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- Mediating Interpersonal and Small Group Conflict
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They create prioritized, bulleted to do lists and then check off items accomplished. They are often fact and results driven, and want the bottom line clearly defined. They often want details organized, and they tend to know exactly where things are. So conversely, they are uncomfortable with ambiguity and get annoyed by discussions that are not related to tasks at hand.
They have little patience for digressions. In extreme cases, if you ask them how they feel about an issue, they will minimize it, and be annoyed by the fact that you asked them for their feelings not the facts. A process oriented person is one who gets pleasure from working with people. They want to make people feel good about what is happening, and they see the world in terms of relationships. They tend to not be interested so much in facts as the consequences of the facts and may also be disorganized, easily loosing place of the current discussion thread.
They may care more about getting out peoples feelings than worrying about details or results. They tend to be very comfortable with ambiguity and tend to get annoyed by bulleted prioritized task lists and serial sequencing. If you ask them for the facts, they tend to want to move into relationships and concepts instead and may become annoyed that you asked them for the facts rather than their feelings.
Now, both the descriptions above are huge oversimplifications of the enormously complex arena of personality types, but it illustrates the differences and sets up the idea that both styles look at group endeavors with very different perspectives. Both perspectives are equally valid. Let me repeat that: Both perspectives are equally valid. The key element to understand is that neither the task nor process orientated person is right, they simply are differences in orientation to working in the group.
Both styles and all the others that exist need to be recognized, celebrated and then worked with as the group dynamic unfolds. Ideally your group has a good mixture of styles, and although this can seem chaotic, it is actually a very good thing, much better than if you were all one style or another. Both task and process styles really do benefit the group as long as you learn what the other needs. The meeting agenda for xyz cohousing has several issues on it and the first issue is about a process issue.
The discussion goes on and on about how people feel about a particular issue and Task Oriented Mary is getting more and more frustrated. Finally she blows up at the facilitator for wasting so much of the meeting time on this one discussion about feelings. She stomps out of the room in a huff. Another day, another group meeting. This time the agenda item is full of numbers and lists and complex papers about some development aspect. Process Oriented Mary is detached and uninvolved. Although she has opinions, she is feeling alienated by the whole depersonalization of the issues.
At the break she leaves.