What kind of Dwarf are you?
- Thread starter xsn
- Start date
Hmm, that's interesting. I'm "Happy." Why not make this a poll?
Doc here.
Sleepy....... "yawwwnnnnn"
Good call !!!
Good call !!!
HAPPY 
Grumpy
Badass dwarf? 
Didn't know there was one.
Didn't know there was one.
Last edited:
DOC
Grumpy! Who made up this thing anyway?
Another DOC...
I'm procrastinator dwarf. I read half of the first question and decided do it some other time.
Sleepy. 
After reading the full analysis of a sleepy person's personality, I would say it’s pretty accurate.
I should read the rest of the profiles to be sure it truly fits me however, I'm just too tired and my AADD is kicking in
After reading the full analysis of a sleepy person's personality, I would say it’s pretty accurate. I should read the rest of the profiles to be sure it truly fits me however, I'm just too tired and my AADD is kicking in
[size=+2]Doc[/size]
Some Strengths which Doc may exhibit in a Group Meeting:
Naturally born leaders
Make decisions quickly
Very verbal about their opinions
Driven to accomplish
How do you know when you have a Doc in your meeting?
Announces his expertise very early in the meeting
Sits opposite the leader
Tries to take over leadership
Answers every question, reminding group of his status
Calls for concensus from others on his views
Asks rhetorical questions
Some Difficult Behaviors which Doc may exhibit in a Group Meeting:
Intimidating to other group members
If there are other Docs in the group, creates a competitive atmosphere
Avoids talking about feelings
Only willing to discuss pure facts
Interrupts
Talks loudly and aggressively
Contemptuous
Often nitpicking and perfectionist
Assumed Feelings Underlying BOTH Strengths and Weaknesses for Doc:
Feels inadequate
That's why he's always "on" and needing to prove himself
Afraid of being found out - thinks he's not really smart/informed
Feels compelled to perform
Wants to be loved for who he really is
Would just like to relax and be accepted without having to work so hard
How to Leverage Doc Strengths:
Create a well organized meeting where definite guidelines are set
Engage them in creative problem solving
Let them know that their input will help control and perfect whatever the results are so that things will run more smoothly
Allow them to express their opinions on paper first and call on them to read their response when it makes sense to you as leader
Maintain focus in the group
Appreciate doc as well as giving credit to other group members as a creative, hard-working team
Ask doc for his advice in how to solve any problem in the group by jotting down his thoughts about it, and then calling on him to share it later.
Potential Interventions to Diffuse Doc Problems:
If appropriate, screen out possible experts beforehand
Acknowledge his special expertise
"Take pressure off him" by saying:
We don't want to give Doc our jobs by counting on him to answer all our questions
Remind group that all are experts on what they know and feel
Be particularly sure all write down responses before discussing
Call on him last
If necessary, process interrupt
General Description of Doc Personality:
As they are prone to let you know, Docs actually are natural born leaders. They live in a world of possibilities where they see all sorts challenges to be surmounted, and they want to be the ones responsible for surmounting them. They have a drive for leadership, which is well-served by their quickness to grasp complexities, their ability to absorb a large amount of impersonal information, and their quick and decisive judgments. They are "take charge" people.
Docs are very career-focused, and fit into the corporate/medical/academic world quite naturally. They are constantly scanning their environment for potential problems which they can turn into solutions. They generally see things from a long-range perspective, and are usually successful at identifying plans to turn problems around - especially problems of a strategic nature. Docs are usually successful, because they are so driven to leadership. They're tireless in their efforts on the job, and driven to visualize where an organization is headed. For these reasons, they are natural leaders.
There is not much room for error in the world of Doc. They dislike to see mistakes repeated, and have no patience with inefficiency. They may become quite harsh when their patience is tried in these respects, because they are not naturally tuned in to people's feelings, and more than likely don't believe that they should tailor their judgments in consideration for people's feelings. Docs have difficulty seeing things from outside their own perspective. Docs naturally have little patience with people who do not see things the same way as they do. Doc needs to consciously work on recognizing the value of other people's opinions, as well as the value of being sensitive towards people's feelings. In the absence of this awareness, Doc can be a forceful, intimidating and overbearing individual.
Doc has a tremendous amount of personal power and presence which will work for hi m as a force towards achieving their goals. However, this personal power is also an agent of alienation and self-aggrandizement.
Docs are very forceful, decisive individuals. They make decisions quickly, and are quick to verbalize their opinions and decisions to the rest of the world. A Doc who has developed in a generally less than ideal way may become dictatorial and abrasive - intrusively giving orders and direction without a sound reason for doing so, and without consideration for the people involved.
Although Docs are not naturally tuned into other people's feelings, these individuals frequently have very strong sentimental streaks. Often these sentiments are very powerful to the Doc, although they will likely hide it from general knowledge, believing the feelings to be a weakness. Because the world of feelings and values is not where Doc naturally functions, they may sometimes make value judgments and hold onto submerged emotions which are ill-founded and inappropriate, and will cause them problems - sometimes rather serious problems.
Docs love to interact with people. As Extroverts, they're energized and stimulated primarily externally. There's nothing more enjoyable and satisfying to Doc than having a lively, challenging conversation. They especially respect people who are able to stand up to them, and argue persuasively for their point of view. There aren't too many people who will do so, however, because Doc is a very forceful and dynamic presence who has a tremendous amount of self-confidence and excellent verbal communication skills. Even the most confident individuals may experience moments of self-doubt when debating a point with a Doc.
Some Strengths which Doc may exhibit in a Group Meeting:
Naturally born leaders
Make decisions quickly
Very verbal about their opinions
Driven to accomplish
How do you know when you have a Doc in your meeting?
Announces his expertise very early in the meeting
Sits opposite the leader
Tries to take over leadership
Answers every question, reminding group of his status
Calls for concensus from others on his views
Asks rhetorical questions
Some Difficult Behaviors which Doc may exhibit in a Group Meeting:
Intimidating to other group members
If there are other Docs in the group, creates a competitive atmosphere
Avoids talking about feelings
Only willing to discuss pure facts
Interrupts
Talks loudly and aggressively
Contemptuous
Often nitpicking and perfectionist
Assumed Feelings Underlying BOTH Strengths and Weaknesses for Doc:
Feels inadequate
That's why he's always "on" and needing to prove himself
Afraid of being found out - thinks he's not really smart/informed
Feels compelled to perform
Wants to be loved for who he really is
Would just like to relax and be accepted without having to work so hard
How to Leverage Doc Strengths:
Create a well organized meeting where definite guidelines are set
Engage them in creative problem solving
Let them know that their input will help control and perfect whatever the results are so that things will run more smoothly
Allow them to express their opinions on paper first and call on them to read their response when it makes sense to you as leader
Maintain focus in the group
Appreciate doc as well as giving credit to other group members as a creative, hard-working team
Ask doc for his advice in how to solve any problem in the group by jotting down his thoughts about it, and then calling on him to share it later.
Potential Interventions to Diffuse Doc Problems:
If appropriate, screen out possible experts beforehand
Acknowledge his special expertise
"Take pressure off him" by saying:
We don't want to give Doc our jobs by counting on him to answer all our questions
Remind group that all are experts on what they know and feel
Be particularly sure all write down responses before discussing
Call on him last
If necessary, process interrupt
General Description of Doc Personality:
As they are prone to let you know, Docs actually are natural born leaders. They live in a world of possibilities where they see all sorts challenges to be surmounted, and they want to be the ones responsible for surmounting them. They have a drive for leadership, which is well-served by their quickness to grasp complexities, their ability to absorb a large amount of impersonal information, and their quick and decisive judgments. They are "take charge" people.
Docs are very career-focused, and fit into the corporate/medical/academic world quite naturally. They are constantly scanning their environment for potential problems which they can turn into solutions. They generally see things from a long-range perspective, and are usually successful at identifying plans to turn problems around - especially problems of a strategic nature. Docs are usually successful, because they are so driven to leadership. They're tireless in their efforts on the job, and driven to visualize where an organization is headed. For these reasons, they are natural leaders.
There is not much room for error in the world of Doc. They dislike to see mistakes repeated, and have no patience with inefficiency. They may become quite harsh when their patience is tried in these respects, because they are not naturally tuned in to people's feelings, and more than likely don't believe that they should tailor their judgments in consideration for people's feelings. Docs have difficulty seeing things from outside their own perspective. Docs naturally have little patience with people who do not see things the same way as they do. Doc needs to consciously work on recognizing the value of other people's opinions, as well as the value of being sensitive towards people's feelings. In the absence of this awareness, Doc can be a forceful, intimidating and overbearing individual.
Doc has a tremendous amount of personal power and presence which will work for hi m as a force towards achieving their goals. However, this personal power is also an agent of alienation and self-aggrandizement.
Docs are very forceful, decisive individuals. They make decisions quickly, and are quick to verbalize their opinions and decisions to the rest of the world. A Doc who has developed in a generally less than ideal way may become dictatorial and abrasive - intrusively giving orders and direction without a sound reason for doing so, and without consideration for the people involved.
Although Docs are not naturally tuned into other people's feelings, these individuals frequently have very strong sentimental streaks. Often these sentiments are very powerful to the Doc, although they will likely hide it from general knowledge, believing the feelings to be a weakness. Because the world of feelings and values is not where Doc naturally functions, they may sometimes make value judgments and hold onto submerged emotions which are ill-founded and inappropriate, and will cause them problems - sometimes rather serious problems.
Docs love to interact with people. As Extroverts, they're energized and stimulated primarily externally. There's nothing more enjoyable and satisfying to Doc than having a lively, challenging conversation. They especially respect people who are able to stand up to them, and argue persuasively for their point of view. There aren't too many people who will do so, however, because Doc is a very forceful and dynamic presence who has a tremendous amount of self-confidence and excellent verbal communication skills. Even the most confident individuals may experience moments of self-doubt when debating a point with a Doc.
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