The Seven Dwarfs (or Dwarves; whatever)

I thought of the word “group behaviors” which have been taught to us from college under the subject corporate management. In fact I already read a couple of articles about these. Most of them are quite far from my likings of digesting more of it up to my brain. They’re quite in a broad spectrum and not really that spectacular to share. Let’s just say, I am really sick and tired of reading any other corporate management books or maybe I am just getting my head off even just reading the word ‘corporate’ and ‘management’ together just in the cover. But something just broke in the monotony of my itsy bitsy scanning of ‘ukay ukay’ books on sale. It is a book by Executive Solutions Inc. I think they are a group of people that focus studies of personal behaviors of individuals at work. The book although quite old and somewhat outdated, simply just tells the personalities of the Seven Dwarfs. (The plural of ‘dwarf’ should be dwarrows. I don’t know why language through the years just accepted the plural to be ‘dwarfs’ based on this Disney classic. Tolkien likewise contributed to the confusion as he created the word dwarves to suggest a much more antique-sound plural name.) Well this is out of our fairy tales or any cartoon stuff we often spared more that half our lives when we are kids. The book literally enumerated several attributes of the attitudes of these seven dwarfs in the workplace. I was totally dumbfounded when I read their respective unique descriptions.

I made a summary of the whole text and try to reflect a bit from the long descriptive see of gray of personalities each individual dwarf possess. Naturally, each one of them is unique and has its own weaknesses and strengths. Their characters somewhat clutter if you would try to mix them up in a certain crowded place. Again, they clutter. They are what it seem to be different forces of nature so to speak. And I believe that each one of us has a character from one of these dwarfs.


THE SEVEN DWARFS OF A WORKPLACE

BASHFUL.

Generally at Work:

Bashful always looks shy
Bashful may actually blush when spoken to
Bashful also may avoid eye contact, look down, bow their head a little bit
Bashful may avoid looking at group leader, hoping not to be called on.
Bashful may try to hide in the middle of the group
All Bashfuls are generally quiet
Bashfuls wait to hear others' views before expressing theirs

In a Meeting:

Bashful speaks in a muffled voice; it's hard to hear
Bashful will not express opinions unless called upon
Bashful expresses incomplete opinions and allows others to finish sentences
Bashful waits to hear everyone else's ideas and then may change what is written on their paper (seeks to conform)


Why are they like that?

Bashful may be afraid of being exposed and/or humiliated
Bashful may have some socially unacceptable secret
Bashful-dwarf type may feel ashamed
Bashful may not have had enough experience being listened to carefully. May have grown up in an environment where their talk was not encouraged. Feels it is inappropriate to talk or take center stage.

How team leaders must manage Bashful?

1. In the initial go-round, ask an easy question which guarantees a correct response, "How long did it take to get here" What's your pet's name? How many siblings do you have? This creates a quick sense of confidence in being able to give the right answer.

2. Pair them with another person - they come out of their introverted style somewhat when they are paired up with another person that they have to help

3. Give them time to jot down their reactions before calling upon them (so they can prepare a non-embarrassing response) Ask them to read what they wrote (vs. paraphrase.)

4. Ask them what they have observed in the group (since they have probably been busy collecting facts).

5. Give them recognition for their attention to detail and recall of facts

6. Avoid asking them to respond in an impromptu manner

7. If you can anticipate that your target will have a number of Bashfuls, you might consider giving them a homework assignment so that they can think through the subject at hand before attending the research.




DOPEY

Generally at Work:

Dopey tend to be quiet and reserved, and difficult to get to know well but are very flexible, have a simple sense of humor which they use in tense situations.
Dopey is resourceful and take care of the group by neutralizing tension.
Dopey is good attention payer.
Dopey is very aware of his senses, the way things look, taste, feel, and smell.
Dopey dwarf people are kind, gentle, and sensitive in their dealings with people.
While they come across as being carefree and lighthearted, they actually take life very seriously, although they are uncomfortable with theorizing.
Good at looking for practical applications.
Dopeys have no desire to lead or control others, but feel compelled to interact when people they care about may be hurt.
Dopey tends to show his concerns through actions rather than words.
Dopey-dwarf type tends to be artistic.

In a Meeting:

Dopey looks interested but only speaks when called upon
Dopey tries to hide in the middle
Dopey-dwarf person parrots the expert
Dopey smiles self consciously
Dopey may try to crack a self deprecatory joke
Dopey says, "I don't know," "I'm not sure," or "maybe"
Dopey tries to get away with never registering his own opinion
If writing responses, dopey will try to scratch out "wrong answer" after hearing answers

Why are they like that?

Dopey is afraid of being blamed
Dopey is unwilling to take responsibility for his ideas
Dopey has fear of being called "stupid"
Dopey tends to put down his own ideas internally
Dopey would really like to be seen as having worthwhile thoughts but too frightened to risk it

How team leaders must manage Dopey?

Let dopey know that the results of the work in the group will have practical applications and benefits to others.
Give him freedom to respond to the questions in his own way on paper. All answers are good answers
Let dopey dwarf draw his ideas on paper
Laugh at Dopey's jokes, if at all possible



DOC

Generally at Work:

Doc dislikes seeing mistakes repeated, and have no patience with inefficiency.
Docs naturally have little patience with people who do not see things the same way as they do.
Doc-dwarf people are naturally born leaders
Docs make decisions quickly
Doc-dwarf people are very verbal about their opinions
Docs are driven to accomplish
Doc can be a forceful, intimidating and overbearing individual.

In a Meeting:

Doc announces his expertise very early in the meeting
Doc sits opposite the leader
Doc tries to take over leadership
Doc answers every question, reminding group of his status
Doc calls for consensus from others on his views
Doc asks rhetorical questions
Doc is intimidating to other group members
If there are other docs in the group, it creates a competitive atmosphere
Doc avoids talking about feelings
Doc only willing to discuss pure facts
Doc-dwarf people interrupt other meeting members
Doc talks loudly and aggressively
Doc is contemptuous
Doc is often nitpicking and perfectionist

Why are they like that?

Doc feels inadequate. That's why he's always "on" and needing to prove himself
Doc afraid of being found out - he thinks he's not really smart/informed
Doc feels compelled to perform
Doc wants to be loved for who he really is
Doc would just like to relax and be accepted without having to work so hard

How team leaders must manage Doc?

1. Create a well organized meeting where definite guidelines are set
Engage doc-dwarf people in creative problem solving
2. Let them know that their input will help control and perfect whatever the results are so that things will run more smoothly
3. Allow them to express their opinions on paper first and call on them to read their response when it makes sense to you as leader
4. Maintain focus in the group NOT on Doc but still appreciate Doc as well as giving credit to other group members (and other dwarf-types) as a creative, hard-working team
5. Ask Doc for his advice in how to solve any problem in the group by jotting down his thoughts about it, and then calling on him to share it later.
6. Acknowledge his special expertise
7. "Take pressure off him" by saying: We don't want to give Doc our jobs by counting on him to answer all our questions
8. And ofcourse, call on him last.



GRUMPY

Generally at Work:

Grumpy likes to see things running smoothly and systematically with their eyes constantly scanning their personal environment to check it again and again
When bogged down by stress, Grumpy often feels isolated from others. They feel as if they are misunderstood and undervalued, and that their efforts are taken for granted.
Grumpy values competence, efficiency, and likes to see quick results
Grumpy charges people, knowing what he expect and having no tolerance for those who don't give it to him
Grumpy is self confident and assertive
Grumpy-dwarf people need to know what the standards are for any assignment so that they can meet their expectations

In a Meeting:

Grumpy often disagrees or says, "No"
Grumpy may sit with arms crossed backed away from table
Grumpy looks annoyed, mild sneer, raised eyebrow
Grumpy is negatively critical or judgmental of whatever is being tested as well as other group members' ideas
Grumpy is suspicious and distrustful
Grumpy may be argumentative and hard to control
Grumpy avoids expressing real thoughts and feelings because he is too busy arguing.
Grumpy makes others feel uncomfortable about their opinions
Grumpy overpowers the group

Why are they like that?

Grumpy is afraid of not being liked
Grumpy wants to be seen as a "good boy"
Grumpy desperately needs attention, but afraid to give over control or power of rejection to another person/authority
Grumpy longs to be part of the group but afraid of being engulfed
Grumpy defiantly asserts his independence

How team leaders must manage Grumpy?

1. Create a situation where they will see logical results
2. Grumpy-dwarf people make great leaders of debate teams. Utilize them as a resource to marshal support for a particular argument or sales pitch.
3. Enlist Grumpy's help/give him a task like handing out paper
4. Give praise
5. Restate Grumpy's hostile question or comment and open it to the group
6. Stand to his left
7. If necessary, anchor silence
8. Decrease eye contact


HAPPY

Generally at Work:

Happy always laugh even nothing is really funny
Happy is very likable, warm, and energetic
Happy is supportive to the leader, group members, and task at hand
Happy responds quickly to request from leader to do an exercise or help out
Happy completes any assignments given unbelievably fast
Happy nods affirmatively and expresses positive interest
Happy smiles a lot at everyone, particularly the leader
Happy frequently tries to catch leader's eye, and tries to maintain eye contact with leader
Happy takes seat to the leader's right if it is available
Happy generally agrees with the leader

In a Meeting:

Happy is overly cooperative
Happy likes everything; gives high ratings all the time
Happy says, "Yes, I agree, me, too!"
Happy tries to guess right answer and complies with imagined correct response
Happy is focused on leader vs. materials or others in the room

Why are they like that?

Happy has fear of abandonment
Happy wants to show self as unique
Happy is terrified of rejection same time
Happy is afraid to risk loss of love to assert his ideas


How team leaders must manage Happy?

1. Reconfirm interest in divergent responses - for example: "You can only please me by helping me do my job, which is to ensure that all opinions are expressed. We need the whole picture even if there are some aspects you think might be insignificant."
2. Remind group of the value of the individual
3. Praise difference of opinion
4. Move away from him to give him freedom to disagree
5. Maintain approving eye contact


SLEEPY

Generally at Work:

Sleepy is attracted to motorcycles, airplanes, sky diving, surfing, etc. or anything far from work.
Sleepy do not believe in or follow rules and regulations, as this would prohibit their ability to "do their own thing".
Sleepy is rational and logical
Sleepy uses understanding in a hands on way (making great mechanics or having strong technical skills)
Sleepy values privacy as well as adventure

In a Meeting:

In a meeting sleepy dwarfs may be daydreaming about being out on a motorcycle, in an airplane, skydiving, or surfing. Because they become bored rather quickly their reveries are about these types of escapes.
Sleepy is unresponsive
Sleepy acts bored
Sleepy daydreams
Sleepy stares out the window
Sleepy sits back from the table
Sleepy tries to hide in the middle
Sleepy yawns
Sleepy eyes actually start to close
ZZZZZZZZZ….


Why are they like that?

Sleepy feels isolated
Sleepy is afraid there's no room for his feelings
Sleepy doesn't expect anyone to be interested
Sleepy becomes passively aggressive - sleepy and bored
Sleepy wants to be important and recognized
Sleepy hasn’t got enough sleep.

How team leaders must manage Sleepy

1. Energy circle
2. Stretching
3. Remind sleepy that ‘unconscious behavior’ at work will not help you solve the problem
4. Ask sleepy dwarfs how a new problem-solution design would work in front of all.
5. Try asking questions about lively, sensational activities (skydiving, race car driving, mountain climbing, etc) to gain their attention. When successful it provides MORE energy and enthusiasm to everyone in the group
6. Point out connection between sleepy and other member, "Sleepy, both you and _____________ seem to feel___________"



SNEEZY

Generally at Work:

Sneezy is always sick and want to undergo sick leaves as always however they are organized and methodical
Sneezy has strong sense of duty so follow through on tasks assigned
Sneezy takes pride in his loyalty and faithful dependability
Sneezy is very honest and respect the rules of the group

In a Meeting:

Sneezy sits to the moderator's left
Sneezy might look sick - red nose and eyes, droopy
Sneezy lets group know how bad he feels
Sneezy disrupts by constantly coughing, sneezing, blowing his nose, clearing his throat
Sneezy interrupts with complaints about environment - - too hot, too cold, too drafty
Sneezy says, "Yes but..."
Sneezy is usually absent because he is sick.

Why are they like that?

Sneezy feels powerless
Sneezy cannot get needs met directly
Sneezy is afraid no one cares about him
Sneezy is unable to express anger or disappointment
Sneezy manipulates with illness or problems to be noticed or taken care of

How team leaders must manage Sneezy?

1. Be clear about the rules and guidelines for the group
2. Give rewards for those who don’t use their sick leaves.
3. Since they are great at remembering facts and details, refer back to them about those particular aspects for clarification
4. Avoid asking them about their usual sickness
5. Give them some responsibility in the group
6. Let them be the leader's helper
7. If appropriate, put Sneezy in front and make him review past meetings
8. Let him know that you care about him


Conclusion:
I know we are still a diminutive but fighting people with our little mining stuffs at work. We all want to feel important, to be accepted as unique individuals to be valued and loved as part of the working team. Nevertheless, as we all slowly marching in with heigh ho’s to work everyday, there are still instances that our own imperfections thrive to come out of our closets; decelerating our work habits, affecting our own little selves just because of those individual wayward attitudes of our team mates.

We are indeed different in our own little ways. We have our respective principles and personal perception of how we view life as a whole. And what more in our respective work stations. It is in great way out that to uphold our little selves we tend to seek for our acquaintances, form groups that would be like gaps; divisions to a united seven dwarf –contained team. However let us still work together with our axes, shovels, and other mining stuffs like real professional dwarfs who made it to beat the evil Queen.

We must just continually strive to accept and embrace our differences using our own little beating hearts.