Leadership Trevolution Blog


Blog Entries by Tag: Personality

How Personalities Connect in a Team or Not

Published on: Apr 09, 2012 | Tags: General, Team Work, Personality, Self Leadership

PersonalityThe discovery that I am mildly introverted was a defining point in my life. The revelation occurred when, as a young professional, I participated in a workshop on personality. Upon completion of the assessment, I reviewed the feedback report, when I was sure I had someone else’s results. 

The description of an extrovert did not reflect what I knew about myself, yet it was my result. I learned that day that I was an introvert living as an extrovert based on what I believed others expected of me. This discovery explained my stress, weariness, and lack of motivation. Accepting my introversion and learning to be effective out of who I am was a transformational experience. 

Because of that experience, introversion and personality became a topic of great interest to me. The more I learned about personality the more important it became in my personal growth and development as well as my ability to work well with others. While there are other factors that influence actions and interactions, there is no question personality is one of the primary behavioral influences in a person’s life. 

There are many assessments that help individuals and groups understand personality. I developed the Team Style Profile to go beyond individual behavioral tendencies by clarifying how individual conduct converges into group patterns. The assessment results in a list of strengths and weaknesses that are specific to that team. I discuss the positive potential of personality for your team’s culture in my article, Four Ways to Create a Positive Team Culture on Young Upstarts web site. Young Upstart

Whether assessing a team or individual, interpreting a personality assessment should be done with three key perspectives in mind. 

  1. Your personality is neutral. Every personality has strengths and weaknesses. Every one. This is true no matter which assessment you use. One personality style is no better or worse than any other, only different. You should not wish for someone else’s personality because you will have to accept its weaknesses to enjoy its strengths. 
  2. Context influences your personality. You may find yourself acting differently in some situations. You make behavioral choices based on many factors, and at times, there may be influences on you that are greater than your personality.
  3. How you deploy yourself determines your effectiveness.  Make sure you control the impact of your personality on self and others. Because your personality is neutral and influenced by context, make sure you are determining its influence on your behavior. Your personality becomes subject to your self-leadership as you understand and accept it. 

Many people I work with have taken personality assessments and found them interesting. After that, they put them on a shelf and forgot about them until someone mentions personality assessments. Then they say something like, “Oh yeah, I took one of those, but I forget which one it was.” I hope that is not you.

Leading Self: A Case Study

Published on: Mar 12, 2012 | Tags: General, Personality, Trimergent, Self Leadership, Productivity, Mission, Vision, Communication

Many professionals struggle with a lack of clarity and direction in their career. This has a direct impact on life direction as well. We share a common desire to experience purpose, passion, and reward for our work. One young professional found herself in just such a position.

She works for a large healthcare organization in Central Texas that represents many professional opportunities yet, as with most large organizations, can be challenging to navigate in terms of career path. As she sought clarity on the direction of her life and career, she decided to participate in the Trimergent Leadership® System Leading Self course. She said, “I wasn’t really sure what I was going to do career-wise.”

 Decisions

Her participation resulted in a personal mission and vision that were supported by her core values. She also developed a clear understanding of her personality as well as her passions. These, plus the identification of her strengths and weaknesses, positioned her to be true to self.  

“It is definitely a challenge,” she said, “It’s one of those things where you have to be willing to take an honest look at yourself, who you are. It’s extremely powerful. It was extremely eye opening and freeing.” The focus she gained through the Leading Self experience allowed her to know both who she is and who she is not.

The next step was to apply her experience on a day-to-day basis. She developed this ability as she practiced improved communication skills, life management and life balance. “Throughout Leading Self, I learned a lot about timing, being patient and really learning to voice who you are and being okay with that,” she reflected.

Once the course was completed, she possessed clarity and direction. “I was offered a couple of jobs during that time that were just a little outside my most suitable place to work,” she said, “They were things that, over time, would have really drained me. I don’t think that I would have had the awareness to recognize that without Leading Self. I actually turned those offers down.”

In the current economic climate, turning down good job offers is a very bold move. This surprised the people interviewing her and led to another meeting.

“They called me in and said ‘Those were nice offers, why did you turn them down?’” she recounted with a smile. “I was able to be open and honest and tell them why and additionally what I would enjoy doing, and they found a position to meet me where I was. It was pretty incredible that I got to have a hand in finding something I would really enjoy. That all came out of Leading Self.” In addition, she received a significant salary increase.

She credits discovering who she is designed to be to the Leading Self experience. “I’m able to be more of the person I desire to be in more areas of my life,” she said.

 Trimergent Leadership® System Leading Self is available for groups in a 5 day or 10 day format. Individuals can experience it in an 8 session coaching format.

 

Weaving a Social Web

Published on: Mar 05, 2012 | Tags: General, Team Work, Personality, Systems

Connecting people in relationships that result in the ability to work well together may be one of a leader’s greatest challenges. The connection is social and complex. Many variables come into play between people.

As diversity grows in the workplace and the world continues to shrink, this challenge will only grow. People weave a social web in order to come together. It can be a weak web with poor connections, or a strong web with beneficial connections. If the group has been together for any time, the web is complete and functional even if its characteristics do not represent relationships that create positive work connections.

The challenge to weaving a positive social web is diversity, because everyone that is like me is ok – right? Law requires companies to address diversity issues for certain situations. Beyond these, the diversity that challenges leaders includes any way one person is different from another. Those differences create misunderstanding, judgment, critical attitudes and conflict.

One commonly misunderstood difference is extraversion and introversion. Debra Donston-Miller considered this dynamic in a recent article on The Brainyard. My observation that introversion and extraversion are a diversity issue was included in the article. An introvert prefers time to reflect while an extravert wants to talk. They are different in terms of the pace they prefer, the way they make decisions, and the way they deal with change.  A leader may identify this along with several other differences in her team.

You can evaluate this social web by listening, observing, and evaluating the actions and interactions of those you lead. Notice what your team members fail to understand and accept about one another. What do you struggle to accept?

Take a moment and consider the unseen social web that connects you and co-workers. Is it a strong web, supporting personal and group success? If not, how can you improve it?

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