iSixSigma

Personality type and six sigma

Six Sigma – iSixSigma Forums Old Forums General Personality type and six sigma

Viewing 23 posts - 1 through 23 (of 23 total)
  • Author
    Posts
  • #35261

    pessimist
    Participant

    Does anyone know of research that examines how various personality types react to six sigma. I’m thinking of something like the Myers-Briggs personality types (or any other common classification system). I’m wondering what difference there might be between types: do they tend to accept or reject ss, how long do they take to embrace it, what types of problems they apply it to, who’s performance increases the most as a result of ss, etc.Like any other variable, there is going to be variation from person to person as to how they react to and benefit from ss.

    0
    #98766

    Anonymous
    Guest

    Pessimist,
    Here is a reference :
    http://users.med.auth.gr/~karanik/english/articles/jang1.html
    If you’re interested in this subject, you might find the model by Le Senna and Berger of interest. Since an oriental approach always assumes ‘the right man for the right job,’ the question of character type is an important one.
    One approach that is easy to listen to the sound of the person’s voice and to observe the facial shape, as described in the reference. You will also have to study the ‘vices’ associated with each character type – as Aristotle pointed out about 2,000 years ago in his ‘Golden Mean.’
    In other words, you should only concern yourself about character type when a person begins to show extreme, unbalanced behaviour … when the vice has become dominant.
    For example, a person who has a ‘voice like a drum’ and a face shape of an ‘inverted traingle,’ will tend to have the potential vices of rashness or inactivity. If this person continues to behave rashly and changes processes wiithout characterisation and a ramp-up, then this is a problem.
    In the meantime, I would recommend that you try to influence your organisation in positive ways and using  a ‘rational, reasoned appraoch.’ Remember, those opposing you might be smarter than you think ….
    In my view, Dr, Harry’s Six Sigma has many contradictions, which is why I spend time on this forum. I would like to influence forum members to reconsider some of these ‘assumptions’ such as DPMO. After all, most quality organisations around the world have swallowed Dr. Harry’s version of Motorola’s Six Sigma hook line and sinker.
    Good luck,
    Andy
     

    0
    #98782

    Mike Carnell
    Participant

    Pessimist,
    I have consulted with 3 companies that have done a thing called Vector Analysis. They built a model around what was perceived as successful BB’s and then test BB candidates against the model. The only class where we certified 100% of the class was one that had candidates screened with this process. I don’t believe any of those companies have made any of the data public but I don’t keep track of it.
    Good luck.

    0
    #98842

    Malcolm T. Upton
    Participant

    I believe a doctoral student at the University of Phoenix is planning to look into personality type of the BB and success of the project, or something like that, but he won’t be publishing for at least a year.

    0
    #98849

    Howard Miller
    Participant

    Hi Pessimist,
    Myers Briggs is ok, but I would recommend the following test:
    Strength Deployment Inventory by Dr Elias H. Porter
    http://www.personalstrengths.co.uk
    In this model it shows the types of personality under normal conditions to conditions under preasure. This model also works for idenetification of how to treat each individual in a meeting scenario, or other negotiating environment which BB’s often face.
    This is the one I was trained in along with the 16 main points of Behavurial analysis.
    Have fun…

    0
    #98866

    sweettalker
    Member

    Pessimist,
    Is everyone missing your question? If I understand it, you’re not trying to learn what personality type makes a good BB, you’re looking for insight that will help you understand the people outside your Six Sigma group, allowing you to anticipate their concerns/objections and more effectively obtain buy-in and achieve cultural change.
    For example: Do intuitive feeling types tend to oppose SS; do they feel threatened by it? If so how do you overcome it?
    Am I correct about what you’re looking for?

    0
    #98872

    Adam L Bowden
    Participant

    Dear all,
    You might want to check into “Personalysis” – it looks at a persons personality from 3 levels (normal discussion, under pressure & in “your happy place”) and breaks down each one into 4 categories (people, questioning, systematic & action orientation). 
    Although it costs a couple of hundred bucks it certainly is a wise investment – it provide insight into an individuals potential and in a group/team environment when you have visability to all others personalysis it provides some structure to approaching others and maximizing productivity.
    For reference – personalysis.com – phone 713 784 4421 (& I do not sell this – just find it a cool “soft” tool – one of the tools that can help make you successful)
    Best regards,
    Adam

    0
    #98873

    Heebeegeebee BB
    Participant

    Try googling, “Change Management”, or “Resistance Typologies”.  

    0
    #98875

    Heebeegeebee BB
    Participant

    Your question deals with personality types.   CM will help you address the issues related to personality and 6S.
    Here are some links:
    http://www.prosci.com/t4.htm
    http://www.chacocanyon.com/essays/tipsforchange.shtml
    http://www.change-management.com/tutorial-success-factors.htm

    0
    #98878

    Mikel
    Member

    There is a lot of work looking at what is the make up of a good change agent. The first thing to know is not everyone can be a good change agent and that does not make them a bad employee. So the question that is  looked at is how do you get the right person into change agent position? I have seen where a front end screening for personality drivers gives a BB class that obtains 100% certification with all first projects completed in four months and second projects in three. Of course, intelligent project selection by Leadership helped with the timing as well.
    Myers Briggs and Disc was tried and the correlation to results is not as strong as is found with a tool called Predictive Index. With PI, find a person who is > 2 sigma high dominant, between -1 and +1 sigma for external response, < 2 sigma low for patience, and between -1 and +1 sigma for detail orientation and you have a perfect change agent. These same characteristics are not natural team players, so your change agent definitely needs team training and coaching.
    There are a few Six Sigma providers that have teamed up with PI providers and have extensive data to support these findings.

    0
    #98901

    Malcolm T. Upton
    Participant

    Do you have any sources (articles, websites, etc) that have more of the details on this. I even have access (for another month or two) to dissertations without it costing me an arm and a leg.

    0
    #99632

    Dean
    Participant

    I think yoiu may be asking the wrong questions. Personality typologies may not be as germain to 6s support and buy-in as “operating style” and “change agent style.”  There is a 30+ year study by Hersey on Situational Leadership that makes a compelling case for the effects of operating style on group performance. Also, Tuckman’s 4 steps of change mangement  (forming, storming, norming, performing) is also a classic that has proven the test of time. 6s itself causes its own resistance when it Forms and Storms and then pushes for Performance without proper attention to the Norming step that “prevents” resistance and conflict. 6s is too often in such a hurry to initiate and complete projects it can forget (or not care) that human beings and operating cultures are involved. Furthermore, resistance to 6s is not all bad. It represents basic information about how 6s can better initiate good change. If you had zero resistance in 6s, believe me you would be encountering bigger problems of relevance and effectiveness and wishing for more diverse inputs and cultural energy to “make the changes work.” If you want the cultural energy to do your heavy lifting, you have to work with it and not just look for ways to usurp it.

    0
    #99635

    Baez
    Participant

    Heebeegeebee BB, great info!!!

    0
    #99642

    Mike Carnell
    Participant

    Stan,
    I think we have common experience with the personality screening and the project selection. Just one more thought:
    The personality you described as the perfect change agent with the different Predictive Indexes – how do you think they do in a 360 review?

    0
    #99656

    pessimist
    Participant

    I was thinking more along the lines of the questions you’ve suggested.
    Do I’s (introverts) object to the heavy team focus of 6S?
    Is the efficiency of NT’s reduced by 6S because it does not allow them to use ability to quickly grasp the inner workings of a complex system?
    Do ESTJs adopt 6S most easily?
    Is it really optimal to give manufacturing engineers and the art department the exact same six sigma training?

    0
    #99694

    Mikel
    Member

    A good change agent will get as many slams as alcolades in a 360. An organization cimmitted to change would not take this approach.

    0
    #99719

    Mike Carnell
    Participant

    Stan,
    My thoughts exactly.

    0
    #99722

    PB
    Participant

    We had a personality test that was conducted as a part of training for Team Building. Personality traits such as ‘Driver’, ‘Analytic’, etc were 4 categories that one would fall under. Within a team how a ‘Driver’ would perform with an ‘Analytic’ person etc. was discussed.
    There was a natural push by many to try and be ‘Drivers’ and there were who were there that were natural drivers. Stan, I believe these are the people that meet that PI requirements for Six Sigma. (By the way, why would these people who meet your PI make poor team players? I believe good team players make good team leaders!!) I agree with you and Mike on the 360 as well.
    We are actually starting to bring such profiles into play for belt selection. I have been very glad for this thread which has been passed on to the other folks. These are the threads that make this forum worth it.
    PB

    0
    #99723

    Mikel
    Member

    Two traits –
    1. They are dominant people – they think their ideas are best.
    2. They are impatient.
    Can they learn to be good team players? Of course, but they are the ones who need team training and coaching. They don’t suffer fools lightly.

    0
    #99729

    Mike Carnell
    Participant

    “…… they think their ideas are best.” ?!

    0
    #99745

    Mikel
    Member

    Good point.
    Their ideas are the best ideas.

    0
    #99772

    PB
    Participant

    Stan,
    I agree that people who are Change Agents are dominant as you have suggested – (Low patience, High dominance, etc.). Would not these people be drivers of Six Sigma IMPLEMENTATION rather than be Six Sigma BELTS?
    Therefore, the kind of personality that is a successful BELT would be a High Driver, Medium/High Analytic, High Intuitive, Low Sensetive, etc. Do you agree?
    PB

    0
    #99783

    Terrill Paradise
    Member

    We are currently under going the same type of situation.
    Our organization is just now embracing Six Sigma and we have experienced a lot of push back with this issue.  One of our teams is actually looking at the study of the “Generative Relationship” analysis with our data. This is known as the “STAR” diagram. The unique thing about this data is that each letter of STAR stands for a specific interpersonal trait. S= Separateness, T=Talking, A=Action and R=Reason. What we have seen in our data analysis is that the areas that scored low in specific areas, such as reason and talking also have high turnaround times.  We are meeting with the team and the staff to discuss these barriers and will keep you updated on the results. Please feel free to contact me at [email protected].
    Terrill Paradise (CSSBB)

    0
Viewing 23 posts - 1 through 23 (of 23 total)

The forum ‘General’ is closed to new topics and replies.