Happy Holidays everyone, in this week’s edition of #LeadingIntotheWknd, I’d like to provide some tips for managing people with a Judging Preference. For those of you not familiar with Jungian personality theory, people with a Judging preference like order and routine. They tend to be organized, honor deadlines and commitments once they are made, and are uncomfortable with ambiguity. They like to have things resolved, and prefer working in a structured, predictable environment.
People with a Judging preference are typically consistent, reliable, and committed. However, a leader can undermine their steadfastness if they do not provide Judgers with the type of environment that they need to succeed. Here are three tips to get the most out of your team members with a Judging preference.
1. Give Them all the Information They Need Up Front
If you are giving a person with a Judging preference an assignment, be sure to give them all the information they need in the beginning. This will allow them to allocate the proper amount of time and resources to the assignment. Judgers typically hate surprises, and can be completely thrown off track by unexpected occurrences. If you give them information piecemeal, or hit them with new requests later in the project, you can undermine their efficiency. Giving them all of the information and resources needed to complete the project in the beginning will ensure that you get their best work.
2. Respect Their Time
People with a Judging preference value time, and take painstaking measures to manage it effectively. With this in mind, be sure to respect their time. When planning meetings, be sure to create an agenda, set a clear start and end time, and to start and end the meeting promptly. Meetings that start or end late can throw a Judger off schedule, and cause them untold frustration and irritation.
3. Be Consistent and Decisive
People with a Judging preference hate inconsistency, and the quickest way to lose their respect as their leader is being “flaky”. People with a Judging preference like to come to conclusions quickly, therefore they respond better to leaders who are decisive. Leaders who are indecisive make them uncomfortable, as the Judger needs a clear sense of direction so that they can start planning on how to execute the leader’s goal. If a Judger’s boss or supervisor gives them an assignment, only to change it later, the Judger will be hesitant to make plans to execute the new assignment until they’re 100% sure that the new assignment is finalized. To get the most out of the Judgers on your team, make a decision and stick to it. Even if you are wrong, they will respect you more for sticking to your guns than for flaking out later.