These four types of performance styles are an excellent way to match the people you hire with the work you need done. You’ll recognize these types in a heartbeat, including becoming aware of which one you are most like:

Aim-Fire.   The Producer. Has to-do list. Will travel. Gets a lot done as long as it’s not new.
Ready-Aim.   The Administrator.  Process and quality-driven.  Can bog things down.
Ready-Fire.   The Entrepreneur.  Brilliant ideas get translated fast, but at the cost of errors.
Ready.   The Integrator. Works hard to get everyone feeling good along the way. Unfortunately, you can’t please everybody.

Which one are you? This simple model is the work of Dr. Ichak Adizes and is known by it’s acronym letters: PAEI. Wonderful work worth exploring. One company I worked for brought this model in and it became an integral part of our culture. We defined job roles using it and we interviewed to fit the role with the person. Very effective and memorable.

The most popular way that I use Ready-Aim-Fire is this.

Ready represents analysis. It is digging through the PAST, looking for lessons learned. It is like the farmer ploughing the field  preparing to plant seeds.  In my business work, many complex spreadsheets are produced in the Ready phase.

Aim is planning. It is exploring alternative ways to reach your goals, analyzing them for FUTURE potential. It is like the farmer considering which crops to plant, taking into account prices, growing conditions, market trends and his/her own resources and equipment. In my business work, this is called a business or strategic plan.

Fire is execution. It is implementing the plan. This is work that happens in the PRESENT moment.  It is like the farmer planting, cultivating, fertilizing and harvesting.  Along the way, we must be willing to shift gears, innovate and adapt in order to make the plan work or adapt the plan to the actual conditions happening in the market place.

It takes all four types of people, and all three types of actions to produce successful, reliable results. Strong leaders recognize this pattern and their own strengths and weaknesses within it. The person who fills in the gaps with complementary talent is well-positioned to succeed!