Every person is unique with a different set of experiences, skills and ambitions.
Research shows there are four core personality types each with four sub-types. While a person’s experiences, skills and ambitions change over time, personality is remarkably stable.
Learning about your personality will help you understand your needs and preferences.
This will enable you to make choices which enhance your level of career satisfaction.
Traditionals make up about 45% – 50% of the global population. There are four types of Traditionals: Shielders, Enforcers, Regulators, and Nurturers. Traditionals place a high value on preserving stability, tradition and values.
Traditional types share a number of characteristics. They are helpful, collaborative, and diligent. They love to work hard and serve others. They also possess a deep sense of personal humility. Traditionals prize security and operating in accordance with defined rules and protocol.
In their professional lives, Traditionals excel at maintaining and improving the performance of systems, processes, and relationships. The ultimate executors, Traditionals thrive on getting things done, no matter how difficult the task. Their bias for action and sense of stability makes them highly effective managers and process leaders.
Traditional Shielders make up about 13% of the population. Shielders display an interesting mix of qualities. They are reliable and will complete even unpopular tasks. They insist that the jobs are done correctly and according to the rules. They take their responsibilities very seriously and do everything they can to deliver work goals. Although they are reserved, they care deeply about the welfare of others.
Shielders tend to favor careers that combine traditional values with a desire to do good such as medicine, education, or charitable work. Their modesty and kindness can sometimes be taken advantage of by more unscrupulous types who load them with work and then take the credit.
Shielders feel that they have a duty to support those who are downtrodden or disadvantaged. Their ability to connect with others on a personal level is stronger than other introverted personality types. They have an excellent memory for personal details and use these to build personal connections. They gain satisfaction from knowing that the relationships they maintain bring joy to others.
Shielders are modest and unassuming. They often feel uncomfortable in the spotlight or taking personal credit for a team effort. Instead, they gain a great deal of intrinsic satisfaction from what they do. This is something that other types will envy and can learn from.
Shielders go out of their way to help people who need it with time, knowledge and resources. They make decisions based on emotions and empathy, rather than data or efficiency.
Shielders have strong attention to detail and are very thorough. They are diligent in following procedures while working towards a given outcome. Shielders will maintain standards which not only meet but often exceed others’ expectations.
Shielders pay close attention to their surroundings. They notice what is going on around them. Shielders will frequently put themselves in others’ shoes, empathizing with their joy or plight. Their practical nature enables them to quickly see what they can do to help them.
When Shielders are inspired by a goal or challenge they put all their support, energy, and loyalty into achieving it. This could be helping a customer or supporting a charity. Shielders are equally committed to any job they believe in.
Shielders often become emotionally involved in the organizations and causes that they support. As a result, if they fall short of their commitments, they view it as a personal failure. Their loyalty may also lead them to follow a boss or team to a new organization, even though they may not relish the change.
Shielders ground themselves in their current reality and do whatever it takes to support the cause or goal they have committed to. They will put in the hours and complete the most mundane tasks without giving up.
Shielders will often allow others to take all of the credit for the exceptional work they do. Because of their concern for people's feelings and their high standards, they may not take credit for doing a job well. By downplaying their successes, Shielders may fail to get the recognition they deserve.
Shielders often protect their feelings by internalizing them. This lack of healthy expression may lead to stress and frustration. Candid yet reserved, they don't express things to many people. Consequently, others may be ignorant of what they are feeling or unaware they are in distress.
A strong sense of duty and desire to support others places Shielders at high risk of being overloaded. They are reluctant to ask for help and tend to struggle in silence to meet their own high expectations. This may have negative consequences for a Shielder’s health and wellbeing. Their work performance may slip as they try to juggle too many priorities.
Shielders value tradition and are emotionally attached to the people and causes they work for. It can take a lot to persuade them that change is necessary. This is especially true when a change results in a reduction in service to people they care about or goes against their principles.
Traditional Shielders are supportive of others whether it’s colleagues, co-workers, customers or those who report to them. Shielders are good at listening and enjoy finding win-win solutions. They will use empathy, kindness and selflessness to pursue shared goals. Additionally, Shielders keep others informed to ensure that work is completed efficiently and in right way. Shielders then to be apolitical at work and, as a result, they are not self-serving on the job.
Shielders tend to be happiest working alone and are meticulous in following instructions and guidelines. They prefer to perform tasks themselves rather than delegate.
A strong attention to detail can lead a Shielder to take a long time to finish a task, but they will put in whatever effort it takes to achieve their goals. They can be sensitive to criticism because it makes them feel that they have let someone down. Using techniques to reframe critical input can help some Shielders respond positively and maintain their relationships.
Work gives you meaning and purpose and life is empty without it.
Shielders may struggle in environments where they have to generate new ideas or to grapple with abstract concepts. They gain satisfaction from seeing the positive impact of their work and the appreciation of those they support.
Shielders prefer routine and can become set in their ways. They may find change and instability challenging and need plenty of notice and a valid explanation to help them come to terms with it. Some Shielders can learn to adopt change more quickly by learning to use tools to help them frame the need for change.
Once a Shielder understands the rationale for change, they like to know, in detail, how it will impact others. As a result, Shielders can play a valuable role by helping leaders understand the full impact of proposed changes on other people and groups. Their insights can be invaluable in creating strategies and communications for those impacted by change.
Traditional Shielders are reserved and it may take people time to get to know them. When people get to know them, they appreciate their patience, dedication and supportiveness.
Shielders avoid conflict and work best in stable, harmonious teams. Effective Shielders invest time to build collaborative relationships with others. They take time to get to know them and understand their needs and priorities. This helps them create the support they need to operate effectively.
Alone we can do so little. Together we can do so much.
Shielders don’t like to upset people and may fail to confront issues in a clear and timely manner. They are more likely to find a work around or to pick up the work themselves than to risk causing offense.
Others can take advantage of a Shielder’s supportive nature by offloading work. Some Shielders can benefit by using techniques to let people respectfully know where they stand in order to clarify their position on a task or issue.
Shielders may also be reluctant to speak up or to showcase their accomplishments. Modest by nature, Shielders are often overlooked for promotions or other career opportunities. Their tendency to let others take credit for the work they have done can exacerbate this. Learning strategies to manage their career brand can help Shielders progress their careers.
Traditional Shielders are unlikely to seek out leadership positions, but they can make great leaders. They take time to listen to members of their team and are supportive and helpful. Shielders adopt a collaborative coaching style rather than laying down the law. They try to create a harmonious work environment, preferring to lead through consensus.
Shielders tend to make suggestions or ask questions to get people to do things rather than issue straightforward requests. This can make it difficult for people to understand what needs to be done. Learning how to more clearly delegate routine and important tasks and decisions can increase efficiency, eliminate re-work, and team member satisfaction.
Shielders often expect members of their team to display the same hard work and commitment to the organization that they do. They have a low tolerance for those who break the rules or are careless with company resources. Because they tend to avoid conflict, this can lead to Shielders to fail to confront poor performers or deliver tough messages. Learning to deliver real-time feedback and coaching with specific behavioral examples can ensure their message is clear and actionable.
If your actions inspire others to dream more, learn more, do more and become more, you are a leader.
Shielders are kind and empathetic. This can lead them to struggle with tough people-related decisions. Understanding how to evaluate potential courses of action opportunities more objectively will Shielders to build business cases that others will readily support.
Shielders tend to avoid conflict and may ignore their own problems rather than confronting them head on. A Shielder’s productivity can also be affected if they experience negative relationships at work. Some Shielders can benefit from understanding how to manage emotional reactions in tense situations. This can help them address issues and preserve relationships.
Shielders tend not to welcome change as quickly as others. But once they are convinced, they will readily help their team to put in place new ways of working. They will also be highly supportive as team members making the personal changes needed to adapt.
Shielders prefer practical and concrete action rather than designing conceptual, high-level strategies. This means that they may not enjoy senior executive roles. However, Shielders are likely to be exemplary team leaders or managers in a wide range of organizational settings.
Traditional Shielders are the heart and soul of modern organizations. Self-sacrificing and dedicated to serving others, they earn the respect and gratitude of their colleagues.
Shielders are drawn to careers which allow them to support others such as nursing, teaching, human resources, counseling, interior design or technical support.
Shielders are collaborative and team oriented. This makes them well suited to working in organizations with fewer layers of management. They are also empathetic and well organized. While they may not seek management roles, this enables them to get things done through teams.
Shielders are friendly, hardworking and dedicated. They appreciate and foster harmony in the workplace. A Shielder’s supportive nature, memory for personal details, and compassion makes them well liked by those with whom they work.
Shielders are quick to volunteer their time and resources. Their innate sense of responsibility is such that they will often be inspired to volunteer in the community. Shielders achieve immense satisfaction from the knowledge that the work they do is truly helping others. This is often all the compensation a Shielder needs for their long hours and hard work.
I attribute my success to this - I never gave or took any excuse.
Shielders will likely be happiest in stable, conventional environments. They work best in organizations which reward loyalty and compliant behavior. Established ways of doing things are of great importance to a Shielder, whether they are at home, school, or at work. Because of this, Shielders are well suited to work in large companies or public sector organizations with well-defined roles and hierarchies. Indicators of accomplishment such as degrees, certifications, and titles are important markers of success for Shielders.
Shielders tend to have a low tolerance for ambiguity. Because of their strong desire for stability and security, work environments that are constantly changing or highly cyclical are also likely to be stressful for Shielders. Similarly, workplaces that are highly competitive or unconventional will drain their energy. They need time and space to focus and build energy, so hectic open plan offices are also not ideal. Working in environments that continually sap their energy could lead them to feel stressed and may even result in ill health.
A Shielder’s natural characteristics make them highly prized contributors to most organizations. Their diligence, tenacity, and loyalty are an asset to their peers, boss, and key stakeholders. A Shielder’s innate sense of cohesion is essential to any organization’s ability to accomplish its objectives. Further, their tendency to conserve resources, follow established norms, and look out for the welfare of the organization makes Shielders essential for any organization’s success.
Too often, we leave our growth to random chance. That can be frustrating because we can’t always grow as fast as we want (or need) to! While experience can be a great teacher, there is no substitute for learning proven strategies to maximize our potential.
Traditional Shielders have tremendous capabilities. They also share some common challenges. Possible areas for growth for Shielders include:
Communicate and act with confidence
Build stronger relationships with the people who matter most
Enlist support from key stakeholders and accelerate change
Handle conflict and disagreement to increase collaboration and reduce interpersonal friction
Make more impactful decisions faster
Strengthen your ability to deliver results through others
Build your confidence to address difficult topics assertively
Provide others with insight in a way which helps improve their performance
Learn from feedback to strengthen your performance and effectiveness
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