| If you have drivers who highly religious, who put | | | | keep moving |
| their spiritual beliefs above all else, who are | | | | *Show a strong sense of group support and |
| systematic and orderly, who more often than not | | | | identification |
| "practice what they preach" - then you're dealing | | | | *Honor events that build on a sense of quality, |
| with someone high in the Traditional value. If you | | | | history, or tradition |
| understand what it means when someone has | | | | Keys to Managing and Motivating |
| this as their highest value, you can manage them | | | | Here are tips on how to get the most out of |
| very effectively. | | | | these highly disciplined people: |
| Traditional Value: A Passion for Order | | | | *Tell them why they're responsible for a specific |
| Drivers high in the Traditional attitude are | | | | job; if it makes sense to them, they will have a |
| passionate about having unity, order, and tradition | | | | positive attitude toward it. |
| in their personal and professional lives. In fact, this | | | | *Maintain routine to maintain accuracy. |
| attitude is often referred to as the Regulatory | | | | *Listen when they want to alter procedures as it |
| value. These drivers are seekers of truth and | | | | may benefit the project at large. |
| generally have a strong belief system and | | | | *Don't present criticism in front of co-workers. |
| correctness about how life should be lived. | | | | *Put assignments in writing so they can stay on |
| Their system can be found in the church, or in | | | | track and focused. |
| conservatism, or any authority that has defined | | | | Training and Professional Development |
| rules, regulations, and principles for living. Even | | | | In a training environment these drivers: |
| those who have non-traditional spiritual beliefs tend | | | | *Prefer individual activities or those with high |
| to make these beliefs their top priority. | | | | structure, detail, or protocol |
| General Characteristics | | | | *Tend to be well disciplined in learning and |
| Here are some qualities you'll notice in drivers high | | | | professional development situations |
| in the Traditional value. They: | | | | *Like knowing why a learning project is being |
| *Have a very high drive for traditional practices | | | | initiated and why they need to be involved |
| and procedures | | | | Continuous Quality Improvements |
| *Are highly organized on projects | | | | Areas in which those high in the Traditional value |
| *Accept the established perspective regarding | | | | may need coaching and mentoring: |
| rules, regulations, and procedures | | | | *They need to learn to allow for flexibility when |
| *Believe in obedience to the promises they make | | | | needed. |
| *Desire a high degree of structure and want the | | | | *Make them aware when others on the team |
| authority to control the structure | | | | think they're being overly rigid. |
| *Pay strong attention to quality control issues and | | | | *Help them to be more accepting of changes in |
| procedures | | | | methods or procedures. |
| Value to the Organization | | | | The best way to retain good drivers high in the |
| Here are some of the strengths of drivers with | | | | Traditional value is to appreciate their adherence |
| the high Traditional attitude. They: | | | | to the rules and recognize their strong desire for |
| *Help bring structure to any project, task, or | | | | order and tradition. At the same time, help them |
| assignment | | | | be more accepting of those whose beliefs differ |
| *Can organize tasks very effectively | | | | from theirs. |
| *Stay on top of projects and make sure they | | | | |