A couple days ago, I was talking to a friend about burnout, teams, leadership, and self-awareness. We chatted about how we, humans, are the smartest animal in the animal kingdom, however we are at times limited when thinking of our own physical, social and mental health. One example we discussed on how nature and animals are so intelligent is the V-formation that some birds and most commonly, geese form.
Last week in Part 1, I discussed causes for communication gaps and tips that can be applied to close the gap. This week, we'll look at how personality plays a part in communication and how you can adapt your style.
Understand Others ‘Personality Type’
Moving towards a more effective, understanding and friendlier relationship between you and your colleagues requires not only knowing your own personality type and what works best for you, but also knowing others’ and types and characteristics. Learning about personality types, will help you understand what you need to focus on or pay attention to when communicating with each.
Is it a struggle to make your voice heard in your workplace? Do you find it difficult to communicate your thoughts and ideas to others?
We are all unique individuals who think and behave differently, and this plays an important role in our team dynamics. By better understanding one another and accepting our differences, we can work more efficiently as a team and communicate better with our colleagues.
If we don’t address the communication gap that is caused by our different perspectives, it will cause misunderstanding, frustration, and will reduce productivity overtime.
Should I be an entrepreneur when I grow up? It turns out that vocational interest assessments can help you figure that out.
Hold on…what are vocational interest assessments again?
A teacher or career counselor may have given you a vocational interest assessment in high school, college or university. The assessment will tell you areas you are curious and interested in, say artistic or social interests (e.g., drawing, singing, or helping people in-need), and gives you a list of jobs to look into that matches your interests. I heard that these assessments were hit or misses. A student may snicker when seeing that the list of jobs recommended includes being a rock star. Another student may feel validated that one of the top recommendations was to be a teacher, a job that they personally were interested in. However, regardless of the initial reactions of respondents, the fate of these vocational interest assessment reports tend to end up in the abyss after a 10-second scan. Unsurprisingly, researchers collectively seemed to lose interest and pursued other studies …until recently.
Have you ever been a member on a team where it felt like the team lacked direction and control? Or, the majority of team members were unengaged and lacking passion? Or, perhaps you've been on a team where the group struggles with changing direction and embracing change? These are all signs that a team is lacking Hardiness, which is the psychological component of resiliency that involves three qualities: Challenge (the degree to which you embrace change and see failure as a learning opportunity), Control (the belief that you can influence outcomes), and Commitment (a tendency to see life as meaningful and purposeful). Hardiness is a crucial component of resiliency and these hardy qualities are at the foundation of a cohesive and well-performing team.
Have you ever watched your favorite Reality TV show and wondered, “where do they find these characters”? It may surprise you to hear that MHS has been directly involved with candidate selection for over 20 Reality TV shows in the United States and Canada. According to the New York Times, 15 out of the 20 most popular TV shows on air are Reality TV Shows. Many iterations and versions of the most popular shows are produced in over 50 countries around the world.