People are an organization’s most valuable asset. After all, how would anything get done without people? While it’s true that AI has grown in leaps and bounds over the past few years, the workforce hasn’t yet been overthrown by an army of sentient machines. For now, at least, it’s people that make things happen. The job market has changed drastically, and priorities have shifted. A recent survey showed that the number one reason why people want to leave their current jobs has to do with company culture.
Organizational culture is the set of shared values, beliefs, and practices that define a workplace, while personality is the unique set of traits and characteristics that define an individual’s needs, wants, and behaviours. Whether you are in a position of leadership that can make decisions on how an organization’s culture unfolds, or you’re an employee looking for your best fit, it’s important to understand how each of the four personality dimensions thrive or struggle in certain organizational cultures.
CLSR founder, and director, Denise Hughes has long said that someone’s preference towards Introversion or Extraversion is the first thing you can tell about their personality. When thinking about workplace culture, this is the place to start. Extraverted personalities thrive in environments that are social and collaborative. They thrive in open-plan office spaces, or worksites that require consistent teamwork. They are energized by interaction, and do their best work when they can bounce their ideas off each other. On the other hand, Introverted personalities thrive in environments that are independent and reflective. They need space to work so they can stay focused and pay attention to the details. Introverts do their best work when they conceptualize, and create, on their own, then share their work with the workgroup. The four personality dimensions all have their own preferences for Introversion and Extraversion; how that looks will be different for each of them.
Authentic Blues tend to excel in supportive organizational cultures that emphasize collaboration, empathy, and harmony. They are often sensitive, empathetic, and caring, which can help them build strong relationships with coworkers and clients. In a supportive organizational culture, Authentic Blues can use their emotional intelligence to navigate conflicts and build a positive work environment.
Inquiring Greens tend to excel in competitive organizational cultures that emphasize innovation, risk-taking, and strategic thinking. They are often logical, rational, and analytical, which can help them excel in a culture that is future focused. In a competitive organizational culture, Inquiring Greens can use their strategic thinking skills to find new solutions and help the organization stay ahead of the competition.
Resourceful Oranges tend to thrive in dynamic organizational cultures that emphasize innovation, creativity, and adaptability. They are often, flexible, spontaneous, and go-with-the-flow, which can help them in dynamic environments. In a fast-paced organizational culture, Resourceful Oranges can use their comfort with uncertainty to respond quickly to changing circumstances.
Organized Golds tend to thrive in structured organizational cultures that emphasize efficiency, organization, and predictability. They are often decisive, organized, and goal-oriented, which can help them succeed in a culture with strong traditions. In a structured organizational culture, Organized Golds can use their planning and organizational skills to help the organization achieve its goals.
We humans are pretty complex, and understanding the relationship between personality type and organizational culture can help us find a workplace where we can thrive. By understanding our own personality, and the characteristics of different organizational cultures, we can make informed decisions about where to work and how to navigate the workplace. But just as important, individuals in leadership positions can use this knowledge to create a diverse and inclusive workplace where employees can use their unique strengths and skills to contribute to the success of the organization.
While I have had the chance to meet with lots of great people at conferences, workshops, and networking events, my role at 
Selecting all of the Personality Dimensions® Cards means your clients will have to spend more time focusing on the assessment, and we all know what is happening to attention spans these days. It doesn’t make the assessment any more or less valid. In fact Personality Dimensions® was validated using the Life Values in combination with two other cards. When your clients get to see their results and see blanks on their score sheet, someone will inevitably ask why. That’s your chance as an entrepreneur to sell them on an application session, and let them know that they will get a chance to experience those, when you come back. Isn’t it great to turn a question into an opportunity?
Drew Fockler is the Founder of Cross Canada Corporate Services where he is a Corporate Trainer & Consultant. Drew supports all levels of leadership within an organization to grow their leadership and HR skills. He is a Level II Personality Dimensions® Facilitator, Certified Life Coach, received awards for his contributions towards the LGBT community and Toastmasters Leadership for British Columbia in 2017.
For those of you in Alberta, you can earn 24 CPD hours with the Chartered Professionals in Human Resources of Alberta. They have approved 24 CPD hours (Continued Professional Development) for members who have completed the Personality Dimensions Level 1 Certification Program.
Get a group of mortgage professionals together, and teach them how to develop their “Personality Radar.” The Mortgage Professionals Canada has re-approved 4 Continuing Education Credits in 2018 for members who have participated in a Sales Dimensions™ workshop delivered by a Personality Dimensions Certified Trainer.
Personality Dimensions® was officially launched 14 years ago, after many years of research and development; but did you know what else helped influence its development over the years? Personality Dimensions® is published by 
Personality Dimensions In Action 