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.
Interaction. Connection. Honest commitment. Everyone knows that building a basic sense of trust among team members is essential for creating a synchronized and top-performing team. Even if an employee works alone on the frontline, he or she will always fit into a wider team with each member reliant on another and communicating constantly. Having the ability to trust your teammates and speak up when there's a problem is an absolute necessity.
To help your employees stay on track and to keep them engaged and productive, you'll need to set some metrics or milestones that you can measure and work towards. Most companies hand out performance goals at the annual performance review. Properly considered, they can help employees improve performance and job satisfaction.