Thrown Into Training

and found my calling

Archive for the ‘Listening Skills’ Category

Personality Colors are a tool, NOT a crutch

leave a comment »

I love to introduce people to the personality colors concept and watch their reactions:  they nod as they recognize themselves.  Then, I can see the wheels in their heads turning, as they think about their teammates, supervisor, even their family members, and try to place them into a color category.personality-colors1

The personality colors are a great introduction to seeing things from another person’s perspective.  It’s a great way to verbalize characteristics of your own personality (which you may not have been able to do before) and to recognize the differences between your thought process and that of others.

However, I have heard of people using their personality color as a crutch.  This is NOT the intended use of the personality color.  It is not there for you to use it to attempt to explain away improper behavior.

For example, you may be the very essence of a Green (logical, loner, independent), but this does not give you the right to be rude to anyone.  The point of the personality color exercise is to realize how OTHERS want to be treated, not just how you like to be approached.

Just because you are a Red (decisive, impulsive, risky), you don’t have the right to roll over everyone else in the group and not allow others to share their ideas because you spoke up first.  Reds must learn to curb their impulse to control the group and wait for others to contribute.

Yellows (dutiful, introvert, flighter), you must learn to speak up for yourselves.  You have a lot of value in a group, as you are a natural team player.  But you cannot allow reds and greens to steamroll over you when you know you’re right.

And finally, Blues (empathetic, flexible, idealistic), when the rest of the group doesn’t agree with you and can’t see the emotional pull you’re feeling toward a decision, you must back up and try to see the logic of the others’ positions.    You will be the one to sell the idea to the rest of the world – therefore you must find harmony in the decision.

add to digg | add to stumble | bookmark on del.icio.us | submit to reddit

Be proactive rather than reactive

with one comment

Have you ever been part of an HR team who waits for problems to come and knock on their office doors, rather than engaging with their staff and employees to search out any pitfalls?  I have, and it doesn’t work, does it?meeting

Any member of the leadership team in a company (and HR and Training are important parts of that team) owes it to the company to engage with their staff and employees and ferret out the issues before they are escalated.  Isn’t that the purpose of HR and of Training?

Rather than putting out fires after they’ve already started, it makes more sense to be aware of the state of affairs on the company floor.  I know it’s comfy in your private HR area (if your company is like most, your HR offices are tucked away in their own special area.)  However, that is not where the employees need for you to be.  They need for you to be involved in their world.

Suggestions for how to be involved:

1.  Have town hall meetings.  Ask what is on the employees’ minds.  No, you won’t be able to fix everything – but if the employees feel that you’re at least listening, that will solve about half of your problems right there.

2.  Partner with your Training group.  Stop being territorial.  The Training team has more one-on-one time with the employees than you ever will.  Find out what is going on through them.  Sit in on their classes and listen to the employees’ feedback.

3.  Meet with all levels of management, NOT just the one who will get you ahead personally.   Your middle managers need you more than anyone out there.  They are getting pushback from all sides.

4.  Setup an e-learning program that goes over the company policies with every employee once per year.  Yes, you discuss the policies with the employees on their first day of employment – how much do you think sticks when they are getting hit with everything else at the same time?  Not much.

add to digg | add to stumble | bookmark on del.icio.us | submit to reddit

Fighting Fairly and Practicing Instant Forgiveness

leave a comment »

Relationships – whether they be working relationships, friendships, or romantic – all involve some sort of conflict at some point. Whoopi Goldberg once said, If you have someone living with you who isn’t YOU, then you have a problem. This is true whether or not you’re living with someone. She simply meant that whenever you interact with others, as no one is going to see EVERYTHING the same way you do, you are going to have conflict.

armwrestling00031

What’s important is the manner in which that conflict is dealt. A long time ago I read a quote from Maria Shriver in which she said, practice instant forgiveness. And on so many levels, she was right. But it’s more than just not letting the sun set on your ire with each other. It’s about not bringing things up from the past.

If you’re lucky enough to have relationships that spread over decades, then you have witnessed both of you change, as we are ever-evolving in our thoughts, appearances, and behaviors. I know that I have completely changed the way I address issues, the way I think about certain topics, and the way that I communicate. However, I have friends from “the time before,” if you will, and sometimes, those people like to remind me of how I behaved during those times, even if it were years beforehand.

That is both hurtful and damaging to any relationship. First of all, none of us are perfect; even the most balanced person in the world has a bad day and acts out of frustration. Of course, we hope that our actions are more contained than those of a two year old, but we have all had our less-than-prestigious moments. And no one deserves to be reminded of previous mistakes over and over again.

So, for me, instant forgiveness does not necessarily mean ending my anger with that person at that particular moment. It means that I will not bring up past hurts, past behaviors while dealing with this present issue. It means that I won’t say things like, well, you have done this to me before or, gee, are you going to do what you did before and not talk to me? Because we all have things that can be tossed into our faces and no one likes having that done.

Choose your words carefully; they will be remembered, even if never brought up again. In law, there is a saying that you can’t unring a bell. This means that one attorney will ask a witness a question, knowing it will be objected to, and then the judge will instruct the jury to make believe that they never heard that question. Well, you can’t “unhear” something, so while the jury is not supposed to use this in their deliberations….it’s still out there. So is anything you say to someone, and especially, anything that you write to someone.

We are not always the best versions of ourselves; we are fallible; we are human. So when you do have the disagreements that any relationship brings upon you, stay in the moment. Focus on what the issue is that moment, not on what happened 6 months ago, 3 years ago, a lifetime ago. Don’t burden people with the person that they used to be; you would not like having that done to you either. Address the person standing before you NOW, not the person who hit you over the head with his or her sand shovel when you were in diapers.

add to digg | add to stumble | bookmark on del.icio.us | submit to reddit

Written by Angela Risner

December 7, 2008 at 2:44 PM

We did not change as we grew older; we just became more clearly ourselves. – Lynn Hall

leave a comment »

I had an acquaintance through work who was very timid and shy, didn’t want to create waves.
I encouraged her to stand up for herself, to make her feelings known.  Of course, when she did this to me, I became very upset.  How could she talk to ME like that???  I was the one who had encouraged her to have more confidence in herself and to not take crap from people.  But I didn’t mean ME.  I meant that she should stand up to other people.
sunset
The truth is, when we encourage people to change, we don’t mean that they should change in the way that they act around us.  We mean that they should change in other ways, with other people.  But they should stay the same for us, because we don’t like change. We want them to be the same for us.
Don’t flatter yourself that friendship authorizes you to say disagreeable things to your intimates. The nearer you come into relation with a person, the more necessary do tact and courtesy become. Except in cases of necessity, which are rare, leave your friend to learn unpleasant things from his enemies; they are ready enough to tell them. – Oliver Wendell Holmes

Support is only support if it is given in love, without ulterior motive.  Support need not be trying to get someone to think like you; it can just be acceptance of the person as they are.
I may not be a parent, but I do know that parents always want to take the bite out of life for their kids.  The unfortunate part is that, through your love, you are denying them experience and knowledge.  When someone tells you that something is hot and that it hurts, you really don’t believe them until you touch it.  It’s the same all the way through our lives; we really only learn through our own experiences.
That is what I’m trying to do; I need some experiences to teach me about myself and the world.  I have to go through this door alone.  And no one can protect me.
We always do what we MOST WANT to do, whether or not we like what we are doing at each instant of our lives. Wanting and liking many times are not the same thing. Many people have done what they say they didn’t want to do at a particular moment. And that may be true until one looks deeper into the motivation behind the doing. What they are really saying is the price they will have to pay or the consequences they will have to endure, for not doing that something may be too high or onerous for them not to do it. Such as going to work. Many people say they don’t want to go to work and yet they go. Which means they don’t want to risk losing their jobs and the negative hurting emotions associated with not having a job. It has been estimated about 90% to 95% of all people work at jobs which are unfulfilling and which they dislike and would leave in a minute if they only knew what they really wanted to do. - Sidney Madwed

add to digg | add to stumble | bookmark on del.icio.us | submit to reddit

Written by Angela Risner

December 7, 2008 at 2:15 PM

Follow

Get every new post delivered to your Inbox.