The results
What emerges from the profiles of these two leaders is fascinating and could help to explain not only the way this government is performing but also the nature of the relationship between, what has always been reported as, these two erstwhile friends.
Tony Blair
Blair’s public image is very much of the visionary leader who could also be the decent bloke you chat to in a pub; the one prepared to take the difficult decisions but who is also concerned about the welfare of others; the man who takes decisions but who is not prepared to compromise his values.
However, the profile that has emerged is at odds with this. It appears that he probably does consider himself a good judge of character and who is shrewd in his dealings with others. However, the profile suggests this is someone who does not find it easy to trust others – an interesting twist considering how he wants us to trust him. This could lead him to trying to question the motives of others. It could mean also that his interest in others, whilst it could be genuine, may also be a means of exploring others’ motives, interests and concerns. Information like this on others can be extremely valuable when you are trying to win people around to your point of view, or if you are trying to get something from them.
Perhaps not so surprisingly, Tony Blair emerges as someone who is very confident in his own abilities. He emerges as someone who is prepared to take the lead and to be seen as the person who is leading.
These can all be seen as strengths. However, as is the case with both Blair and Brown the overplaying of these strengths can lead to unfortunate consequences. Blair, because of the confidence he has in his own opinions, beliefs and decisions could be seen as overbearing and arrogant, not only by those in opposition but also those who are meant to be part of his team. It is the profile of someone who could limit discussions within his team, in this case the Cabinet and to leave decision making to himself and a small group of trusted advisors. People who should feel part of his team could easily feel they have not been given an opportunity to have their views heard and that they have not been involved in any planning. It also suggests someone who could overestimate their own abilities. More seriously, possibly, it also suggests someone who is relatively immune to feedback, particularly negative feedback. Behaviour such as this typically results in failing to learn from mistakes and then, a tendency to repeat them.
Perhaps the most noticeable of Tony Blair’s strengths are his people skills. He is able, it would appear, to make people seem as if they are really important to him. He probably sees himself as someone who is able to persuade others to his point of view, to influence them, to negotiate deals and to find solutions. All of these are significant areas of strength in any walk of life. Nevertheless, this tendency to charm, the desire to influence coupled with a high degree of confidence and ambition indicates someone who will be prepared to bend the rules in order to achieve his goals. Charm and persuasiveness could easily lead to manipulation of facts, ideas and people. People with this type of profile also tend to seek excitement, looking to get an adrenaline rush. This will distract them from other more pressing, important, but to them, more mundane issues to concentrate on those which give them more of a thrill. They will test the limits of rules and could end up breaking them. People with this type of profile become bored easily and will engage in other activities which give them the thrills they are seeking. They will also treat relationships rather casually, they will possibility not care for a friendship the way that others will. People could easily end up feeling rather used. In other words charm and interpersonal skills, whilst strengths, are part of the same dimension that could lead them to manipulate others and treat friends rather casually if not callously.
It also appears, this profile suggests, that we could be dealing with someone who wants to be the centre of attention. Such individuals can inspire with the grandeur of their vision. They are likely to be highly enthusiastic and energetic and maintain a positive outlook on life. A profile like this suggests someone who can energise others and can create an environment in which people would feel enthused and stimulated. The strength of the profile in this area, however, also suggests a number of drawbacks. Such individuals tend not to pay too much attention to detail. Their motivation will be to build themselves up and this could lead others to feel that their contributions are not being fully recognised. Once people become aware of this style they can feel that the leader only has a superficial interest in them. They can also appear rather undisciplined.
Working for such an individual will have definite positives. The vision, energy and excitement can create a very positive atmosphere.
However, for those people who need to, or have to, work within frameworks, disciplines and rules, an individual with a profile like this could be extremely difficult work for. For example, civil servants will find this carefree, free wheeling, ‘go where my mood takes me’ attitude very difficult to handle. So would Cabinet colleagues who having started to implement one initiative will be told by Number 10 that they must now focus on another.
Individuals such as this tend to do well in areas where creating a first impression is particularly important, any selling job for example. Any job that places emphasis on impact and impression management could well be the same. It is, in other words, a profile suited to a high profile politician. In corporate life, a profile like this could also make if very difficult for others to work with him. In the long-run the failure to attend to enough topics, to bring them to conclusion will ultimately be found out.
Overall, what emerges is a profile of someone who is extremely confident in their own abilities with a possible sense of entitlement. It is a profile of someone who has a real desire to persuade but also enjoys charming others to bring them to his point of view. It is a profile that suggests someone who is given to being the centre of attention and who will feel comfortable leading. It suggests someone who is able to energise and stimulate others.
These are undoubted strengths. However, there are negatives associated with this profile. The profile suggests someone who is rather suspicious of other people. He may well take an interest in others to find out how they could be manipulated. It also suggests someone whose desire to influence and persuade could lead them to being manipulative with facts, ideas and people. The desire to be the centre of attention can lead them to taking the credit for others achievements. This could lead other people to feel that his interest in them is relatively shallow and this could build up resentment. The desire for excitement will mean that they can become distracted from essential but, to them, not very exciting tasks. This will lead to a situation where there are many initiatives being started but having been poorly thought through and not being seen to completion. These same elements will also mean we are dealing with someone who through their self-belief could appear arrogant but more seriously will not listen to feedback from others about their style. They could well engage in testing the limits of the rules if not breaking them. They could well seek to bypass normal management channels and processes in order to get their way.
It also shows someone who is mostly interested in creating a sense of pace and energy and who is less interested in achieving results. There is a lack of follow-through in their approach which in many organisations would be identified relatively quickly.
Gordon Brown
A comparison of Gordon Brown’s profile with that of Tony Blair’s shows certain degrees of similarity.
For example, Gordon Brown is likely to be a shrewd judge of character. As with Blair this can lead him to being mistrustful of others, however, this profile suggests that this tendency is more pronounced in Brown. This could lead him to being overly critical of others and seeking to find reasons to find fault rather than to give praise. This profile suggests someone who not only takes offence easily but also they will remember those who have crossed him. This indicates someone whom others may find difficult to work with.
The profile of Gordon Brown suggests someone who is extremely confident in his own opinions. This is similar to Tony. The high degree of confidence suggests that this could lead to accusations of arrogance. There is a desire to control, as indeed there is in the profile of Tony Blair, which will mean that those working for him may not feel they have the opportunity to provide an input into decisions and plans.
The profile suggests someone who could be stubborn and is not willing to compromise. It is profile of someone liable to become irritable when under pressure. As a result of this people who report to Gordon Brown may not offer up their thoughts and opinions openly. They could well view their relationship with their boss as not being particularly constructive.
The tendency to remain in control could also mean that tasks are not effectively delegated, that he could be involved too much in the tasks and activities of others. A profile like this also suggests someone who will trust only those within a small group. These outside his trusted group could well feel uninvolved and perhaps not even challenged enough. To perform at our peak at work it is necessary that we are given challenges. If control is in the hands of a small group of individuals however, it could mean that others may not be performing at their optimal levels.
This is a profile of someone with great enthusiasm for new projects. Their profile shows someone with a deep sense of values and who works well within a framework, in a structured way. They will respond well to rules. However, as much as this profile suggests someone with great enthusiasms, it also suggests someone who could easily feel let down by others who do not perform to the high standards that he has created. This can lead to what could be seen as mood swings with emotional outbursts. Criticism will be taken very seriously and he will be battling with a sense of rejection. It suggests someone who will dwell on the negative side of a relationship. These negative characteristics will make it a less enjoyable experience to work with someone like this.
There is a high degree of independence associated with this profile. This profile suggests someone who is forthright and more than happy to speak his mind. It suggests someone who can easily remain focussed on a task and who will not be easily distracted. There is a real determination to see a job through to its conclusion. This high degree of single mindedness, however, can make him appear rather self-absorbed and potentially indifferent to the needs of others around him. His own capacity for work and ability to handle pressure plus his lack of recognition of the support he needs to give to others could lead to the possibility of members of his inner team experiencing high levels of pressure which could lead to burn-out. The lack of interpersonal skills, the lack of concern about creating collaborative relationships with colleagues can make someone with this profile appear selfish and self-absorbed. It is unlikely that someone with such a profile would ever be called a team player.
The profile also suggests someone who is very conscientious. He should be able to identify priorities and stick to them to completion. He is likely to set very high standards for himself and for those around him. People will be aware of what is expected of them. It suggests someone who thinks through problems logically and with a high degree of thoroughness. The danger exhibited by this profile is that they may in fact create too many priorities and be unwilling to change any of them which could potentially lead to a work overload. It may also mean, when combined with the high degree of confidence and a rather shrewd nature that he may not trust many others to do as good a job as he can do. This could lead him to be too involved in too many relatively trivial issues. He could be seen as meddling too much and not allowing others to get on with their jobs.
Overall then we have a profile of someone who is confident in his own abilities, who is able to identify the most important areas to work on and is able to concentrate on them effectively. It is a profile of someone who has a deep and abiding sense of his own values and is unwilling to compromise them. We have some here who sets high standards for himself and others and expects those standards to be met. It is a profile which suggests a high degree of contentiousness and as consequence you could expect a good record of delivering on promises. He is likely not be diverted by short-term problems but remains focussed on what he sees as the most important thing at work. He is not easily distracted. His deep enduring sense of values and his reliability; working hard to deliver on his promises could create a sense of trustworthiness in others.
However, it is also a profile of someone who appears rather insecure and thick-skinned, who finds criticisms difficult to brush off. He could appear rather independent and self-absorbed, if not selfish. When he does not get his way he appears unwilling to compromise and could well withdraw from the relationship. This inability to create and maintain truly collaborative relationships based on mutual trust and openness will mean that he is unlikely to be able to create a broad level of support outside of his relatively small group of trusted advisors.
