it provides for interaction.
|
|
Conflict
Management |
View
disagreements as a normal part of work. Get mad, then get over
it and move on to the next task. May adamantly express a point
of view without being angry.
|
View work
disagreements as personal. Remember conflicts for a long time.
May avoid conflict for fear of harming relationships. Try to
mend relationships after conflicts.
|
|
Natural
Strengths |
Gets a
group focused on the task to be accomplished. Good at setting
goals, developing action steps, creating timelines, getting
decisions made.
|
Helps to
build positive relationships in a group. Sees that everyone is
included and feels like part of the team. Encourages people to
participate and share ideas.
|
|
Natural
Weaknesses |
May fail to
take enough time to build relationships or manage conflicts.
Can drive people so hard that they lose motivation and
interest. May fail to consider other points of view.
|
May get too
caught up in relationship “issues” and get feelings hurt too
easily. Can spend too much time socializing and take too long
to get to work. May be too easily influenced by others.
|
|
How They
Annoy Others |
By allowing
no time for relaxation, socializing, or fun.
|
By taking
too long to get to the point or get down to work.
|
|
How They
Are Misunderstood |
May be
mistakenly viewed as unconcerned about other people.
|
May be
mistakenly viewed as not serious about the work.
|
|
