Feb 13 Ideal managers for big sales. PAEI code and test. Adizes Method
Hello dear friends. People often ask me: how to competently select employees for the sales department, find people who will really show results. You can find some of my answersIn contact with . But in this article, I want to tell you about the management code that Yitzhak Adizes developed. I myself use this code and the PAEI test in my work with corporate clients and in their sales.
For example, a question from the field of management: is it possible to make a good seller - who sells best of all - be made the head of the sales department? Or is it better to let him continue to do sales - what he is good at - and find an outsider to replace the leader? These and similar questions will be discussed today.
Itzhak Adizes - Mendeleev from management
If you are an experienced manager, then - I am almost 100% sure - you have heard about the materials of Itzhak Adizes, and perhaps even use some of them in your work. If you are not yet familiar with the works of Itzhak Adizes, I hope that after reading this article, you will be motivated to study them. Moreover, there are really serious reasons for this.
The first reason is that Yitzhak Adizes is called by some media "Mendeleev from management." If Mendeleev discovered the table that we all know well, then Itzhak Adizes invented the management codePAEI (Producer, Administrator, Entrepreneur, Integrator). These are four roles, four functions that every manager must perform - a leader, a manager. Next, I will talk about each role, how to pass the PAEI test, which determines which functions prevail, and how this can be applied in your situation. The Adizes methodology takes root quite firmly, including in largest companies Worldwide.
And the second thing that makes me especially sympathetic is that he has a very interesting approach and attitude to the existing, so to speak, classical school of management, management textbooks. Adizes constantly criticizes them, says that this is all wrong, that it needs to be done differently. And one day - my acquaintance with Adizes began with the book "New Reflections on Management" - when I saw the very first paragraph in this book, the following words hooked me:
Contrary to popular belief, I don't think Harvard University offers the best program for management training. Moreover, I believe that there is no worse place for mastering this science. ... The ideal place to develop managerial skills is... an ordinary restaurant. If you succeed in running such a business, then you can do anything.
PAEI Code
Let's deal with you now with the PAEI code, the Yitzhak Adizes code, the management code. As I said, for every leader - if you are a leader, or aspire to become one - you must implement 4 functions. And each of us, each of your company, implements these functions to some extent.
Perhaps when I describe these roles, you will recognize yourself - or someone from your team. This is good. At the end of the article, I will tell you how to more clearly assess what your role is by taking the PAEI test.
P(producer) - producer of results/quality
This is a result oriented person. If we look at you now, abstractly - as if in a person there is only a function P(producer) developed, and the rest are not developed - then we can say about such a person that this is a person obsessed with results who wants to get them here and now.
He is only interested in results. He does not have time to deal with the team, select people. He is a workaholic himself, works hard to get results. He has no time to study. He has no time to develop - and develop the team. There is no time to generate any ideas for the future either. He just wants to make the result here and now.
A(administrator)
This is a person who is obsessed with processes. To ensure that everything is clear, according to standards, according to all the rules that apply in the company.
He loves meetings that have to start and end on time. He is not particularly interested in the results - he is interested in that everything is done right, everything is in order, everything is clear.
E(entrepreneur) - entrepreneur, idea generator
It is a generator of innovation. He is constantly coming up with something. He invents excitedly, so much so that he does not have time to implement the old, as he already comes up with something new.
Accordingly, this chaos that it generates often prevents colleagues from working productively. But he is an innovator.
I(integrator)
This is a person who cares more about the corporate climate. That people work comfortably in the company, get along with each other, hear each other. It creates a comfortable environment in the company.
Management Vitamins
The PAEI formula is sometimes also referred to as management vitamins. This means that, as in the body, certain vitamins must be present for normal functioning, so that we can live normally, not get sick. As soon as there is a shortage of some vitamin, problems immediately begin. It's the same in a company. If any element is missing from the PAEI code, illnesses begin. The company begins to develop more slowly, sales begin to decline, staff turnover increases, and so on. If a vitamin is missing, this is a gap that must be closed. To do this, you must, first of all, understand that this needs to be corrected and work on it.
Is it possible to become an ideal manager?
What do you think, is it possible to make such a leader, in which all 4 functions will be at the maximum? Yitzhak Adizes, as the author of such a methodology, was asked this question repeatedly.
He replies: it's out of the question. Forget those traditional, classic management textbooks that say, “Upgrade yourself, develop yourself, all competencies, become the perfect manager.”There are no perfect managersin nature, according to Adizes. But!Can make the perfect team.
For example, let's say you have developed the P(producer) function and the E(entrepreneur) function. And someone, another person, your partner, a member of your team, has developed the A (administrator) and I (integrator) functions. You will complement each other perfectly. You will have an excellent team, where each of you will be strong in your own direction.
Why can't all competencies be upgraded equally? The fact is that each role from the PAEI code implies certain personal qualities. For example, E(entrepreneur) is an innovator, a generator of ideas. He likes to approach issues globally, think strategically. And A (administrator) is an administrator, on the contrary, he does not need to think strategically. He monitors the order, the processes, so that everything is carried out clearly. He has attention to detail - such a feature. Therefore, as you understand, thesethe properties of our character do not allow us to equally pump competencies. But what is important, you can create the team of your dreams if you select the right people.
For example, when I passed the PAEI test, I found that my vitamins P (producer) and E (entrepreneur) predominate. And I understand that in order to strengthen my team, I need people who will have more vitamins A (administrator) and I (integrator) than me.
Thus, dear colleagues, the conclusion that we draw from the PAEI formula is that it is impossible to pump all the competencies, but this is not necessary to create a team. The task is to find people who will complement your competencies.
PAEI test. How to choose an effective seller?
Now back to the question that I raised at the beginning of the article. For example, if we want to find an effective seller in the sales department. Which of the four PAEI roles do you think should predominate in order for a person to be prone to effective sales? Of course, so that it gives you results. As I wrote in the article - For business, the main thing is the result. Of course, such an employee should have a key role P (producer). Therefore, you can, when hiring an employee in the sales department, conduct a PAEI test, according to Adizes. And look at what roles the candidate has developed. And if he has developed the role of P (producer) - then this is an additional criterion, an additional plus to taking an employee to the sales department.
I pay attention: testing according to Adizes (PAEI test), like any other, should not be the only assessment criterion when hiring an employee to the sales department. Rather, it is an auxiliary tool that you use along with the interview, assessment center and other methods that you use in your company.
Out of curiosity, you can evaluate your current employees, ask them to take the PAEI test, and see what function is expressed by top salespeople.
Should a good salesperson be promoted to department head?
The second question that I raised at the beginning of the article is whether it is worth transferring a good salesperson to the head of the sales department. This question can also be answered by taking the candidate through the PAEI test. As we found out earlier, if a person sells well, he probably has a well-developed P (producer) function. He gets results here and now.
And if you want a person to be an effective leader, what function should he develop? Will the P(producer) function be enough for him to effectively manage the sales department?
Of course not enough. Moreover, the P(producer) function fades into the background here. What do you need from a sales manager? Especially if your sales department is rather big?
This, on the one hand, is A (administrator) - administration. Compliance with clear rules and regulations. On the other hand, it is I(integrator). Ability to create a good, productive atmosphere within the team. By the way,function I(integrator) for any leader should be one of the leading. It is important.
The E(entrepreneur) function is an idea generator. The head of the sales department does not really need it, especially if the company has marketers, there is a general director.
So, we found out that the head of the sales department more important than function A(administrator) and I(integrator). This is important to understand when you think whether to translate good manager to the head of the sales department.
And if you want to improve the sales skills of your employees, I recommend our . They are developed individually for each company and help increase sales, increase motivation, increase the rate of change in the company.
Results
Yitzhak Adizes argues that for the prosperity of any organization, its effective work, a combination of four main functions is important.
Yitzhak Calderon Adizes is a Macedonian and Israeli writer, an expert in the field of business efficiency.
These four features form the PAEI model:
- Producing results- the production of results, in fact, for which the organization exists;
- Administering– administration required to ensure efficiency;
- Entrepreneurship– entrepreneurship serving to manage change;
- Integrating- the integration necessary to ensure the viability of the organization in the long term by combining its elements.
Depending on the dominant function, I. Adizes distinguishes four types of leaders:
- Producer (producer) - Paei;
- Administrator - pAei;
- Entrepreneur - paEi;
- The integrator is paeI.
The capital letters (P,A, E, I) in the code show that the function is brilliantly executed, lower case(p, a, e, i) indicate that the function is performed satisfactorily by the manager. Poor performance or non-performance of functions is indicated by a dash.
Producer focused, first of all, on the result, which is the satisfaction of the needs of its customers, which will be more and more, provided that enough quality goods or complete service.
Administrator– aims to optimize and minimize the use of available resources. He must also systematize the entire process of managing the organization, streamline it, establish the so-called bureaucratic order, prescribing all functional responsibilities, having defined the rights and obligations of managers at different levels, to ensure a standardized workflow.
These two types of leaders can already ensure the successful functioning of the organization, but they will not be able to develop it, adapt to changing circumstances, the business environment.
Entrepreneur able to invent and successfully implement new things, he always has a lot of plans and ideas. Such a leader is often not only loved, but also feared, as he can completely rethink everything and offer something very creative. The presence of such ideas allows any organization not to stop there, but to go further and develop.
Integrator is not just a leader, it is a leader capable of creating common traditions, values, corporate culture organizations. It defines a common strategic goal, encourages everyone to work together, thereby maintaining unity in the organization.
According to Adizes, there are a lot of variants of the PAEI code - there are as many of them as there are all people on earth. By replacing letters with numbers from 1 to 9, you can get more accurate codes. So, for example, a manager with a code of 1935 will perform best in the A-function, things will be worse with the I and E-functions, and the P-function will be the worst.
The ideal leader who can simultaneously perform all four functions, according to I. Adizes, does not exist. To be a really good leader, it is enough to be able to perform at least a minimum of each of the functions and to have a style corresponding to both the stage of the organization's life cycle and the task facing it.
“…the ultimate goal of the management process is to make the organization effective and efficient in the short and long term - no more and no less. If we ensure the effectiveness and efficiency of the organization in the short and long term, this is enough for the well-being and success of any organizational structure whether it's a marriage, a government, a multinational corporation, or a candy store."
Itzhak Adizes proceeds from the fact that an employee must be efficient. For achievement maximum efficiency, the employee must perform four roles. The leader should arrange employees and set tasks for them, based on his type (what a person is naturally inclined to), then he will be most successful. If an employee needs to perform an administrative function, and his A indicator is low, this means that he needs to be either trained or transferred to other tasks that correspond to his personal profile.
Employee roles:
- producer (P, producer) – producing results.
- administrator (A, administrator)– organization of optimal order in processes.
- entrepreneur (E, entrepreneur)– generation of innovative ideas, new trends.
- integrator (I, Integrator) – harmonization of relations in the team and the development of ties between people.
According to the initial letters of these four English words, the model of employee types (as well as management styles, leadership styles) forms the abbreviation PAEI.
With this test, HR can determine an employee's individual leadership style. You will find a description of leadership styles that corresponds to your PAEI code in private access.
Usually, when testing the leadership style (management style), we use this test with an assessment of 360 degrees: it is filled in by the tested leader, a subordinate of this leader, the head of the tested and an employee of an adjacent department. The results will impress you!
It should be remembered:
- No managers are equally successful in all four roles.
- Even if such a manager were found, he would not be able to equally well fulfill these roles at the same time.
No living person behaves like a full-fledged PAEI. The ideal leader I. Adizes calls the "Book Manager". The four roles are in conflict with each other, and no one is able to play these roles at the same time. If a person tries to become a perfectly balanced leader, he will not achieve the result.
A person cannot be successful in all PAEI roles, as these roles involve incompatible personality traits. The Administrator and the Entrepreneur are in conflict because A is conservative and wants control, while P wants change.
The Producer and the Entrepreneur also have to conflict, since one is focused on short-term goals and requires an immediate reaction to their decisions, and the second requires time to develop.
Adizes' takeaway is that instead of looking for the perfect leader (perfect in all four roles), we need balanced management teams made up of complementary managers.
Adizes believes that successful leader two functions must be developed, one of which is I (integrator).
Based on the combination of four functions, each manager has a personal PAEI code, which characterizes his individual management style and allows him to give recommendations on the development of managerial competencies.
Ekaterina Gordeeva, expert consultant of the Center, says: The Adizes test is intended for a functional-role analysis of the manager's activities and for the formation of the optimal composition of the management team.
The test shows how effectively the manager performs 4 main roles (link to the description of the roles below):
- manufacturer(result and its achievement);
- administrator(system, rules, control);
- entrepreneur(ideas, flexibility, market analysis);
- integrator(interaction with people, coordination, motivation).
By combinations of roles, the degree of their severity, one can judge the characteristics of a leader, leadership style, priorities, interaction with people, strength and risks.
It is also possible to draw conclusions about which business is better to open, what are the problems in the company, what is the reason for stagnation in business processes, which requires development.
Our company has repeatedly conducted research large organizations. The head and his managerial staff were tested, the company was diagnosed. Thus, we have identified a clear relationship between the combination of roles and the problems of the firm.
Brief description of the main roles according to Adizes
These descriptions are given for leaders in whom one role is prominent, while other roles are almost non-existent. In practice, such a profile is almost never found. These descriptions are provided for understanding each role.
| Manufacturer The activity of the leader is aimed at creating results to carry out their line. important for the manufacturer a clear task, goal, facts, figures. The manufacturer in its “pure form”, when this role is clearly expressed, and the rest of the roles are not represented, is a “workhorse”. Arrives first and leaves last, always busy. Employees do not develop. The leader is characterized by short-term planning. knowledge about what is happening, technology, political and strategic lines. |
Administrator Creation information systems, budgeting, control systems. Evaluation of results, research and verification of options for solving problems, setting rules. important for the administrator goal, strategy, order, norms, rules. The administrator in "pure form" is a bureaucrat. Arrives and leaves on schedule. All papers are removed in their places. Employees are loaded with work in accordance with the rules. Employee training is going according to plan. Meetings are held as scheduled, regardless of need. Main- Complete tasks correctly. To play this role necessary qualities are: knowledge in the field of economics, finance, accounting systems, knowledge of laws and computer systems. |
| Entrepreneur Creation of new, development of ideas, updating, common understanding of technologies, assessment of opportunities and threats from the surrounding community. An entrepreneur in its “pure form” is an adventurer. There is no clear schedule, but a lot of ideas. Meetings are held when a new idea emerges. Main- Attention to new ideas. Entrepreneurs are characterized by a constant change of priorities and impatience. To fulfill this role, the necessary qualities are: understanding of the main concept of the enterprise, knowledge of marketing and technology. |
Integrator Coordination, development of a common opinion on goals and strategies, planning, providing motivation, development and training of employees, increasing interest in work, satisfaction. Important for the Integrator is to create an atmosphere of communication. He is usually verbose. An integrator in its “pure form” is a compromiser. He comes and goes with everyone, he does not show his power. Subordinates dictate their will to him. To fulfill this role, the necessary qualities are: knowledge of psychology, strategy, organization theory, the ability to understand relationships. |
Examples of correspondence between test results and position in the company in real "live" companies
Example No. 1. Consider a leader who has a weakly represented role of an administrator and a strong role of an integrator. Its features: democratic leadership style, weak control, violation in systems. In a company such a leader has a friendly atmosphere, there is no hierarchy, offices are not signed, there are no job descriptions ...
There is no such thing as "good" or "bad" in life. Everything depends on the goal, on the task, on the team that can “complement” the leader. For example, to discover, develop and design work a manager with a developed role of an entrepreneur is needed, and a developed administrative function is desirable for production management.
The Adizes test introduces you to yourself, reveals your leadership style. When you know your characteristics, you can use them: choose a business for yourself, develop the identified qualities you lack, take tasks in accordance with your characteristics, delegating the rest, be more successful.
Understanding oneself removes internal and external conflicts. You understand other people more easily, react more flexibly in various situations. Knowing about the roles will allow you to select people in the management team for the task. You will begin to see deeper and further the solution of which tasks will lead to success, in which areas it is really worth developing.
Example No. 2. The company "XXX" has 2 founders. One with a pronounced entrepreneurial role, very impatient, always puts forward a lot of ideas that are not always worked out beforehand. The other one has a pronounced administrative role, i.e. acts within the framework of the rules, the system, carefully, thinking everything through. They successfully complement each other, but conflicts often arise due to communication “in different languages”. What to do? Recognize, accept the difference and share the functionality depending on the potential of each: one to offer ideas, feel the market and trends, find ways out of difficult situations, the other to work out the ideas put forward and control the process.
The test is a strong help when a specific task is initially set.
For example, you are planning to hire a production director, and you want to know his potential in advance, possible risks as a result of his leadership, how it will suit you, and how successfully you and your team will work with him.
In this case, the analysis of roles is based on the tasks that need to be solved in this position, the characteristics of your and your employees, and the wishes for this candidate.
As a result, the test will show how active the candidate will be, effective, provide control over production, systemic and can build a system, sociable and can create conditions for mutual understanding with people. You can even get answers to questions such as whether he will break the rules, and how careful.
Example No. 3. Sometimes it happens like this: a good leader, but something is not going well. The test shows where the “weak link” is hiding and points the way to solving the issue. For example, a low score on the entrepreneurial role may indicate that it is worth conducting a market analysis, new idea. A low indicator on the role of an integrator can make it clear that you need to learn how to convey information to people. Ideas can be very good, but remain either unknown or incomprehensible to employees or partners.
If the task is to define your professional activity, then you can make an analysis, as a result of which the conditions necessary for your success will be clear, as well as those types of activities that will not be easy for you to accept or implement. Those. as a result, you can find out which activity suits you best, in which you will most clearly show yourself and be successful: communication with people, creative, design or analysis.
If you have already chosen an activity, then the test may suggest a program for your development - what you should pay attention to in order to achieve greater success.
