21st Oct 2020
The Sunday Star Times can have some great articles and Sunday the 18th had a couple of really good ones. “Build your team like it’s a Mars mission” David Winsborough, in particular was spot on. I would put in the link but I can’t find it online now so here’s a couple of quotes that sums it up.
“The idea of choosing people purely on their technical abilities just won’t work for missions like these (heading to Mars). Choosing crew will rely on deep-level characteristics, like values and personality, just as much as medical, engineering and slight skills. (This was actually a colleague of Winsborough's, Suzanne Bell).
You may feel, as an employer or head of an organisation that your place of work isn’t as intense as a mission to Mars (or maybe it is?) but if think of the cost of recruiting poorly, it can actually make your business implode, then taking these characteristics into account right at recruitment is an excellent idea.
Recently I’ve worked with a business that employed someone whose values did not fit theirs. Long story short there was a personal grievance that was extremely costly. So why did they employ someone who’s values were so completely different? Because, when I asked, what are your values (this is me to the business owners). Ummm, we don’t really know. Excellence I suppose? (that’s them to me). Right. So. There lies the case in point.
“Research from Earth-bound workplaces has shown that personality is one of the most powerful drivers of team effectiveness” Winsborough states. Should I have put that in capitals? There are a multitude of personality tests out there, some that take 10 minutes to complete and could be a life saver when you are interviewing. My favourite one has 4 different personality types, is easy to complete, is fun and once done you can see very quickly what type you are. If you do something like this with your team first, you will see where the gaps are and can recruit to fill that specific personality type.
A mix of personalities can balance out negative tendencies. Even Elon Musk is in on this “My biggest mistake is probably weighing too much on someone’s talent and not someone’s personality. I think it matters whether someone has a good heart” Hear, hear Elon!
To find out more about personality testing and how this fits into workplace communication flick me an email email@example.com.
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13th Oct 2020
Isn’t communication a funny old thing? Just when you think you’ve got every situation covered, someone moves the goal posts. Just when you think you think you’ve got a common understanding someone doesn’t live up to what is was you expected them of. The key word in there? Expected. When we feel our ‘expectation’ markers haven’t been met (I’m talking work and personal life here) our immediate reaction is usually anger. But actually what happens first is disappointment. But we are inclined to ignore that feeling and go straight to the anger, then we start blaming and criticising – ‘why haven’t you done this…’ or ‘we decided this was how it was going to go’ or ‘you know how I feel when you do/don’t do this/that and yet you still do it’. Do you throw in some contempt in there while you are at it? An eye roll? A lip sneer? What about in the tone of your voice? I bet you do. This can make the other person feel a bit attacked, perhaps. Under pressure, certainly, to perform or conform. Or they might go the opposite way and think, something along the lines of, stuff you. But no matter the reaction what the situation is a disagreement, an argument that can easily escalate into an ongoing issue that never gets fixed. What is standing in the way of getting communication issues resolved? The need to be right. I am right, you are wrong. This makes you the victim and the other person the villain. Neither ‘labels’ are that pleasant nor (I’m sure) no one wants to be either.
What to do about it? To stop the escalation in its tracks and so if it happens again you can deal with it in a much more effective way. Et Voila! Effective Communication!
It’s a simple 4 steps (Dr Gay Hendricks, The Big Leap, 2009). Simple but not that easy.
Supposing you’ve decided this needs to be sorted. Of course, there are techniques around this and it all depends on exactly who and what. But in general, to sort an issues you, and I mean YOU, not the other person has to do, is remove these 4 (what is it with 4??) things from your dialogue. Blame, criticism, defensiveness, contempt. (Dr John Gottman’s 4 horses of the apocalypse). Then have the conversation. From professional and personal experience, this takes practice and time so good luck!!
Seriously, for more personalised advice and training on effective communication click here to have a (no obligation, of course) conversation. Book a Time
Or send me an email with what you want to achieve and I can outline what would work best for you in terms of effective, excellent, open and honest communication. firstname.lastname@example.org.
30th Sep 2020
“There’s no question that women are being hit harder by the Covid-19 slowdown”, says Minister for Women Julie Anne Genter.
Whilst it is difficult to have the exact percentage of redundancies for women due to Covid-19 the estimate is around 70% of women have lost their job due to the pandemic. There are many factors around the ‘why’ of this, but let’s focus on creating opportunities to support women in gaining further employment. In New Zealand there are resources and funding available for re-training, professional development and starting your own business. But if getting another job is the main focus, the big question is, how do you stand out in this crowded market? One report I heard was the same job advertised this time last year in a company in Queenstown attracted 4 applicants. This year it was 90. What to do? First of all, get your CV updated and checked over by an HR advisor. If your CV is not spot on you won’t even progress to the next step – getting an interview. If there is even a vague error in it, it won’t even get onto the ‘yes’ pile. Let’s say you have taken this critical step and your CV will most definitely get you into round two – the interview. You might have around 40 -45 minutes to articulate exactly WHY you should get the job. For some women this in itself is challenging but it is a must. If you don’t speak up for what you have done, what you can do and how you will add value to the company interviewing you, no one will, and that is your opportunity lost. It’s nerve wracking but there are techniques, strategies and exercises to keep your nerves at bay and to confidently and eloquently present you at your best. Appearing confident is impressive to any prospective employer. Presenting yourself well will also be impressive because this will possibly mean you will present well for their business. Lastly, to learn how to do your best in an interview please do not turn to You Tube. You need to learn what works for you and You Tube videos are very generic and, at times, out and out wrong. If you want to be the best you have to learn from the best. That’s the bottom line. Because children’s speech is very close to my heart I am donating a child’s speech programme for every corporate re-training attendee for my coaching programmes. If you are looking for help and your company has a re-training package, get in touch. If you know of a child (or even a school) that would benefit from free speech lessons nominate them and we will go from there. “Victory comes from finding opportunities in problems.”