Category Archives: Career Journeys
Let go of trying to change your employees and work on helping them develop themselves.
Developing vs. Changing
All of us know we can’t really change anyone! What we can do is develop and grow employees. What we also know is this — the employee has to want to develop.
Using an easy-to-use assessment tool like the DiSC makes all of this so much easier! The DiSC report gives the learner specific information about strengths and places where growth is needed, which makes it clear what areas can be developed.
A dominant personality wants to develop influencing skills.
This behavior doesn’t come easily to highly dominant people and they will need to practice until it becomes second nature. High “Ds” achieve this by practicing small talk, asking people about themselves, and taking moments to just “chat.”
They are developing and growing their influencing skills…but not changing who they are.
How Can You Help Develop Your Employees Skills?
Start with providing the right tools to give them the information to understand team members’ styles and attributes. Share this easy-to-use assessment.
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When it takes too much “work” to get groups together for a common purpose, you may have issues with communications styles.
Teams that work at top efficiency and really get along are rare! There are many reasons for this with the main reason being that team members have different communication styles. These styles can immediately come into conflict when members are grouped together trying to reach consensus or convey information.
Almost inevitably, a team is led by at least one dominant member. Conflict can arise if there are other dominant personalities who vie for the leadership position. In addition, even if other team members don’t outwardly disagree, many are simple not on board or engaged enough to show how they feel. Worse yet, many disengaged members leave the meeting not being supportive or not communicating the team’s mission correctly.
Many of these styles and communication deficiencies can be neutralized with an understanding of what “makes people tick.” Starting a team with a thorough understanding of themselves and others goes a long way to help launch a team into maximum productivity and success.
How Can You Help Your Dysfunctional Teams be more Functional?
Start with deploying the right tools to help them relate better to other team members. Share this easy-to-use assessment with your employees so that they can understand the key principles of communication styles and the strategies needed to improve.
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Email us or call 949/233-3060 to get your teams performing better. Learn how social collaboration tools make your teams stronger and your company more productive.
Successful Leaders Have Great Communication and Interpersonal Skills
Many employees reach the executive ranks because they have specialized knowledge or technical skills that are crucial to your organization. Sometimes that means these new executives have not developed the interpersonal or communication skills necessary to be completely successful at this higher level.
Your job as an HR professional is to coach these individuals or even intervene between them and their employees on occasion. Having an assessment tool like the DiSC® can help you and the executives you coach have a common language and a deeper understanding of everyone’s behaviors.
The “conventional wisdom” is that technical employees don’t make good managers or executives…and many times, they don’t! If the employee has a tolerance for the “people interaction” needed to operate on an executive team, coaching with a personality assessment tool like the DiSC® can make the difference between success and failure.
How Can You Help Your Leaders Communicate Better?
Start with deploying the right tools to help them relate better to staff and coworkers. Share this easy-to-use assessment with your leaders so that they can understand the key principles of communication styles and the strategies needed to improve.
If you have had a long career in Human Resources you know there are a handful of employees who can’t be helped. Some “challenging” personalities just need to be managed out. Everyone else can be taught to learn about themselves and how to relate to all the employees who are different from them.
The most important factor in helping all of your employees get along is to give them a common language and the ability to “read” each other so they can “flex” their style to others.
Using tools such as the DiSC® assessment testing and communication guides can help employees navigate different styles and improve teamwork.
How do You Adjust Your Style to Work with Challenging People?
Simply click on this link and you can take an easy-to-use assessment that will give you and your employees the information and strategies needed to work with all their co-workers.
It is no secret that most executives have dominant personalities.Their take charge attitude and ability to get things done quickly is often the very trait that got them where they are! However, there can be costly casualties from this win-or-go-home communication style.
Do As I Say Dominants
For managers of human resources, you are often called on to coach and guide these executives as they try to make the best decisions possible for their organizations. Some C-Suite managers view direct and decisive communication as leadership and don’t see the consequences of collaboration and consensus.
If you are a “dominant” communicator as well, these conversations are usually direct and to the point. Executives want everyone “to get to the bottom line” quickly! But these interactions can also be destructive as each side struggles to present their point-of-view.
What about the Rest of Us?
If dominance is not your natural style, this can be a struggle. In addition, if the executive has overused his/her dominant style, you often need to be the “mediator” and “peace maker”…and this can be exhausting.
Some disagreement is always good in the workplace as long as it resolves itself and the overall company goals are more solid as a result of the difference. Resolution oftentimes comes with effective communication of points and counterpoints. But what if an employee or executive struggles just to be heard? Does that make their contribution any less valuable?
Start by Knowing Your Own Communication Style
Tags: behavior, business, career, Career Connection, career success, communication, company culture, DiSC, employee, employer, feedback, job, life preparation, social collaboration, social learning, teamwork, world of work
The Bottom Line: Positive Employee Relations are Key
Would you be surprised to learn employee disengagement is costing the United States $370 billion annually due to productivity loss? It’s crazy to think that employees who hate their jobs are actually costing the US money.
On a positive note, employees who love their jobs and who are highly engaged help save their company 5% in their respective departments. Bottom line, wake up your disengaged employees and figure out what lights their fire. If they are just a waste of space…get rid of them. Otherwise pep em’ up!
Recognizing Employee Achievements
It is more than just money. Give your employees recognition (not monetarily). Let them know they are doing a good job and be specific about what they’ve done. Studies show, “69% of employees would work harder if they were better recognized for their performance and achievements.”
Build meaningful relationships with your employees. Let them know you are a real person and not just their boss and you value their contributions. Tell them about your weekend, kids, hobbies, or even invite them to happy hour. People who voluntarily leave their jobs are more than likely “not quitting the company, they’re quitting their boss.” Don’t be ‘that’ boss. This is especially true of Millennials — but all employees want and benefit from this!
Social Collaboration and Peer-to-Peer Learning
Encourage informal learning to occur more often, rather than torturous formal training sessions with long PowerPoint presentations and ‘exciting’ guest speakers. Let them learn from one another informally; this is how 80% of on the job learning happens after all. So let it happen, it will allow employees to engage and grow with one another.
What has changed is how we learn. Technology now allows us to learn from anyone — anytime — anywhere — often with a mobile device or iPad in our hands.
Is there resistance to this? You bet! Many are still wedded to the institutional learning models of the industrial era. The philosophy was (and is!), “here is what we need you to know to do what others want you to do.”
For employees who are not as comfortable with screens large and small, this new way of learning can be daunting. Many worry that all face-to-face or classroom interaction is going to disappear. This won’t happen. What will happen is more blended learning using all kinds of tools.
Outstanding teachers and trainers have always known their students know at least as much as they do, if not more. Social Learning and the technology that accompanies it now allows everyone to be a collaborator, a teacher, and a learner!
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