Recently, we wrote about the roles needed for successful use of enterprise software at an organization. The application coordination staff who make up the core team are key to the success or struggles of software projects.
As with any team, members often span a wide range of personality types that influence the group dynamic and how staff work together. Different personality traits, professional strengths and weaknesses, and other factors can come into play when assembling an application coordination team.
These are some of the personality types you may encounter, and how they play into a core team on an enterprise software project.
Staff who are enthusiastic and energetic can power a project and software to success on pure charisma. They are helpful, supportive and resilient. Ride the wave of their energy to success. Organization and processes are not high up on the list of activities for the cheerleaders of your organization. They are about tackling issues with their personalities and sheer force of positive outlooks. They need a team around them that can look to the big picture to ensure the cheering goes in the right direction and fulfills the goals of the implementation, leadership and the teams.
They run on organization and documentation. They are hard workers and power through any problem with logic and policy. They can be amazing for having a well-documented and extremely structured systems in place. Of course, every institution is filled with people with their own goals and concerns. The Administrator needs people around them who can translate the temperature of the team to actionable plans.
They are there for everyone and hear every woe and success and guide people to the right path with compassion and understanding. They can help look to the core issues of why adoption is not happening and can ease people back onto the right track. They can often lack prioritization of goals and processes and favor the overall feelings of the team. This can lead them to move more towards the people parts of the software at the expense of the goals and purpose. Having a team around them who can tackle the overall focus will keep both the people and the goals going in the right direction.
These people love solving problems and feed off logic, process and hate to be idle. They look for weak links in the project or workflows and get to work trying to solve them. They are great at creating and solving tickets, bugs and issues. They need to ensure they have plans in place that rule the work they do to ensure it keeps with the main goals of the project and software. It can be enticing to find a juicy problem to fix that might not be the real issue to be solved.
The Staff of All Trades
They are great at a few things but perhaps not specialized in any given task. They can document and write workflows, and train and work with end-users. They are great for getting a lot of things done in many areas and aspects of the software. As the project grows, you might require expertise, so individuals will be added to the team to bolster the work.
They look to the future and see all of the possibilities the teams and the projects can offer the institution and the great researcher. They are fantastic at seeing the potential and working on plans to get there. They might not be as interested in the realities of today and the hurdles that might be too close to them and could affect their vision. Having complementary team members to can make the present flatter and more stable will help the visionary reach their peak plans.
They look to detailed documentation and communication as the key success aspects of the project. They have amazing process documents and a library of newsletters and tip sheets to help their users. Their users will have a plethora of self-help materials to keep them on top of their required actions. They might need people to reach out to the team in-person to see what training or live help is required.
They love technology and know how it should work. They are great at troubleshooting problems and keeping the project sound with the right hardware and software fixes. They see technology as the solution to many problems the organization has. They can really learn software easily and enjoy examining the documentation. They might need a team around them that seems the people behind the keyboards and help their needs stay at the forefront of the project.
There are a lot of personality tests available to help teams figure out their staff’s abilities and leanings. The most scientifically validated test is the Five-factor Model (FFM). It has decades of research behind it.
What type of personalities do you have on your team? Do you identify with any of the personality traits we’ve outlined? Knowing the personalities that make up your team is the first step to ensuring you have a solid balance, and staff can complement one another’s strengths.
Training is a key aspect of driving adoption and ultimately getting the most value from your system. If you’d like to learn more, watch our on-demand webinar Customizing End-User Training with a Role-Based Approach. In the webinar, Abby Ehringer, Forte’s Director of Training, provides role-based strategies for personalized end-user training.