Here, Emeritus Professor Ridley Kive™ has delves into the R. Kive™s and compares your bedrock principles
with how you go when locking horns.
He shows how, as the imposer, you can De Esteem™ each behaviour type (per Table 1) below by doing the opposite and how you will go if you have been De Esteemed™ - finding yourself in a position of situational low self-esteem.
He has released his legendary 'Archdeacon' monikers to Elevanto.
Self-Image: The conception that one has of oneself, including an assessment of qualities and personal worth.
Self-Esteem: A feeling of pride in yourself.
Self-Respect: A proper sense of one's own dignity and integrity.
Self-Confidence: A confidence in one's own powers, judgment, etc.
Situational low self-esteem: A nursing diagnosis, accepted by the North American Nursing Diagnosis Association, defined as "a negative perception of self-worth in response to a current situation".
Think of being humiliated or being made to look silly or feeling you are a 'Non-Person™' (having been De Esteemed™) because of differing beliefs. These include sex, politics, religion, sporting teams followed, hobbies and interests, fashion sense, vacation preferences and so forth. Included also is the situation when even if all you have is no interest whatsoever in the subject at hand. Issues over the circumstance partially or totally destroys the association with another party when 'agreeing to disagree' would preserve it.
This is generally a method of operation of the Idealists grouping - Promoter, Persuader, Agent and Investigator. Group A1 below.
This page assumes that the issue is the Vietnam War - the horror of war and the concept of conscription compared with the necessity to defend the country.
The following table shows how each behaviour pattern's self-image is based.
The following table shows the four temperaments based on observation of others actions.
[A1] Cooperative tools trying to get what they want by getting along with others and use abstract words.
[A2] Cooperative tools trying to get what they want by getting along with others and use concrete words.
[B1] Utilitarian tools trying to get what they want in the most effective way possible; tools that promise success with minimum cost and effort whether or not they observe social rules and use abstract words.
[B2] Utilitarian tools trying to get what they want in the most effective way possible; tools that promise success with minimum cost and effort whether or not they observe social rules and use concrete words.
Clients are advised that the four temperaments - Idealist, Guardian, Rational and Artisan have been identified since Plato (ca. 340 B.C.) and any debates as to these classifications should be directed to him.
You will most likely need assistance :-) This might tell you what but it will not tell you
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Bedrock Principles: Directors are perhaps the most outcome-driven of all types. They want to understand the objective, what their resources are that they can draw on and who they will work with to achieve the objective. They want to take over.
Horn Locker™: Directors can rise to high positions in organizations because of their ability to achieve outcomes within the framework of organizational constraints — they deliver ahead of time and under budget. They can clash with 'feeling' types - Agent, Promoter, Investigator, Persuader, Specialist, Counselor, Appraiser and Practitioner because they tend to believe that outcomes are more important than individuals. They may have difficulty finding innovative solutions that an Director or Inspirational might find, or implementing them, preferring to time test ways of doing things. Directors may frustrate forward facing types like the Persuader or Promoter because the big picture or overall view is often not important to them.
To make the Director De Esteemed™: Attack dependability, Attack doing good, Attack respectability.
Start with:"You cannot handle responsibility".
The Director's De Esteem™ Reaction: Conducts active and targeted revenge then blocks the attacker, never to communicate again.
R. Kive's Moniker™: The Archdeacon of High Handedness™
Bedrock Principles: Developers are the type that always leads, but are rarely leaders in the sense of popular political leaders, loved by the masses. They have a natural ability at strategy and aggression.
Horn Locker™: Developers always attempt to lead groups through formal or informal authority. They see the end objective as more important than anything else and frequently clash with almost everyone in the organisation. Often chosen when outcomes are critical. The people who want outcomes ally with them. Often loathed with passion.
To make the Developer De Esteemed™: Attack ingenuity, Attack autonomous outlook, Attack resoluteness.
Start with:"You are not capable".
The Developer's De Esteem™ Reaction: Tells the attacker to 'p**s off' or bullies and inflames the whole disagreement.
R. Kive's Moniker™: The Archdeacon of Conflict Creation™
Bedrock Principles: The Results folk have a natural ability to act according to the situation on the ground. They move effectively and decisively in the moment.
Horn Locker™: Results folk have few natural enemies in organisation. They are appealing in a fresh, innocent way and have the ability to gauge the crowd. They are excellent communicators and often find themselves in the role of the spokesperson. They look for the shortest line between two points and dislike complicating anything that could be easy. They do have conflict with types more attracted to complexity such as the Enhancer, Perfectionist, Developer and Persuader. They grow impatient with long-term strategy or complex position papers.
To make the Results Person De Esteemed™: Attack their artistic side, Attack the audaciousness, Attack adaptability.
Start with:"You are unlovable".
The Results Person De Esteem™ Reaction: Takes on the attacker and crushes and humiliates.
R. Kive's Moniker™: The Archdeacon of Domineering™
Bedrock Principles: Inspirationals use their extroverted intuition to size up situations and are usually confident of their course of action. They are technically oriented and verbally skilled. They are one of the least conflict averse types.
Horn Locker™: Inspirationals excel in organizations and as entrepreneurs. They are all about skills, expertise and they have a very advanced ability to communicate. They lead with extroverted intuition, moving in what seems to be several different directions at the same time. They dazzle many while, at the same time, confuse many others who get mental whiplash watching the Inspirational's rapid changes in direction. The Inspirational's ability to communicate and solve issues is impressive. They can and do clash with most types who want to follow a steady course as opposed to in-the-moment decisions and direction changes. Their confidence is admired and often justified, yet they clash when they come over as arrogant and all-knowing, which is nearly all the time.
To make the Inspirational De Esteemed™: Attack ingenuity, Attack autonomous outlook, Attack resoluteness.
Start with:"You are not interesting".
The Inspirational's De Esteem™ Reaction: Actively debates the issue even if it is purely for the sake of having the debate.
R. Kive's Moniker™: The Archdeacon of Mass Debating™
"The emotions of Idealists "are both easily aroused and quickly discharged."
Bedrock Principles: The Persuader is one of the types most attuned to people and groups. As moderators, facilitators and trainers, the Persuader has a finely tuned ‘sixth sense’ of the motivations and concerns of a group.
Horn Locker™: Persuaders have the best skills to interrelate both to individuals and groups. People most often feel that the Persuader understands them at a deep level and it is often true that the Persuader has an amazing ability to understand others. Persuaders can be frustrating to Enhancers, Developers, Inspirationals and Perfectionists together with Practitioners, Appraisers, Objective Thinkers and Directors in situations of conflict. This is because not only is the Persuader conflict averse, they often believe that conflict in and of itself is inappropriate and ineffective. When in charge, they can have a great sense of the appropriateness of their role and status and may find it difficult to share the limelight and decision making with others. If everyone likes them, they must be right.
To make the Persuader De Esteemed™: Attack empathy, Attack benevolence, Attack authenticity.
Start with:"You are ordinary in every way".
The Persuader's De Esteem™ Reaction: Actively and resolutely continues to promote the social justice warrior outlook without any respect or consideration of alternate views.
R. Kive's Moniker™: The Archdeacon of Liking to be Liked™
Bedrock Principles: Appraisers have the remarkable ability to manage and guide teams. They are highly organised and see disorganisation as a personal failure, although they are often patient and are skilled at picking up the pieces for things that did not get done.
Horn Locker™: Appraisers have some of the best interpersonal skills of all personality types, are conflict averse, and most always find themselves skillfully and diplomatically managing the needs of groups. Their abilities can become their disabilities in that they may place a critical problem on hold because they do not feel they have the authority to find unauthorised solutions. They often feel that their role is to work within a defined framework with an assigned set of duties and may not feel that understanding how the larger organisation works is important.
To make the Appraiser De Esteemed™: Attack dependability, Attack doing good, Attack respectability.
Start with:"You are unhelpful".
The Appraiser's De Esteem™ Reaction: Will use strong words defending themselves and wait for the storm to pass when the other side runs out of puff.
R. Kive's Moniker™: The Archdeacon of Coaching™
Bedrock Principles: Promoters lead organisations through cycles of change by engaging the people around them by their own personal charm, helping organizations to embrace the new ways of accomplishing objectives.
Horn Locker™: Promoters find themselves at the heart of most organisations. They are often in human relations departments and have the ear of senior executive teams. They can be seen leading the latest organisational initiative. They have an affinity with their own ideas and will defend the ideas that they have generated. Promoters often have difficulty staying engaged in projects through completion, often changing initiatives or jobs. They must be managed closely to ensure things actually get completed. Promoters are most successful at getting organisations to see a vision and to engage in change management during the early stages but do not rely on the Promoter to be there at the end.
To make the Promoter De Esteemed™: Attack empathy, Attack benevolence, Attack authenticity.
Start with:"You are boring".
The Promoter's De Esteem™ Reaction: Brings out an evil reaction and an "I am right" attitude in an environment of suspension of facts without any respect for alternate views.
R. Kive's Moniker™: The Archdeacon of The Short Attention Span™
Bedrock Principles: Counselor focus on getting things done through teams. They are generally 'can do' and upbeat and contribute positive energy to a team.
Horn Locker™: Counselors are often individual contributors and rarely have conflict with others. They are diplomatic, fun-loving and supportive of people in their organisations.
To make the Results Person De Esteemed™: Attack their artistic side, Attack the audaciousness, Attack adaptability.
Start with:"You are useless".
The Results Person De Esteem™ Reaction: Exchanges insults. Shrugs it off. Goes shopping.
R. Kive's Moniker™: The Archdeacon of Fun Times™
Bedrock Principles: Specialists are guided by an internal set of principles and values that are more important to them than the external day-to-day world.
Horn Locker™: Specialists tend to be individual contributors and rarely have organisational conflict. They are generally well-liked and have a defined role that they accomplish well.
To make the Specialist De Esteemed™: Attack their artistic side, Attack the audaciousness, Attack adaptability.
Start with:"You do not have any talent".
The Specialist's De Esteem™ Reaction: Silence. The attacks will not alter anything immediately. May feel terrible if internal values are attacked. Will move away, very upset. "That awful person!"
R. Kive's Moniker™: The Archdeacon of Avoidance of Change™
Bedrock Principles: Investigators are perhaps the most visionary of types. They seek meaning in human relationships.
Horn Locker™: Investigators do not often find themselves in conflict with other types as they avoid interactive teams. They are often physicians, clergy, professors and the like as these occupations are able to act independently. Conflict may centre around causes rather than committees, which the Investigator will always seek to avoid.
To make the Investigator De Esteemed™: Attack empathy, Attack benevolence, Attack authenticity.
Start with:"You are unworthy".
The Investigator's De Esteem™ Reaction: Tactlessly defends the social justice warrior outlook and may confuse facts with beliefs. Intolerant of alternate views, may tell the attacker to 'f**k off', but then likely to move on from the event.
R. Kive's Moniker™: The Archdeacon of Independence™
Bedrock Principles: Agents are extremely insightful about people and share their insights with only the people they trust.
Horn Locker™: Agent are generally very talented people in organisations and can excel in technology design and project management (although Prof. Kive has yet to experience the last one). They have outstanding technical and interpersonal skills. Because they generally have strong boundaries and personal definitions that they do not articulate to others, they often confuse the 'judging types' - Investigators, Persuaders, Enhancers, Directors, Practitioners, Appraisers, Perfectionists and Directors who do not understand how they want to be engaged. Since they have strong inner expectations, they can be desperately unhappy or offended and no one knows why. Agents can be very difficult people to manage. Once they disconnect from people and situations, they are difficult to reconnect with. There is no more insightful and able person if an Agent is engaged in what they are doing.
To make the Agent De Esteemed™: Attack empathy, Attack benevolence, Attack authenticity.
Start with:"You are not a good person".
The Agent's De Esteem™ Reaction: Actively and resolutely promotes the social justice warrior outlook without any respect for alternate views. "How dare you disagree"!!
R. Kive's Moniker™: The Archdeacon of Space Cadetship™
Bedrock Principles: Achievers are natural observers. When they see a problem in their general surroundings, they have already been observing it and step forward to solve it.
Horn Locker™: Achiever have few natural enemies among other personality types in organisations. They are normally conflict averse, socially skilled and have an easy wit. Since their work style is reactive in the best sense of the word, they are natural troubleshooters and problem solvers. They run into problems with 'judging' types - Investigators, Persuaders, Enhancers, Directors, Practitioners, Appraisers, Perfectionists and Directors who require advanced planning. They do not do well in strategy meetings or long term planning roles and may become withdrawn in most types of long range planning meetings. They do not react well to hierarchies or chains of command.
To make the Achiever De Esteemed™: Attack their artistic side, Attack the audaciousness, Attack adaptability.
Start with:"You cannot figure anything out".
The Achiever's De Esteem™ Reaction: Will be passive aggressive and hold the other side to the facts. Have the attitude of 'do not mess with me'.
R. Kive's Moniker™: The Archdeacon of Work / Life Imbalance™
Bedrock Principles: Practitioners are intensely committed to individuals and small groups with whom they have formed relationships. They are nurturing in their approach and work steadily to fulfill their needs.
Horn Locker™: The Practitioner may clash with types that put organizational progress above people. The Practitioner may be firm allies with 'feeling' types - Agent, Promoter, Investigator, Persuader, Specialist, Counselor, Appraiser and other Practitioners who believe that rules should take people and situations into account. They may clash with the Developer, Director and Inspirational who are more likely to put the organization above the individual because they believe it protects the greater good of people, even if it hurts a few people.
To make the Practitioner De Esteemed™: Attack dependability, Attack doing good, Attack respectability.
Start with:"You are unreliable".
The Practitioner's De Esteem™ Reaction: Gets very upset if it places the Practitioner not as the expert. Might sympathise with some of the attacker's points.
R. Kive's Moniker™: The Archdeacon of Apparent Expertise™
Bedrock Principles: OTs begin making sense of any situation by gathering and interpreting data. They are the 'gate keepers' of organisations. They want data to justify decisions. Past performance indicates future success. Traditions are to be respected and rules are to be kept.
Horn Locker™: OTs tend to clash with those who are future oriented and often unimpressed with past data. These are Agent, Promoter, Investigator, Persuader, Enhancer, Developer, Perfectionist and Inspirational. These intuitive types may see the OT as an obstructionist to progress.
To make the OT De Esteemed™: Attack dependability, Attack doing good, Attack respectability.
Start with:"You are inconsistent".
The OT's De Esteem™ Reaction: Considers the attacks not to be very nice. Stares back and leaves.
R. Kive's Moniker™: The Archdeacon of Data™
Bedrock Principles: Perfectionists are intellectually oriented people and like to 'get to the bottom of things'. Their mental tendency is to go to the heart of things to examine underlying detail.
Horn Locker™: The Perfectionist is able to drill down into projects, issues and situations to find those elements that do not line up with the overall plan. They can be excellent educators and writers. Perfectionist can run foul with outcome oriented types, such as the Director and the Developer, together with other types that have conflict with the Perfectionist when they feel that the Perfectionist wants to call back the train after it has left the station. Perfectionists never feel it is too late to have that post-mortem meeting or to begin at ground zero again.
To make the Perfectionist De Esteemed™: Attack ingenuity, Attack autonomous outlook, Attack resoluteness.
Start with:"You are not very smart".
The Perfectionist's De Esteem™ Reaction: Seeks understanding. May be recruited as a first follower in some sort of movement after questioning labels such as 'conscientious objector'.
R. Kive's Moniker™: The Archdeacon of Mad Science™
Bedrock Principles: One of the brainiest of types, Enhancers find and use abstract models to explain physical reality. They do not so much create concepts. They look for simple and elegant models and then apply them.
Horn Locker™: Enhancers gather great backing in an organisation because of their intellectual ability to grasp complicated issues and to suggest elegant solutions. They tend to be the 'ivory tower type'. They may come into conflict with action types such as the Director, Results, Appraiser and Counselor who value action over intellect. The Enhancer's interest is infinite, but not their attention span. They may become suddenly disinterested in a project or initiative.
To make the Enhancer De Esteemed™: Attack ingenuity, Attack autonomous outlook, Attack resoluteness.
Start with:"You are not insightful".
The Enhancer's De Esteem™ Reaction: Gives the Death Stare. Drops the attacker without any remorse or protestations of goodwill and the attacker may as well never have existed if the records are ever dug out from the R. Kives.
R. Kive's Moniker™: The Archdeacon of Self-Sufficiency™
The following table indicates who tends to use the language of the Democratic Party or the Republican Party. If you ever want to understand why the Idealists and Artisans do not get along with the Guardians and Rationals get them in a room and discuss the issue of solar versus nuclear power. Other than for Promoter and Objective Thinker, not in any order of magnitude.
"If, as I believe, our personality type shapes our political opinions, then it’s easier to see why political discussion is so difficult. When someone presents an idea to us that disagrees with our fundamental beliefs about how the world works, it chafes against the very nature of our sense of self. This opens us up to being more influenced by fake news, confirmation bias, and propaganda; we’ll seize anything that helps us to feel at ease with the opinions we innately hold as part of the very core of who we are."