In just 10 minutes, you can accurately predict whether your team will perform well or badly on a certain project – and it's all to do with how they communicate. Here are six of the most destructive types of communication that may be hindering your performance, plus tips for what you can do to improve your communication skills across the board.
It seems that everyone hates feedback. Employers and managers hate giving it as much as employees hate receiving it. No matter how tactful you are, or how thick-skinned your employee is, it doesn't take much for it all to go pear shaped. We're sensitive souls when it comes to the judgment of our work effort. It doesn't take much criticism to shatter our self-esteem.
So, how do you tell an employee there's room for improvement and leave them feeling inspired? Here are some tips.
The role of the manager is not to change the personalities of her employees to fit into a mold. But inevitably, you will be tasked with managing personalities who are just plain difficult. From the guy with the huge ego who thinks he knows more than you do to the talented loner who refuses to collaborate, some people do not want to be managed - and they may respond poorly to your efforts to do so.
How to react? By adopting one of the responses below.
Every workplace suffers conflict; it's unavoidable. And this being a personality blog, we spend a lot of time blaming it on personality clashes. It's comforting to think that all we have to do to stop conflict is take a personality test, recognize each other's quirks and foibles, and make sure certain people never work together. Analyzed through the personality lens, workplace conflict doesn't seem like a big deal at all.
Picture this: you walk into the office one morning and there's already a heated conversation going on. Brandon is berating Donna for not responding to his emails and causing him to miss an important deadline. Donna is furious with Brandon because she thinks his criticism is unfair – she has been snowed under with other commitments and helping Brandon did not feature highly on her list of priorities. She's upset that he's shouting at her in such an insensitive way.
We all know of those all-hands sessions where senior management announces the big, corporate goals that will determine the next few months and years. For some, it's energizing to hear about the great vision the organization has set for itself. Everyone should feel like they are contributing to the success of the business, and some personalities – notably Intuitives – get a real buzz when they feel part of something big.
People with a Perceiving preference – that's the "P" in their Briggs and Myers four-letter personality code – are spontaneous and adaptable workers. These types thrive in dynamic and ever-changing environments and may seek out employers that offer flexible working arrangements so they can remain wide open to schedule changes. If you need quick-thinking people who can respond resourcefully to changing situations, it pays to get a "P" or two on your team.
Take care if you think that Feelers are the peacekeepers of the workplace. While they certainly strive to maintain harmony and appear caring and tactful, the fact is: Feelers communicate differently than Thinkers and this can be to their own detriment. Feelers tend to argue less, apologize more, and personalize each and every experience – all of which can undermine the team's success.
Here are five ways that Feelers unwittingly sabotage communication in the workplace – and some tips on what you, as a boss, can do about it.
In an ideal world, personality type would not be a predictor of career success. But, we don't live in an ideal world.
Birds of a feather flock together, as the aphorism goes, and it's just as true for humans as it is for groups of animals in the wild. We all have a tendency to associate with people of similar personality to ourselves based on our shared attributes. This can affect our social networks. To cut a long story short, most of us have a stable network of contacts who look a lot like ourselves. What we're lacking are challengers, opinion leaders and mentors that can add a little salt to the soup.