WEEK 1 GOAL 1
For no additional cost, this unique learning setting enables you to:
toward a similar goal
improve the way
you perform back
on the job
Don’t miss this incredible opportunity taking place in
Washington, D.C., October 23-27.
Break away from your daily routine and join ATD Master
Series facilitators, program alumni, and experienced talent
development professionals for this week of peer-to-peer
interaction, practice, and proving your ability.
All four ATD Master Series programs will be offered
in one place with an additional day of content,
collaboration, and solutions-oriented learning.
Learn more: www.td.org/2017mastersweek
on other aspects of people’s personalities, like sense of humor, intellect or
friendliness. Still, it’s hard for upholders and rebels to work together. They
see the world differently, so there will
be conflict. The more the upholder
wants to put something on the calendar, the more the rebel will resist it and
insist on spontaneity. You don’t want
a whole team of questioners, either, or
you get analysis paralysis—the inability
to move forward in the absence of “
How can HR use knowledge of these four
tendencies to do their jobs better?
Anticipate the structure that will allow
people of all types to thrive. Obligers need outer accountability, such as
deadlines, reminders and supervision.
Questioners need justifications, including information on why they are being
asked to do something. Rebels require
freedom in how they operate. Upholders
do best when it’s clear what the expectations are and they are not asked to make
last-minute changes. Conflicts become
easier to navigate when you understand
What is “obliger rebellion”?
It’s when obligers continuously meet
expectations then suddenly snap and
refuse to take on any more. When that
happens, it’s an HR problem. For exam-
ple, an employee who has always been
reliable might come to you one day and
say, “I’m sick of this place. I’m leav-
ing in two weeks.” Obligers are often
exploited, so you need to watch out for
that: Is work distributed equitably? Are
people taking vacations?
Are there business advantages of a
Absolutely. Happier people are more
likely to help others, have more energy,
and be better leaders and team members. They even have stronger immune
systems, so they’re not out sick as much.
And people prefer to be around them.
What’s the key to happiness at work?
Having a real friend on the job. It’s also
good to help others and foster deeper relationships. It matters if people think someone cares about their happiness.
Tamara Lytle is a freelance writer in the
Washington, D.C., area.