Konstantin Bagrationi

Candidate of Sciences, Associate Professor, CPMA
IPMA, certified project manager PRINCE2®
HSE Department of Project Management
How to determine by the voice and
appearance what kind of person is in
front of you?

What is the basis of sociotype? What stands for the
Thinking and Feeling? What stands for the
Sensing and Intuition?
How we go about behavioral
people? Intuition? Thinking?
Introversion? How to tailor it

Anchoring biases and fallacies
D. Kahneman
1st group’s mean guess
was 257 meters

1st group. 2 questions:
1) Is the height of the tallest Redwood tree
more or less than 365 meters?
2) What is your best guess about the height of
the tallest Redwood tree?
2nd group. 2 questions:
1) Is the height of the tallest Redwood tree
more or less than 54 meters?
2) What is your best guess about the height of
the tallest Redwood tree?

2nd group’s mean guess was
85 meters

Practical application
Grace W. Bucchianeri and Julia A.
Minson in their research (2003) analyzed
more than 14,000 transactions, taking
heterogeneity, geographical location and
timing of the sales.
They found that higher starting prices
are indeed associated with higher
selling prices, consistent with
anchoring. For the average home in
their sample, over-pricing between 10
and 20% leads to an increase in the sale
price of $117–$163.
This effect is particularly strong in areas
with higher rates of mortgage foreclosure
or serious delinquency.

5·ОCurrent + 0.for discussion on others’ essays and presentations). 10 . only seminars: 0 can be given for silence and questions not related to the subject. which is calculated using the following formula: ОFinal =0.5·ОEssay + 0. ОCurrent = 0. ODiscussion stands for the participation in the discussion on others’ essays and presentations during the class (based on the evaluation of each session.2·ОDiscussion+ 0.5·ОPresentation   .Grading Criteria Type of testing Current Final Form of testing Home assignme nt Essay Presentat ion Deadlines Forth week of the course Fifth week of the course Last week of the course Parameters Presentation of first draft of the report Written essay Presentation of the final version of the report The resulting grade for the current control is calculated using the following formula. where O Home assignment stands for the grade for the presentation of first draft of the report.2·ОHome assignment + 0. O Essay stands for the presentation of the written essay.1·ОAttendance The Diploma Certificate contains the final grade for the course.

as well as spelling. compliance with the requirements of the design. punctuation and style errors. which reflect changes in the system of "before the proposed solutions" in "after the proposed solutions". In assessing the tutor is guided by the following criteria: . deadline. including title page. depth of the situation analysis . clarity and consistency of presentation.Grading Criteria  that the content of the work is in accord with the       selected topic. The minimum amount of the printed version of the report is at least5 pages. Evaluation of all forms of monitoring is set on a 10-point scale. introduction and conclusion. conclusions and reasoning of decisions.

 Procrastination in project  Project leadership  Motivation in project management  Social psychological factors affecting the project team  Methods of project team management  Project conflict management  Time management and its influence on project performance  High performing project team  Project team management: best practice  Evaluating project team performance  Evaluating the project team: an approach based on the     theory of planned behavior Evaluating stakeholder satisfaction Psychological influences on individual decision-making in project team management Project team management: interdisciplinary approach Transformational and transactional leadership behavior .Possible Essay topics The topic of essay is chosen by the student or offered by the lecturer.

to see through flesh Somatic Masks: Rigid one Runaway… Psychotype: Paranoid Hysteroid… Sociotype: ESTJ or Sherlock Holmes ENFP or Thomas Haksley… .«Somato-Psycho-Social» portrait… ….

Feeling is a function that processes the information on the feelings and emotions of people. A Thinker evaluates the information received on the principle if it is expedient to do or not. A Feeler evaluates the information received on the principle if its good or evil (bad). .Thinker or Feeler? The Thinking is a function that processes the information on the objective side of life.

What is more typical of you? Parameters Thinker Feeler Thinking process Analytical Evaluative Cold-blooded Involved To provide the facts To provide the emotions Information exchange Energy exchange Activities leading to success Processes and structures development through schemes and technologies Establishing and developing relationships through images and emotions The objective of the activity Work performed Pleasure experienced The purpose of communication .

the content Who said. Engagement Result Diligence Orientation on Business. proof Emotionality. form .What is more typical of you? Parameters Thinker Feeler Assess others’ performance by Qualification. laws People. justice. influence Give priority to What was said. moral values Style Rationality. humanity.



which correspond roughly to the everyday concepts of reasoning and intuition. Intuition is at work when we read the sentence “Bill Clinton is a shy man” as mildly amusing. “ Fast thinking.“The present treatment distinguishes two modes of thinking and deciding. “is something that happens to you.” he said. or consult a map. 2002)”.“ Reasoning VS Intuition . fill an income tax form. Slow thinking is something you do. or when we find ourselves reluctant to eat a piece of what we know to be chocolate that has been formed in the shape of a cockroach (Paul Rozin and Carol Nemeroff. Reasoning is what we do when we compute the product of 17 by 258.

2002. 2002.K. Seymour Epstein. 2003. Kahneman “Reasoning is done deliberately and effortfully. but intuitive thoughts seem to come spontaneously to mind. Casual observation and systematic research indicate that most thoughts and actions are normally intuitive in this sense (Daniel T. 1989. . and without effort.Reasoning VS Intuition D. 2003)” D. without conscious search or computation. Timothy D. Gilbert. Wilson.

Sensor or Intuit? The Sensing is a psychological function that processes the information about the physical stimuli by means of perceiving the specific facts and gathering information “here and now” Intuition is a psychological function consisting in collecting small portions of information into a holistic picture. These portions are so small that their perception is unconscious .

What is more typical of you? Parameters Sensors Intuits Better oriented in Space Time Perception Local Global Methods Practically applicable Search for the hidden meaning Information processing Discrete Parallel .

justice. engagement the result diligence Orientation on business. laws people. influence Give priority to what was said. moral values Style Rationality. form . humanity.What is more typical of you? Parameters Thinker Feeler Assess others’ performance by qualification. the content Who said. proof Emotionality.








It includes evaluative functions: thinking and feeling. Perceiving person speaks: as one word. they may often change the rhythm and jump from one thought to another. Judging person speaks: their words and thoughts are set out in sequence. Judging is corresponding to reason.Judging or Perceiving? According to Jung. It includes non-evaluative perception. seamlessly. sensing and intuition. The Perceiving not based on reasoning. .

they are better adapted to changing situations. adjusting their plans Decision-making They aim to make a decision in advance of each stage. Do not expose the decision taken Generates an intermediate solution for the situation. "Leave it to the future in order to clarify. Adjusts them during the execution Quotations "A drop wears away the stone." "Well. consistently In a changing rhythm . to sum up" "Strike while the iron is hot"." "Better a horrible end than horror without end." Working style Rhythmically." "We'll see.What is more typical of you? Parameters Judges Perceivers Planning They prefer the opportunity to plan the work and work according to the plan Usually.

one after another They can read several books at the same time Achieving aims They know how to use the traditions and rules They know how to use the changing circumstances Unsettled by Loss of goals Lack of funds Flexibility They try to adhere to accepted views They can change the assessment of the situation . predictable future They are better adapted to the changing world. using new opportunities Books they read They read the book from beginning to end.What is more typical of you? Parameters Judges Perceivers Inner position They try to provide a stable.





to the objects.Introversion or Extraversion? The Introversion paying attention primarily on his inner world. . Where energy comes from? Extraversion is direction of attention mostly to the outside world. Self-assessment is based on the opinion of others. Self-assessment is based on his own opinion.

субъективными ощущениями Communication стремятся к поиску объекта. и на других ожидают включения в контакт. что больше свойственно именно тебе (экстраверт или интроверт) Параметры Экстраверты Интроверты Motivation and inspiration принадлежит объектам внешнего мира идет изнутри Values объективная реальность субъективные отношения с объектом Behavior определяется внешней ситуацией. школу. компанию. Ждут. переезжают. поддерживают отношения. частью которой являются Energy comes from… подзаряжаются энергией в общении предпочитают одиночество для восстановления энергии . коллектив. Обращают внимание и на себя. разводятся хранят семью. взаимодействию с ним. объективными законами определяется собственными установками.Выпиши. место работы/учебы Relation to work/education как на ответственность за начатое дело как обязанность выполнить положенное The like to начинают дело завершают дело They say good words about конкретных людей или себя команду. чтобы на них обратили внимание Dynamics легче срываются с места.



Socion: Hugo (ESFJ) Emotional and communicative. He knows how to cheer up. . Emotions are changing dramatically: the cheerful and friendly/the hot-tempered and angry.

.his style. He is able to clearly separate the important from the unimportant. Structures .Socion: Robespierre (INTJ) He has developed the capacity for logic and analysis.

He is interested in all in a row. he sees the promise of new ideas and projects. hoping to find something really unique.Socion: Don Quixote (ENTP) Well. .

he does not violate someone else's mind. He is considered with the habits and the convenience of others (he cares).Socion: Dumas (ISFP) He is a man of simple pleasures. .

. He has a fine sense of the emotional and psychological condition of others. He possesses romantic feelings.Socion: Hamlet (ENFJ) He is artistic and exalted.

Socion: Gorky (ISTJ) He puts the matter beyond sentiment. He is concrete and precise. . He is a person of strong-willed exposure.

. He tries to make others to obey his command. He goes only to major goals. He is concentrated and decisive.Socion: Zhukov (ESTP) He is strong and purposeful.

. He is curious. emotional and charming. He doesn't not know how to save money. He is not organized.Socion: Yesenin (INFP) He is a romantic dreamer.

. has a leadership tendencies. He is adventurous. active. likes to be the center of attention. He is a master of intrigues.Socion: Napoleon (ESFP) He is confident.

. He's a good eye for the contradictions and omissions.Socion: Balzac (INTP) He is ironic critic and a skeptic. He calculates everything in mind.

He always runs ahead of the curve. prone to innovations person.Socion: Jack London (ENTJ) He is an enterprising. He is a restless experimenter. He is not afraid to take risks. .

.Socion: Dreiser (ISFJ) He is principled and sustained. Hr divides people into friends and foes. He barely alters the usual way. He gives moral evaluation actions of people.

He's warm and open. He is easy to communicate and benevolent.Социон: Гексли (ENFP) He Insightful altruist. . He cant stand the routine. He can encourages and inspires hope.

He is proud and independent. it is prudent and saving. He relies on common sense. He is stubborn and uncompromising.Socion: Gabin (ISTP) He appreciates comfort. .

Stubborn. the line of business.Socionics: Stirlitz (ESTJ) He is assertive. functional. He is thoughtful. a real workaholic. he argues. He is responsible. . he is fighting against chaos and disorder.

but industrious.Socion: Dostoevsky (INFJ) He humanist and peacemaker. With all he seeks to maintain good relations smooth. he has little initiative. He forgave the offenders. .

«Somato-Psycho-Social» portrait… ….to see through flesh Somatic Masks: Rigid one Runaway… Psychotype: Paranoid Hysteroid… Sociotype: ESTJ or Sherlock Holmes ENFP or Thomas Haksley… .

Konstantin Bagrationi Candidate of Sciences. Associate Professor. he is quickly tired even of a small number of people. The asthenic is very sensitive to loud noises. a child of such type periodically cries and is frightened. bright light. certified project manager PRINCE2® HSE Department of Project Management Type 6. CPMA IPMA. Asthenic Poor sleep and appetite. . so he seeks for solitude. humours.

diligence.ASTHENIC Dominant  traits:  easy fatiguability. forgiveness. Attractive  traits:  tidiness. irritability. friendliness. the person is able to regret his mistakes. propensity to hypochondria. complaisance. modesty. . discipline.

with expressed low self-esteem and are not able to stand up for themselves. They experience anxiety in case of a change of external circumstances. breach of stereotypes. tearfulness. lack of confidence. as one of the mechanisms of psychological defense is getting used to the same things and way of life.Repulsive traits: moodiness. apathy. They are timid. shy. . forgetfulness.

Peculiarities of communication and friendship. An asthenic person does not strive for close relationships because of fear susceptibility and uncertainty and is not proactive. .The main source of problems of people of this psychological type: emotional outbreaks due to easy fatigue and irritability. His/her circle of friends is usually limited primarily due to sudden irritability and frequent humours.

. for example to speak at the meeting. He/she starts to feel at a lost. even if the material is familiar to him/her. blushes. anxiety and fear of possible error prevent him/her to work regularly. He/she is especially afraid of public speaking because he/she cannot gather his/her thoughts quickly.Constant doubts. is unable to string two words together and then long and painfully experiences his/her “shame”.

But in any case it should not be very intense physical and psychological loading. the employee may become depressed due to feelings of powerlessness. So he/her needs periodic rest or alternation of different activities.ASTHENIC His/her work also quickly makes him/her tires and does not bring feelings of joy or relief. Hard and strenuous work causes irritation. .

ASTHENIC The list of conflict situations shall include: • situations of sudden physical and mental stress. awkward actions. • situations of open conflicts. • situations in which a person needs to demonstrate his willpower. mistakes. • situations in which a person needs fast switching in work or communication. • situations of forced active communication with a large number of people. when one has to defend his/her point of view. Just making it clear for you: there is even no question. • situations in which people are laughing at his/her weaknesses. to give a cheese. or not… .

Skinner’s operant conditioning If an asthenic person works bad and cannot keep pace with his/her colleagues. supported and consolidated. Operant conditioning A principle in which reinforcements are presented at fixed time periods. provides that the appropriate response is made . Sometimes a little exaggerated estimate can be justified in order to improve his/her self-confidence and change his/her self-esteem. unobtrusive way. the manager shall help him/her in a very discreet. The smallest successes shall be noticed.

the competitive situations shall not be created or provoked. when an asthenic starts to realize he/she cannot be a winner. Therefore. Emotional outbreaks are possible in situations of competitive character.A (8) B (12) D (10) E (8) 50% D (5) Human side of project management techniques It is important to think out the mode of work and rest for asthenic. 90-95% A (4) C (6) B (6) E (4) C (3) FB (1) PB (13) PB – Project buffer FB – Feed buffer . reasonable alternation of loads so that they do not overwork themselves.

 He/she prefers to ask questions.  To  stay  relevant. It is very difficult for  him/her  to  hurt  another  person  (for  an  epileptoid  person  it  is  easy. he/she is capable of harsh actions. Unlike  the  paranoid.  not  to  interfere. attentive and sensitive to others. . He/she  tries  not  to  interfere  in  the  process.  for  an  asthenic  it  is  unthinkable). So it is easy to convince him/her to help or beg off.  Also  he/she  avoids  conflicts  and  prefers  to  communicate in the Skype chat. For example.  to  have  a  good  handle. so an asthenic is  hard to get the team to go into overtime (he/she does not get on the RM positions too often  as well). He/she usually keeps  his/her promises.  but. dismissal without notice.  an  asthenic  appreciates  the  needs  of  people  as  much  greater  than  common great purpose.  Although. but may delay the fulfillment of these promises for a very long time..TYPICAL ASTHENIC IN BUSINESS Infrequent Customer.  if  pressed.  to  understand  everything  and  to  ask  everyone’s  opinion.. It is important to be honest  with him/her. He/she is  easy to persuade and move aside for the sake of convenience of people. Such  person  often  smiles  –  it  is  a  social  smile. An asthenic is considerate.


Attached to the family and friends, he/she is a “stay-at-home
person” : he/she tries to leave the house less, doesn't like to go
visiting, especially to go somewhere far away, e.g. to another
city, even if a close person lives there.

Dominant traits: sensitivity, sensibility, a
sense of inferiority.
Sensitive persons are timid and shy,
especially among strangers and in
strange surroundings. They see many
disadvantages in themselves, especially
in moral, ethical and volition spheres.


Attractive traits: kindness, calmness,
attentiveness to people, a sense of duty,
high internal discipline, responsibility,
integrity, self-criticism, high demands to
himself. A sensitive person seeks to
overcome his/her weaknesses.

Repulsive traits: suspiciousness, fearfulness,
unsociability, inclination to self-flagellation and selfabasement, confusion in difficult situations,
increased resentment and proneness to conflicts on
this ground.

Peculiarities of communication and friendship. At the same time they avoid meeting new people and socializing with too lively and restless people.  negative  attention  or  public  prosecutions. . The sensitive people gladly communicate with a small circle of people who make them feel special affection. The urge to share their feelings and sensations is realized through communion with old friends.SENSITIVE The  main  source  of  problems  of  people  of  this  psychological  type:  they  do  not  tolerate  mockery  or  suspicions  in  misdeeds  from  the  side  of  others.

they suffer if they have to move to another work team. But in case of friendly attitude of the management they can show excellent results. They avoid public speaking in order to be not branded as an attention seeker. Being accustomed to one place of work. . bustle and activity of colleagues during the breaks. they want to shut themselves away.Attitude to work Sensitive persons work because of their disinclination to upset their kindred. Work often scares them with its noise.

. and the most important things are warm and good relations with colleagues. typist. deputies etc.For sensitive people work is something secondary. So he/she can be an efficient and devoted executive assistant. attitude of the director.

> situations of open competition. > situations of forced loneliness. The list of conflict situations shall  include: > situations of being unjustly accused  of indiscretions.  inability to share their experiences with  a friend.How to manage SENSITIVE? It is necessary for a sensitive person to gradually increase his/her self-esteem and overcome his/her sense of inferiority. > situations of regular control of  his/her activities. mockery of  him/her or his/her behavior. mistrust. . > situations of criticism.


TYPE8. hypothym .

hypothym Such employee is almost always dull. Therefore. like the mood of a hyperthym. tendency to depressive emotions. Dominant traits: low mood. confusion due to the fact that people get things done not the way he/shr wanted it. is offended by everyone. especially his/her parents. Often wears an expression of discontent. but these changes are always negative. he/she is almost always in a bad mood. . lives without particular joy. The mood of hypothym is also constantly changing.

Attractive traits: conscientiousness and critical view of the world.
A hypothym more often tends to be at home, creating coziness and warmth, and
thereby avoiding unnecessary disturbances.
 Repulsive traits: sensitivity, vulnerability, constant discouragement, the tendency
to examine himself/herself for signs of ailments, various diseases, almost
complete lack of interests and hobbies.

Low vitality is expressed in easy fatiguability, he/she often falls into apathy,
dull thoughts appear. Because of this he/she is really haunted by failures,
gets used to it, complaining to others for his/her destiny, unfair attitude, etc.

The main source of problems of people of this psychological type: open disagreement in the
perception of reality.
Peculiarities of communication and friendship. A hypothym person is often offended
by others and his/her friends. But he/she desperately needs to communicate, to be able to
complain about his/her life, that nobody understands and appreciates him/her. He/she likes to
tell others about the difficult circumstances in which he/she found himself/herself. He/she will
bring a lot of arguments to the advises of his/her interlocutor why the current situation cannot be
changed and can only get worse if he/she starts to do anything.
To be friends with him/her is very difficult primarily due to the fact that he/she sees the first
possible reason for declining of their mood in every person he/she meets.

A hypothym is practically always unhappy with whatever he/she is offered to
He/she is constantly complaining
about people, circumstances, and asks
for another assignment. But the
situation repeats itself, as he/she first
of all sees the disadvantages, negative
aspects in the organization of
production or in others. It is difficult
for him/her to do one and the same
thing constantly. Leaving the team,
he/she will surely blame others,
complaining about the bad attitude of
others to him/her.

situations of insufficient attention to his/her life and mood. . existence of symptoms of ailments. when there is no person with whom he/she can share his/her troubles and fears. situations of criticism of him/her or his/her behavior. situations for a long-term physical and mental loads.situations of enforced loneliness.

How to manage Hypothym? One of the main tasks in working with such an employee is refocusing of his/her internal mindset “Everyone around me is bad. and I’m weak too” to another affirmation – “There are more nice people than I think. and I am also nice”. .


conformist .TYPE 9.

Such an employee loses personal attitude to the world. he/she does not impose his/her personal opinion. He/she is not outstanding.conformist This type of character can be met quite often. but simply represents the “crowd” of people who agree with the leader. The employee agrees with everything that his/her environment offers to him. But if he/she falls under the influence of another group. judgments and assessments of the world coincide with the opinion of the people with whom he/she communicates at the moment. . he/she changes his/her attitude to the same things on the opposite.

conformist  His/her life goes under the following motto: “Think like everyone does. whatever those values are. Dominant  traits:  constant and excessive adaptability to his/her surroundings. This applies to clothing style. do things like everyone does. company) to which he/she currently belong. . Such employees are bound to a group of colleagues and unconditionally accept its values. be like everyone”. without any criticism. So their nearest future is largely determined by the nature and direction of the group to which they belong at the moment. behavior and views on the most important issues. almost complete dependence on a small group (family.

they can become “brave” as well.Attractive character traits: friendliness. discipline. but then they can repent it. agree with the proposals coming from leaders. diligence. . they are convenient to control. In the group they are not a source of conflict or discords as they accept the lifestyle of the group without any critical thinking. Although their own courage and determination to offer something. as a rule. is not enough. They listen to stories from their colleagues about their deeds. willingly participate in “adventures”. complaisance. But if the group tends to be “brave”.

then he/she can achieve great success. The main source of problems of people of this psychological type: they cannot bear abrupt changes and breaking of stereotypes.Repulsive traits: indecisiveness. But if the group that is meaningful for the employee at the moment has a positive focus. absence of criticality in relation to themselves and their environment that can cause immoral deeds. Deprivation of the familiar surroundings can cause reactive states. lack of will. .

Such employees do not seek to become the first in the team.  For a team they participate in they are not interesting. and they are not interested in meeting new people and networking. willing to listen to others and not able to offer anything by themselves.Peculiarities of communication and friendship Сonformist easily establishes contacts with people while impersonating someone he/she believes to be a leader. . But friendship relations are very fickle and depend on the situation. colorless.

conformist His/her attitude to work depends on mood of the group: he/she can be very hardworking and executive. execute it only formally. . creatively and resourcefully accomplishing all the tasks he/she is entrusted with. But he/she also may skive off work. It all depends on the environment.

. situations of development of new activities without samples or leaders. situations of a direct conflict between the two groups in both of which the employee participates. situations of independent decision-making without reliance on the opinions of significant people. situations of meeting new people when a person has to show himself and his personal qualities.CONFORMIST The list of conflict situations shall include: situations of excluding of colleagues to whom he/she is attached from “his” group.

Thus. during the meetings he/she needs a chance to speak among the first so he/she could emphasize his/her point of view. It is more appropriate to engage the employee in a microgroup with positive focusing. Every more or less serious case of displaying the independence shall be noted and encouraged. he/she is likely to repeat the point of view of one of the leaders of his/her group. Enforced separation from “non-efficient” group will not give positive results. If the employee is speaking among the last. .


Unstable .TYPE 10.

speed of switching in business and communication. are sincerely ready to do the task.Attractive traits: sociability. such employees are outwardly obedient. but on any  person who at that moment appeared near him/her.  Nothing can stop him/her from yielding to the  influence of this person. friendliness. . openness.  Unlike conformist. or become lazy and come up with a lot of reasons for the inability to fulfill the promise. helpfulness. Often. Dominant trait: complete impermanence of forms. an unstable one does not depend  on the group of people around him/her. but their desire disappears quickly. and after a while they forget about what they promised.

Employees of this type are passive and try to avoid conflicts.Repulsive traits: apathy. They can be part of several groups. and they really accept the rules and behaviors of each group. Their contacts overall are random and aimless. boastfulness. The main source of problems of people of this psychological type: lack of control which sometimes leads to serious consequences. talkativeness. cowardice. Peculiarities of communication and friendship. . complacency. craving for unthinking pastime and entertainment. irresponsibility. hypocrisy.

can spend hours watching TV or videos. doing nothing. .AN UNSTABLE TYPE An unstable psychological type tends to live for today.  He/she is basically not interested in activities that require intellectual effort. listening to music.

if such employee. they  act as henchmen of the  leaders. when running into the canteen. can become complicit  in the offenses and other  misdeeds. he/she will easily run to a nearby store.Unstable Getting into peer groups. Все ТИПТОП© For example.  complete disinhibition is often  noted. even if he/she will not meet the terms of his/her lunch break. . Such people are  prone to emotional outbursts. cannot buy anything.

They execute their tasks reluctantly and nonscheduled.  In general such person is unreliable as he/she can quit on at any moment. . but discreet control. That is why they need constant.UNSTABLE Attention of an unstable person at work is often distracted for a long time. their knowledge is not organized.

.situations in which it is necessary to take certain decisions and take responsibility for them. . especially if it is needed for a long time.situations of limiting of communication with people who are also seeking for entertainment..situations of strict subordination to disciplinary requirements. . .situations of prolonged effort and concentration of efforts at a specific job.


darkness. The critical period. This is due to the need to answer for oneself and especially for others. . At the same age various phobias arise – fear of strangers. and that is one of the most difficult tasks for a psychastenoid. fear of staying home or behind a closed door alone. along with some timidity and fearfulness. is the work start.Type 11. etc. Psychastenoid In childhood. such people obtain the tendency to reasoning and “intellectual interests” not typical for their age. when psychasthenic traits begin to appear with an unusual force. new things.

tendency of fulfillment of the promises made.Psychastenoid Dominant traits: lack of confidence and anxious hypochondria. discretion. VS . honesty. balanced mood. selfcriticism. Attractive traits: neatness. seriousness. fear for their future and future of their relatives. confidence.

I can become ill. “something bad may happen” (a dog can bite me or someone from my family. the presence of obsessions. fears. a certain formalism. soul-searching. The concerns can be addressed mainly to the possible event. etc. lack of initiative. tendency to endless speculation.Psychastenoid Repulsive traits: indecision. even which is hardly probable in the future. .).

considering them as the panacea for all woes. . etc. without retreating a single step from the original plan. everything will be fine. he/she will spit three times over his/her right shoulder. Another form of protection from the constant fears is the conscious formalism and pedantry. which are based on the idea that if everyone carefully considers everything in advance.Psychastenoid  A psychastenoid person believes in superstitions: wears shoes beginning from the right leg..  Therefore. then nothing bad will happen. they make great helpers in planning the project as a whole and risk management in particular. foresees and then acts. if he/she stumbles with his/her left foot.

but how to avoid possible mishaps and troubles.The main source of problems of people of this psychological type: fear of responsibility for himself/herself and for others. a psychastenoid starts to act immediately. because he/she is afraid of himself/herself – “what if I decide to change my mind?”. Such people are very hard to accept practically any decision. they doubt whether all the circumstances and possible consequences are taken into account. But if the decision is made. . However. they are thinking not about how to succeed.

He/she remembers the smallest details of the relationships and sincerely appreciates the attention. shy. . he/she does not have many friends. but his/her friendship is “for the ages”. In relations with old friends he/she values the deep personal contact. A psychastenoid is constraining.Peculiarities of communication and friendship. and afraid to establish new contacts.

. For a long time he/she verifies the received result with the reference books. A psychastenoid is able to work  without raising his/her head. for a  long time. dictionaries. asks him/her. fearing to upset his/her close  persons.The attitude to work. he/she calls a friend. encyclopedias. etc.  persistence and perseverance. showing  uncharacteristic determination.

executive officers.How to manage psychastenoid? Let them be experts/reviewers/auditors!  A psychastenoid. tidy. Such people prefer a quiet. accurately and on time. usually. who performs any work neatly. reviewers. if the task is specified and the manual clearly regulates the procedure of its implementation. calm work. They make great auditors. They are great helpers for project planning and risk management. . is a subordinate.

THE MONITOR/EVALUATOR This important role for making management decisions on the project is perfect for a rigid person. As a rule. . the rigid people do highly critical thinking and ponder problems for a long time to pay attention to all the factors. In this role the rigid team member team will be insightful and analyzing.

.situations when it is necessary to make independent decisions.situations of performing tasks without clear guidance and instructions.situations of a direct criticism of the employee or his/her behavior. . .situations of quick switch from one task to another. . . .How to manage psychastenoid? How to avoid conflicts with them? The list of conflict situations shall include: .situations of prolonged physical or psychological overloads.situations of anxiety or fear.

no mockery or suppression of the initiative of the employee. . When establishing contact. when there is no need to independently make responsible decisions. his/her readiness to decide and subsequently act in accordance with the decisions. one must support any positive initiative. pre-regulated work are favorable. when dealing with this psychological type one shall not appeal to his/her sense of responsibility. you should first encourage the employee to give him/her the opportunity to remember and to tell about those situations in which he/she could prove himself/herself a decisive person. During the meeting a person should encourage strong statements of the employee.  The situations of calm.How to manage psychastenoid? Therefore.



Pleasant words. give a cheerful tone to the conversation.LABILE Often catches cold. Such people are able to become gloomy because of unflattering words. unfriendly look. but only for as long until the next “accident” spoils everything. a new suit or a book. hence – sore throat and other infectious diseases. . good news can lift his/her mood.

From state of mind at the moment depends almost everything: appetite. . Attractive traits: sociability. and working efficiency.LABILE Dominant trait: extreme variability of mood. which is changing too often and too dramatically because of tiny reasons (noteless to others).  sensitivity and affection.. and overall well-being. And this attachment  is retained despite the variability of his/her  mood.. who  loves and cares about. and the desire to communicate. sincerity and  responsiveness (during periods of high  spirits). kindness. Labile people are distinguished by  deep feelings. sincere affection to those with  whom he/she has a good relationship. sleep.

 During a simple conversation he/she can burst. offensive. The main source of problems of people of this psychological type: emotional rejection from significant people. loss of loved ones or separation from those to whom he/she is bound.  impaired  self-monitoring.LABILE Repulsive  traits:  irritability. Peculiarities of communication and friendship. he is ready to say something impudent. fall into  tears. If he/she is happy with his/her life.  propensity  for  conflict  (during periods of depressed mood). if he/she is upset and not satisfied with life. Depending on his/her mood.  irascibility. . he/she establishes contacts with great desire. the contacts are drastically reduced.

from little replica of a person with whom he/she is friendly. lead to the rupture of friendly relations. . can be quite easy to identify “good” and “bad” person.LABILE Mood changes frequently. in case of accusation of others – to protect and cover him/her. to comfort him/her. Conversely. to lift the mood. desire to do something good for him. to tell something interesting. and in moments of excitement – to share delight and fun. Prefers to be friends with those who are able in periods of slowdown in the mood to distract. A simple note addressed to the employee can cause depression. He/she is capable of loyal friendship. He/she has a well-developed intuition in relation to people. the words of a friend can significantly improve mood. induce a rapid surge of energy. choosing his friend.

but it does not go into arrogance and complacency. The unpredictability of behavior and reactions to remarks and requests of directors. The attitude to work. appreciation.LABILE Very sensitive to signs of attention. which he/she is really happy. In response to a comment they can laugh and joyfully to undertake the correction of this error. . These employees are characterized by extreme variability. but it is possible and tears and irritation and reluctance to obey lawful requirements of the head. praise and encouragement.

. to forget about his/her bad mood. The periods of severe mood changes is not subject to him/her. labile employee is able to switch. it drags. Working.LABILE Knowledge of employee labile is superficial and unsystematic. this is only possible if the work interested him/her. as it cannot manage by itself and not amenable to control by managers. not boring. This is one of the conditions of its prevention of bad mood.

attention. his/her behavior. situations of threat of punishment. situations of absence of success. situations of criticism of the employee. situations of infringement of dignity. and he/she is suffering). recognition. . fear of anything or anyone. situations of disharmony to his/her mood (all are having fun.The list of conflict situations shall include: situations of strong competition.

it becomes available for productive contact. Usually this psycho after the emotional response comes mental relaxation. mutual understanding the need for labile. finds sympathy. in this state. Desirable is the close emotional contact with full disclosure of his experience.SYMBIOSIS Maintaining close and trusting contact. . This is possible if the employee sees the friendly approach.



Not much different from their colleagues. Dominant traits: the succession of two opposite  States — hyperthym and hypothym.. i. Their characteristic feature is a periodic (duration from a few days to a week or more) phase shifts of mood. but sometimes gives the impression of hyperthym. the periods can be unusually noisy. always something making. . cyclical changes  in emotional background (periods of elevated mood  alternate with phases of emotional recession).e. And then again becomes calm and "controlled" by an employee.

today it is not obtained. or requires incredible effort (in times of recession the mood. cheerfulness. sadness. . lack of energy — all goes wrong.Mood cycles The initiative. when it is similar to hypothym). sociability (in the periods of mood elevation when he looks like hyperthym). something that is easily worked yesterday. dreaminess. lethargy.

excessive defensiveness and fault-finding of others. outbursts of irritability. risk and adventure. entertainment and the contacts lose their former attractiveness. and communicate. indifference. Companies are starting to irritate. . imbalance.CYCLOID Repulsive traits: inconsistency. For a period of time the cycloid can become a stay-at-home person. During the recession it becomes harder for him/her to live.

 his/her  organism.  even a day or two ago all  perfectly worked. and today it is not a  game.  especially because there is  nothing to compare. and the cycloid  himself doesn't know what to  do. You only need to wait out this recession. He/she responds at everything with comments of dissatisfaction and rude.CYCLOID Errors. reluctance to see  even loved ones. and the coach is  unhappy. minor annoyances  that happen during this  period because of poor health. And it depresses him/her. because he/she understands that some time will pass and all will again be well. as before. even though deep down he/she is upset for these sudden changes. But there is no feeling of despair. . all will turn out. can't understand  irritation. such as in  sports. After all.  he/she will not know  himself/herself.  they experienced very hard.

Relationships with people are of a cyclical nature: the urge to communicate. new acquaintances.CYCLOID Peculiarities of communication and friendship.  The main source of problems of people of this psychological type: emotional rejection by significant busy life and a fundamental break with stereotypes. forgive the outbursts of irritability and defensiveness. even with my closest friends (“all of you I was tired”). unwillingness to communicate. reckless bravado replaced by isolation. Really prefer to be friends with those who are well aware of the inevitability of change in the relationship for some time and are not offended by this. .

as long as it's interesting). . will find the cause for complaint and irritation).It is hyperthym (anything goes well and it turns out. hypothym (dissatisfied with any proposed work.

situations of claims. harassment and failure. situations in which it is necessary to depart from the established stereotypes. especially in the stage of decline. . situations of psychological overload.situations of unexpected instructions and requests that are contrary to the mood of this moment. situations of sudden change in the usual condition. habits.

  and use the option that best  corresponds to the cycloid at the  moment. as relates to  themselves and others in the moment.How to manage a cycloid? It is necessary to avoid high loads. When establishing contact with such a  person it is important to understand  what he now feels. you should consider several  options for assignments. To do  this. .  Only then can you start a meaningful  conversation.  especially in the stage of decline. instructions.

 it is not necessary at  this time to try to influence him.  it is better just to give him a warm  psychological support to help cope with  loss of strength. you need to talk to him about what he should do to understand its own characteristics and more in control of yourself. . If the employee is in the decline phase.How to manage a cycloid? If he is in the stage of recovery.


the absence of permanent recognition. public approval. or not interested in the subject. the situations in which the employee has to submit to the will of other people. routine work. situations that cause him/her to think about some household stuff. situations of forced prolonged dialogue with different people who do not share the interests.PARANOYD situations in which his/her case has been criticized. . especially non-reputable situations in which he/she has to deal with "trifles". public insignificant activities. to solve everyday problems.

keen as he/she was.It is advisable to formulate a meaningful purpose for the paranoid and to direct all his/her energy to its achievement. In the beginning of the conversation with the employee it is advisable to note the importance of the cause to which he/she devotes most of his/her life. if he/she doesn't see in you a kindred spirit. so he/she could recognize you as someone whose opinion is significant for him/her. to ask to formulate the goals that he/she sets himself PA the near future. You should not sneer at his/her prospects. to celebrate achievements. a companion. can be meaningfully discuss their achievements and the plans that he/she has developed to achieve its goals. Such an employee is rather difficult to establish a productive contact. . So it takes time. the General idea.

Paranoid consummate generators of big ideas and innovative approaches to solving complex problems. paranoid becomes a "workaholic" all the time at work. . The rigid hierarchy. the greatest success being paranoid reach in individual creative work. They are very careful to efficiency and business process. And if his/her work is passionate. nothing exists but his/her goal and necessary to achieve the CE. the company built around him/her. as it is very difficult to work in group and especially in a large team. The whole spirit of the company is built around him/her.TYPICAL PARANOYD IN BUSINESS Classic businessman. As performers. there are clear rules for checking outgoing emails to customers. All meetings should end with a short summary.


situations in which one way or another infringed the rights and interests of the employee. power over others. long-term effort and there is no opportunity to stand out among others.Epileptoid situations that require breaking from the employee. especially if he/she has to do it yourself. limiting the opportunity for the employee to exercise his/her authority. . the situation. a situation when criticism of the actions of the employee. changing the established order and the established rules. situations in which the employee's required daily work. situation tough competition from such a strong and vigorous people.

laws. Well helps the friendly advances of his/her future success. business coach performs training programs. rules and regulations adopted by someone else. lawyer . the financier keeps monetary discipline. etc. which help the employee to prove themselves. . These employees can and should entrust the leadership of small groups.Contact epileptoid would be best to set out periods of affective tension. for example. For example. Epileptoid best Express themselves in the work related to the maintenance of order. promoting his/her real achievements. encouraging him/her in the beginning of the meeting to "speak out" on one of the most interesting topics relating to his/her work.

When they come out — the Manager must be able to quickly find them. epileptoid vindictive and a violation of the order is a bad sign. . if the other party does not fulfill the conditions. Customer-Epileptoid rigidly cuts off any discussion. all should work correctly. Everyone should know their role and doing what he/she should do. The employee-epileptoid unambiguously requires clear terms of reference and clear rules of the game. but remember. In principle. At least report.TYPICAL EPILEPTOID IN BUSINESS Employees should come on time. Any "so so" for him/her the stimulus. very bad. Chairs should stand in their places and call scheduled at 16:30. Tasks should be delegated down.. Epileptoid loves order in the relationship. Epileptoid a lot of words cannot say. he/she needs an accurate result and conclusion in two or three words.


Hyperthym the state of forced solitude deprives the employee of a free and diverse communication. the situation in which you need to abide by certain situations in which we have to indulge in something interesting. unusual. . situation that limits physical activity. new.

As hyperthym restless and energetic. rigid insistence. They should not entrust the tedious. Establishing contact with these employees is not a problem because of their openness and willingness to meet. often handing the initiative to talk to the employee (but don't forget about the distance that hyperthym can easily break. not lingering long on one topic. . In dealing with them must avoid being too prescriptive. monotonous work that requires perseverance and restricting his/her communication with people. in which free and interesting communication. entrepreneurship and leadership. which can cause a riot.It is necessary to create such conditions in which there is initiative and energy. They are usually able to respond adequately to the friendly attitude and sincere interest in the Affairs and problems that they are dealing with. move on to familiar communication style). the existence of peremptory power. Contraindicated Micromanagement. it is better to conduct a conversation in a lively and fast paced.

the thing ceases to be new. But.. the Executive can succeed almost in any business. very mobile.. Customer. as soon as normal routine work. Hyperthym often in a hurry and do everything on the go. at first it all goes in the hands. hyperthym creates a semblance of productive activity (willingly and with great vigor is at it's planning a lot of events. etc. . often smiling.hyperthym in its pure form cannot be found easily. and it helps him/her to make a career. switch to something else. Due to this — any incident. The basis of this radical is a strong and mobile nervous system with a predominance of processes of excitation. all sorts of ideas about improving the process. and in the estimates too. improving transparency and predictability of development — buries the deposition on the back burner. the project draws on personal contact with the buyer. meets. hyperthym. Hyperthym full of strength and energy. it becomes interesting. but sometimes in combination with other psychological types. there are some achievements. An optimist in life. On the other hand. but. And actually.TYPICAL HYPERTHYM IN BUSINESS A great salesman can sell ice to an eskimo. Often noisy and overactive. and he/she's ready to throw it.).



situations, wittingly or unwittingly insulting the feelings of hysteroid;
situation, even if some neglect from the people around them, and the
more deliberate disregard of his personality
situation critics of his/her achievements, talent, or abilities;
the situation where he/she is forced to be alone or limit your circle of
situation, when you cannot Express themselves fully;
the situation when it falls into the absurd or ridiculous
the situation when there are no significant events and, most
importantly, opportunities to demonstrate their abilities;
the situation in which you have to be in constant mental or physical

Given the increased pride and self-centeredness of such employees, it is necessary to give vent
to their egocentric aspirations in socially useful activities according to their abilities (for
example, public speaking).
Work for asteroid often just an excuse to socialize, the opportunity to express themselves
among people, that he/she gets the most pleasure. To attract attention, it is often necessary
not just to work well and work best.
the principle of asteroid gifted, talented people, so easily given him/her a profession
associated with creativity. It is best for him/her to work on their own, outside the team,
outside the mandatory framework.

They are very active at the meetings, produce a lot of beautiful words, require honesty and
trust ("we're partners"), blame the suspicion, suddenly invite to the theater. Exhaled an hour
after the start of the meeting, often distracted during the meeting on other tasks, but others
can't. Or sometimes allows. Actively requires to tell about the plans and details, including a
Gantt chart taking into account possible errors and solutions architecture for the next six
months. After preparation of the chart can one look to cast and kill with the explanation that
"everything is wrong" and "nothing is clear"

Hysteroid persons learn to demonstrate their achievements in a more favorable light (and especially the nervous system. tell me it's easier" The second feature of hysteroid is the ability to show themselves and their work. "too complicated. the impression formed about the person for 15 seconds and then reluctantly changing). in the future. "I'm busy".TYPICAL HYSTEROID IN BUSINESS If the customer or the head is a hysteroid — he/she tries to understand what you do. lower the sensitivity threshold help here). the impression of hysteroids is waning. convinced they have (and present) of great opportunities (create the illusion of General prosperity and guaranteed success). is forced to find what he/she is doing.e. Particularly well they do use the rule of 15 seconds (i. which is difficult to solve the problems connected with science. you will require to prepare a detailed and clear presentation. vibrant. As a rule they have and leave the main power. then do what they usually do not know . Hysteroid. and then dismiss the result — "it's not what I wanted from you". Curiously. Hysteroid person wants to look successful. Most likely this quality was born as a compensation mechanism to survive in society. They are widely declared ambitious intentions. the physical and emotional difficulties. significant.


the situation of collective or group activities.Schizoid situations requiring shifts in attitudes. especially with strangers situation that requires mental contact. situations in which it is necessary to establish informal contacts with others. . situations in which you must perform intellectual work on the predefined schemes and rules. existing habits of behavior. heart-to-heart the situation in which you have to lead others.

aggressiveness. Therefore.Establishing contact with schizoid represents a considerable challenge. the transition to informal. The key to establishing rapport is to overcome the psychological barrier. personal communication is the moment when schizoid begins to speak himself. because the more he talks. and instructions and assignments can be a high degree of difficulty. When organizing the educational process should address the deepest interest to any science and extensive knowledge of the schizoid in this area. Many of them absolutely will not tolerate attempts to "climb into the soul". when you select a fact of life in the company and it is discussed with the employee to determine and to specify the basic life position of the employee. create conditions for the realization of knowledge. otherwise it will be closed. At the beginning of conversation it is expedient to use the method "anonymous discussion". but his/her own initiative expressing certain judgments. To stop him/her at this point should not be. the more he reveals his inner world. go into your inner world more deeply. emphasizing his/her point of view on a particular problem. the easier it is to send a further part of the conversation in the right direction. . when making contact to avoid undue persistence.

since it is difficult to fulfill the conventional requirements. If the supervisor requires it. its kind of PA that perspective on normal phenomena and objects. but he/she requires an individual approach. then he/she can show all talent and all abilities. rather than formal compliance with binding rules. as a distinctive vision of the world. but not systematically. for example. Schizoid can do a lot. solving problems in a defined way (as explained in class). but still not on the self-invented schemes.The schizoid can be very capable and even talented. despite the fact that he/she is quite capable to solve these tasks in a number of unique ways. . if the schizoid sees that the leader evaluates the result of his/her work. Therefore. then such employee may work worse than others.

Puts a lot of very specialized product requirements when asked to explain why it is so long and boring starts to talk. but frequent performer. Behaves as if he's the one performers uncomprehending dolt. . Unhappy that his poorly understood. Often asks to redo some things. and most important (the scheme of distribution of money) — crawled a few words. Communication is often reduced to theoretical constructs.TYPICAL SCHIZOID IN BUSINESS An Infrequent Customer. methods of control) can be very well detailed. The specification is very complicated: the secondary portion (areas of responsibility.