How Many Good People Do You Fail To Keep?
Few people respond well to what someone else wants them to do simply because they want them to do it or because of a pep-talk.
Speeches in the heat of a moment rarely 'motivate' and if they do, it usually promotes fear of loss rather than favour of positive gain.
Recognising and accommodating ‘how’ someone else naturally behaves allows you to appropriately modify your own behaviour to encourage a more productive work-ethic for longer-term mutual benefit. The result, your business keeps more of your productive people, securing greater overall team-minded productivity.
A good producer perpetually struggles with agreement. She talks too much and doesn’t listen well. She habitually arrives late for meetings. Even some clients are telephoning to find out where she is. Though her personal productivity is in the top quartile, she is causing increasing team unrest as she invariably asks for more time to secure agreed goals and assignments.
Your Response 'A'
You confront her about perpetually wasting everyone’s time and money. You tell her you could have use your time better if only she’d had the courtesy of letting you know she was running late, again! You tell her that clients are calling the office which is not good for the business reputation. You tell her, for the sake of team morale, it might be better if she found another situation.
Your Response 'B'
You identify you are dealing with a WARM/TELLER ~ someone who is highly emotive and highly assertive ~ who represents about 30% of the tested population. You arrange to meet her at a nearby popular coffee-bar asking her to bring along her ideas about having more time to pursue her interests. At your meeting, you ask what working practices could be adopted in support of her dreams, as well as allowing her to have more fun along the way. You ask what rewards and incentives would particularly motivate her to secure agreed goals, on time.
Do you feel response 'A' or 'B' will improve overall team productivity?
Each Primary Personality is ‘wired’ with perceived positive and negative behaviour traits. Each respective group represents 10, 20, 30 or 40 people out of every 100 tested ~ which is now in the tens of millions worldwide. This means there is a 60% to 90% chance you will mis-handled someone's Primary Personality unless you rapidly identify and accommodate it!
To recruit, train and manage effective working practices, of course, demand the disciplines and skills of any given trade or profession. But to retain your people requires every man-manager adapt to the *individual personality of those they work with.
This is the aim of our Inter-personal Skills Awareness Workshop.
Email firstname.lastname@example.org or call John on 07900 251258 to explore multiplying your business income.
*talks/group presentations require accommodating all four primary personalities in a sequence that captures their attention and maintains interest, which is beyond the scope of this article.