Assessment Tools - Time to Get Out of the Box!

If you’ve been in the work world for any length of time, chances are you’ve participated in at least one personality assessment.  These assessment tools, many of them based on the work of Swiss psychotherapist Carl Jung, use a series of questions and psychometric indicators to provide individuals with increased awareness of their own behaviors and, ideally, better understanding of the behaviors of others.  Many organizations are now using these tools in their hiring process, to assist with team building, and in leadership development and sales training programs.

While increased self-awareness and better understanding of others generally results in improved communication and harmony, the “typing” that is inherent in many of these tools can have a negative effect. There have been many articles recently, for example, about introverts and extraverts, two types identified by Jung. Which type makes a better leader, a better employee, a better salesperson?  Reducing the complexity of the human personality into such a narrow scope can limit an individual in their own eyes and the eyes of others. It puts people in a box.

It’s time to get out of the box.

A more innovative, comprehensive and realistic approach is to focus on traits, not types.  Assessments that use this approach, such as Lumina Spark, recognize the complex contradictions that make each one of us unique. An individual may have both introvert and extravert qualities, for example.  There are multiple facets of introversion and extraversion. Those facets may be utilized more or less dependent on the present situation.  By measuring a person’s use of polar opposite traits, individuals can be seen for their unique capabilities rather than limited by typing them into a category.

Based on the latest academic research in the “Big 5” personality traits, and integrated with certain elements of Jungian theory, the Lumina framework embraces the fact that each individual possesses opposing personality traits. It’s “both and” thinking versus “either or” thinking.

Everyone possesses all five of the “Big 5” personality traits – extraversion, agreeableness, conscientiousness, neuroticism and openness to experience – but we each possess them to varying degrees. We are unique individuals, not types.

Individuals are complex, and should not be placed in boxes, limiting the beliefs about their effectiveness, their capabilities and their ability to develop and expand.

“He who knows others is wise. He who knows himself is enlightened.” – Lao Tzu

If you’d like to learn more about these assessments for you or for your organization, please contact me for your local Lumina Learning Affiliate.  You can reach me at RebeccaBales@luminalearning.com.

Lead on,

Rebecca

Finding Your True Voice

How many times have you walked away from a conversation wishing that you had handled it differently? A disagreement, perhaps, where you wish you’d said less, or said more, or adjusted your volume up or down. Or you delivered some bad news and the other person’s reaction wasn’t at all what you’d imagined when you rehearsed it. Or your voice failed you when you had to defend your opinion, a colleague, your job.

For many of us, losing our true voice in the face of fear, controversy, awkward situations and difficult conversations is an all-too-often occurrence. So how do you find it and ensure it’s at the ready for every conversation?

 “To effectively communicate, we must realize that we are all different in the way we perceive the world and use this understanding as a guide to our communication with others.”
- Dr. Lawrence J. Peter

It starts by understanding your own communication style, and how your beliefs impact your perception of experiences and information. Do you make assumptions that prevent you from speaking authentically? Do you hold back because of past negative experiences that you fear will be repeated? Leaving things unsaid that need to be said can be as detrimental as saying too much, if not more so. Detrimental to you, whose needs are not being met, and detrimental to others, who may need the information or insight you provide.

Recognize that others also view experiences and information through their own belief-based lens. Speak in a way that respects this by listening for understanding and clarifying intent. When you adapt your delivery so that others will hear you, your true voice will come through.

There are a number of assessment tools available to help you understand your communication style and understand the style of others. With this knowledge you can learn how to adapt to others. You can stop working to get your point across and begin to truly listen to others.  Here you will find the power of your true voice.

If you’re interested in learning more about these assessments for you or for your organization, please contact me for your local Lumina Learning Affiliate.  You can reach me at RebeccaBales@luminalearning.com.

Listen on,

Rebecca

5 Tips for Leading Cross-Functional Teams

A cross-functional team approach can provide a significant advantage in project and product development by bringing together and leveraging diverse ideas, expertise and perspectives.  A cross-functional team is defined as a group of people with different expertise working toward a common goal. The team may include representatives from finance, marketing, operations, human resources and may even have members from outside the organization such as customers, suppliers or consultants.

While these teams can improve outcomes, they are not without their challenges. Especially for the cross-functional team leader.  If you are leading a cross-functional team, here are 5 tips to help you guide your team toward true collaboration and success.

1.       Recognize and value diversity. Each functional area brings to the team their own ideas, perspectives and ways of doing things.  Set the stage for collaboration versus conflict by creating a forum during one of the first meetings where each group describes their function and specific role on the project.

2.       Set clear goals and objectives. This is essential for any team, but especially so for cross-functional teams whose members often have competing responsibilities in their respective departments.  If possible, work with the functional managers to make the success of the cross-functional project one of their departmental goals. This alignment provides more motivation for the members and increases the likelihood of success. 

3.       Clarify expectations.  Make clear to each team member and their functional manager how much time they need to spend on the project relative to their departmental work. Be sure that each member of the team understands their role and that the team as a whole understands expectations around performance, and around processes such as conflict resolution, decision making, etc.

4.       Foster an open dialogue.  Encourage open, honest feedback and communication among team members.  Set the example for these dialogues by communicating frequently and openly with the team and with individual team members. Use open-ended questions to stimulate discussion and uncover and address any issues or concerns. Encourage team members to focus on the issue and solutions rather than pointing fingers at each other.  

5.       Provide the appropriate resources and support.  Ensure that you have – and maintain – the full support of management, and that the cross-functional project is seen as a priority. Report progress, issues and solutions on a regular basis to both your leadership and the various functional managers.

Leading a cross-functional team requires understanding your own leadership style, and adapting that style to the needs of the individuals and functions on the team.  Developing this ability will contribute not only to your success, but to the success of your team and the organization as a whole.

Lead on,

Rebecca

Communicating from Your Strengths

“Communication – the human connection – is the key to personal and career success.”   

- Paul J. Meyer

Have you ever walked away from a conversation feeling certain that the other person knew what you meant, only to find out later that they hadn’t heard – or understood – you at all?  That communication – the human connection – simply didn’t happen? Unfortunately, this is a pretty common occurrence. So how do we change that? How do we ensure that we (the sender of information) and the listener (receiver of information) interpret that information in the same way?

It begins by understanding your communication style and then learning to adapt that style so the listener will hear and understand you. So there truly is a connection.  

Think about how you tend to communicate in a work setting. Do you get straight to the point, use direct, assertive language and keep conversations brief (you are action-oriented!)  Are you comfortable with conflict and focused on moving the meeting, the project, the task forward?  Now think about having a conversation with someone who has the opposite communication style.  Who has a softer and more relaxed approach.  Who likes to engage on a personal level before diving into business. And who would rather avoid conflict. How would you adapt your style to communicate effectively with this listener?

Or perhaps you’re a very animated communicator.  Full of ideas and energy and often switching quickly from topic to topic. You prefer to focus on the big picture with minimal details. You love stories.  Now imagine that you’re giving a presentation to someone with the opposite communication style. Who is more formal and deliberate when speaking.  Who is focused on facts and details and prefers order and process. How would you adapt your style to communicate effectively with this listener?

We each have a bit of all these styles within our communication palette.  But we tend to favor one or two of them as our strengths. Recognizing what those strengths are, and then developing the ability to identify the strengths of others and adapt accordingly is key to achieving effective communication. 

There are a number of assessment tools available to help you understand your communication strengths and learn how to adapt to others.  If you’re interested in learning more about assessments for you or for your organization, please contact me, Rebecca Bales, at RebeccaBales@luminalearning.com.

This Thanksgiving I am grateful for my family, friends, gifts and talents, and the opportunities that God has given me to experience this life. I am blessed for all of the people who are on this journey with me, who have crossed my path and whom I have yet to meet. I wish all of you a Happy and Love-filled Thanksgiving!

Warm regards,

Rebecca