Reference Profile Series: The Controller Manager
In the latest episode of The Bosshole Chronicles, hosts John Broer and Sara Best delve deep into the Controller profile – a fascinating behavioral pattern characterized by precision, attention to detail, and a strong drive for results. Controllers represent just 0.99% of the population, making them relatively rare but incredibly valuable in organizational settings that require structure, accuracy, and efficient execution.
Controllers fall within the "results and discipline" group of reference profiles, alongside analyzers, strategists, and scholars. What makes Controllers unique is their exceptional ability to get things done accurately while maintaining strict adherence to established processes and standards. Their behavioral pattern typically shows high formality (the drive to conform to rules and structure) followed by dominance, with lower scores in extroversion and patience. This combination creates a professional who is cautious with risk, proactive, task-focused, and operates at a quick pace – a powerful combination for environments where precision matters.
When communicating with Controllers, expect straightforward, factual conversations with minimal small talk. They think before they speak and communicate with purpose, avoiding unnecessary elaboration or emotional appeals. This direct approach extends to their delegation style, which tends to be tightly controlled with close follow-up. Controllers are naturally adept at spotting inefficiencies in processes and workflows, making them valuable assets for quality assurance and operational excellence. Their decision-making tends to be firm and by-the-book, though they can show remarkable ingenuity when problem-solving in their areas of expertise. However, their cautious approach to risk means they often work on the conservative side of decision-making, carefully weighing options before proceeding.
The strengths of Controller managers are significant. They excel at building structure, respecting established plans, anticipating problems on the horizon, and driving results proactively. Their focus on accuracy doesn't slow them down – rather, it ensures that things are done correctly the first time. However, like all reference profiles, Controllers face common challenges. They may struggle with delegating authority (though not necessarily details), resist change that feels rushed, and experience discomfort in ambiguous situations where rules and expectations aren't clearly defined. This can create friction in dynamic environments that require frequent adaptation or when working with highly creative team members who prefer flexibility over structure.
Effective collaboration with Controller managers requires understanding their preferences and working style. Provide specific information and clear expectations – Controllers have high regard for established rules and processes. Give them opportunities to develop expertise in their domain and ensure that lines of authority and responsibility are unambiguous. Respect their time by staying on track, starting meetings promptly, and coming prepared. While Controllers may appear more reserved and task-focused, they can be quite friendly and thoughtful – they simply prioritize efficiency and accuracy in professional settings.
When motivating and recognizing Controllers, private acknowledgment of their skills and expertise is generally more effective than public praise. They invest significant effort in getting things right and appreciate when this commitment to quality is recognized. Providing independence and autonomy over their defined areas of responsibility demonstrates trust in their capabilities. Controllers typically enjoy managing multiple tasks simultaneously, so assigning varied responsibilities can be motivating – though managers should be mindful of potential overload or burnout.
Coaching Controllers effectively involves helping them become more comfortable with risk through small, incremental opportunities to take chances in low-stakes situations. Encourage them to identify and share the strategies they use to execute effectively, thereby benefiting the broader team. When facing situations with high ambiguity, help Controllers define rules and standards they can follow to create structure amid uncertainty. This approach plays to their strengths while expanding their comfort zone gradually. Remember that coaching differs from managing – focus on asking questions rather than providing directives, allowing Controllers to develop their own solutions within appropriate frameworks.
Do you think you’re a Controller? Check out the video below and take the free Reference Profile Assessment to find out!