Time Management for “P” Perceiving Types.
Public Workshops

 A study by Meri Hicks Beckham outlines how Perceiving types manage time and why it is effective for the type.
“J” judging types read also.  This will help to give insight and hopefully reduce your frustration with the time management choices and behaviors of the “P”s.

Beckham’s theory to the
“P” Perceiving work style
1. Momentum. Progress is propelled by the energy that carries through to completion. Going back is to be avoided. By waiting to start at the right moment (i.e., when they are ready to begin) and acting decisively, they can ride the wave of energy to completion. An approaching deadline is not stressful, but rather energizing. One time through works best.
2. Unconstrained time. Time is seen as available, fluid, and usable. When time is running out, the rate of thought and action increases.
3. Entirety. Processes are whole, complete, and cohesive, not compartmentalized. Efficient work processes are not those that break tasks into small pieces, but rather follow the flow and do all the tasks at one time. One thing naturally leads to the next and feels complete. A piece at a time feels incomplete.
4. Continuity. Processes are flowing and interruptions of that flow are potentially destructive to both process and product. Breaking into or interrupting the process makes it difficult to regain needed momentum; repeating a step may be seen as a time-waster and making the learning boring. Those interrupted tasks then become work and are not fun or even challenging and may be perceived as empty tasks, lacking purpose.
5. Awareness. Any objects that might be useful to the task at hand are left in insight to enhance recall, intention, and use of time. Out of sight objects may be lost or forgotten. It’s not about a messy desk, but a workspace full of useful information!
6. Augmentation. A variety of experiences will augment learning; it’s not just about studying. Extracurricular activities, friends, social engagements, etc. are all ways to enhance the learning process.

Suggestions for “J” type managing “P” types
When coaching “J” types managing “P” types:

1. I review the above theories as to why “P”s manage time the way they do.
2. Ask the “J” manager if the “P” is getting the job done on time. Is the job done well? Is the job done legally, ethically, and according to the company mission statement”?

     a. If the answer is yes, then it is up to the “J” manager to focus on affirming the “P” for a job well done. This does two things, gives recognition to the “P” and helps the “J” manager to refocus on the accomplished job well done and away from the structure in which it was accomplished.
    b. If the answer is no, then we begin to identify what skills need to be improved in the “P” employee and create a strategy for building them.


To discover your personality Myers-Briggs personality type click on MBTI Personality Assessment or to register for a Personality Type Workshop

About the Author

Michele Burch Reid, founder of Legacy Consulting Institute, specializes in Leadership Development, Team Building, and Organizational Effectiveness using Emotional Intelligence and personality type. Michele works with organizations, individuals, and families to improve individual and team performance.

Michele’s philosophy is that when you discover what inspires you, you can more easily inspire and lead others. Whether that is in the board room, the classroom, or family room

In addition to earning a master’s degree in Industrial/Organizational Psychology, Michele is certified in several assessment tools.