The Four Tendencies and How They Shape Our Productivity (Part 2 of 3)

In my journey to better understand how observation shapes engagement, I recently took Gretchen Rubin’s Four Tendencies quiz (take it here). The results revealed that I am an Obliger—someone who excels at meeting external expectations but struggles with internal accountability. This realization has given me a new perspective on how I navigate my work, relationships, and personal growth.

During a workshop with educators on productivity and accountability, I had participants take the same quiz. The results were eye-opening in that I was not surprised once I saw the results and then considered who we are as educators: 60% of the educators identified as Obligers, while 27% were Upholders. This means that a significant portion of educators rely on external expectations to stay motivated and productive. Recognizing this pattern is essential—not just for personal development, but for how we structure support systems in schools, workplaces, and creative endeavors.

The Four Tendencies: A Quick Breakdown

1. Obligers – Motivated by external expectations but struggle with internal accountability.
2. Upholders – Meet both external and internal expectations with ease.
3. Questioners – Need logical justifications for everything and only follow rules they believe in.
4. Rebels – Resist both external and internal expectations, valuing freedom and autonomy above all.

Understanding these tendencies helps us recognize why certain productivity strategies work for some people but fail for others.

How This Shapes Our Productivity and Engagement

For me, as an Obliger, external accountability is crucial. If I have a deadline, a partner, or someone relying on me, I deliver. But when it comes to self-directed projects—like personal writing, health goals, or passion projects—I struggle to stay consistent without outside expectations.

This made me think: How many educators, students, and professionals struggle not because they lack motivation, but because they haven’t structured their environment to align with their natural tendencies? If most educators are Obligers, how can we build accountability structures that support their productivity without adding pressure or burnout?

For example:

• Obligers benefit from external accountability like study groups, mentorship, or public goal-setting.
• Upholders thrive with structured plans and clear guidelines.
• Questioners need to understand the why behind every task before fully committing.
• Rebels do best with autonomy and flexibility rather than rigid rules.

Tiny Experiment for You

This week, I invite you to explore how your own tendency shapes your approach to productivity and accountability.

1. Take the Four Tendencies quiz if you haven’t already.
2. Observe your habits – Are you more motivated by external expectations, internal discipline, or personal freedom?
3. Try a small tweak – If you’re an Obliger, create an external deadline for a personal project. If you’re a Questioner, take a moment to clarify why something matters before starting.

After a few days, reflect on what worked (or didn’t) and how this awareness might shift your approach moving forward.

Stay tuned for Part 3, where we explore how words—especially the way we talk about relationships—shape our understanding of connection, purpose, and belonging.