Steven Pope

I might be harder on that person.

I might be more hostile to them not hitting goal.

Because they didn't want to be told what to do, but I told them the goal.

And if they can't hit it, then it's on them.

That's like a high drive management 101 training.

But if they're a high detail person, they're more break than gas, if you will, that will make that person quit immediately.

The high detail person wants a ton of instruction.

They want constant feedback.

And they do want to be told what to do.

And they're not about winning.

They're about perfection.

They're about delivery.

And so for that person, I want to give them lots of feedback.

I want to tell them exactly what I want.

And I'm going to manage that person totally different.

And I'm also going to manage that person with more white glove methodologies because that person has a really hard time taking feedback.

And so I might even use allegories to train that person.

When that person makes a mistake, I might teach a narrative instead of just say, hey, Bob, you messed up.

I would say that to the high drive person, but the high detail person, not a chance.

That high detail person will cower in fear and will reject feedback so fast because they already have a really high opinion of themselves, but it's rooted in defensiveness.