What is a Commander personality?
Commanders are natural-born leaders, in a position of power, who take great pride in organising people and procedures.
They are intelligent, logical, and articulate, and hold an objective view of the world around them. They prefer to thoroughly analyse situations, coming up with strategic plans for any issues they may face.
As leaders, they are assertive and enjoy taking charge. They are also highly effective in these roles as they are quick to see and resolve inefficiencies and flaws, which could help save their organisations time, money, and resources!
How do they get into conflict?
With their natural tendency to believe they’re always right, they can appear to ignore or gloss over others’ ideas. This could, of course, cause friction.
In addition, Commanders like to work to their own schedules, perhaps ignoring others’ needs for preparation in their own time. Particularly on more drastic projects, members of their team may not appreciate this style of management.
And, finally, in their position as leaders, they may be a natural target for other personalities to come into conflict with. Other individuals may have issues with authority or be highly competitive.
Who might they get into conflict with?
In their role as guardians of the team, Protectors may take issue with the Commander’s tendency to ignore other’s ideas and viewpoints. They may feel inclined to stick up for others, thus creating their own dispute with the Commander.
Happy-go-lucky ‘go-with-the-flow’ers, who are also spontaneous and flexible – much to the Commander’s chagrin! Composers generally don’t like to plan things out too much and choose to judge situations based on their own sensory experiences. They also have a habit of sticking up for those less outgoing than themselves.
Performers are natural entertainers who love having the spotlight. And, when there’s a leader who enjoys being the focal point as much as Commanders do, this could be a sure-fire reason for conflict.
What are they like when in conflict?
Commanders are logical in their approach, backing up their points and opinions with facts and statistics. Because of this, they have a tendency to see their views as more qualified and justified than others’. This can also lead to them ignoring or demeaning other viewpoints.
In addition, arguments can also make Commanders impatient. They are viewed as inefficient obstacles that take up time and resources, ones that could be better spent completing important tasks or projects.
How can they resolve conflict more effectively?
It’s important for Commanders to remember to listen to others. While they may believe that they are right for the most part, there are some occasions where there is no objective answer or solution.
It’s also important for them to note that everyone has blind spots or gaps in their knowledge, including themselves. And, in these situations, it is completely okay to ask for assistance or delegate to others.
And, with regards to their team, the chances are that they will be more willing to follow the Commander if they are considerate and take other opinions on board. This can have a positive effect on the output of projects and tasks, as well as morale.
Where has UK Mediation encountered Commanders?
As already mentioned, Commanders are often found in managerial positions, from team leaders all the way up to Directors and CEOs.
During the past twenty years, we have carried out many mediation cases that have featured individuals who could be classed as Commanders. These could involve a dispute between board members, between managers of different departments, or between a manager and their employee.
These situations could all raise different issues that could lead to conflict, and all lend themselves perfectly to mediation.