How can you work effectively with different personality types?

Darte el tiempo de conocer a cada persona del equipo puede ayudarte a identificar su personalidad y como se comporta en determinadas situaciones, también es importante para que las personas muestren sus debilidades y fortalezas.

Take the time to learn what truly motivates and rewards each individual. Identifying what people consider rewarding and understanding their pain points can transcend the challenges and complexities of conflicting personality types. Then take it a step further – integrating team-building activities into the workplace is a fun way to help meld different personality types, strengthening interpersonal relationships and improving overall team dynamics. Investing in workplace connections and recognizing the unique needs of your team members maximizes the collective potential of your organization.

Lo importante no es identificarlo desde fuera, sino que cada miembro del equipo lo identifique desde dentro. De esta manera son ellos mismos los que lo entrenan, relacionándose entre ellos desde la práctica y no con lecciones magistrales. Por tanto y en resumen lo que yo creo es que lo importante es enseñarlos a ellos a identificarlos y no tener nosotros la información. Herramientas? Hay varias y no necesitan ser sofisticadas, porque se deshumanizan.

Para identificar los tipos de personalidad y fomentar la conexión en un equipo, puedes utilizar herramientas como el Myers-Briggs Type Indicator (MBTI), el eneagrama o evaluaciones de personalidad como el DISC. Estas herramientas ofrecen insights sobre las preferencias y comportamientos individuales, facilitando la comprensión mutua y la construcción de equipos más cohesionados. Es esencial abordar esta información con sensibilidad y utilizarla como una guía, no como una etiqueta rígida. Además, fomentar la comunicación abierta y actividades de team building también puede fortalecer la conexión del equipo.

When analysing personality, it's essential to ensure you have the full picture. Often personality types don't take into account the 5th trait in the OCEAN model. Neuroticism. This explains why 2 people with the same 'TYPE' often find it hard to explain why they react to certain circumstances in entirely different ways. Neuroticism measures naturally occurring levels of stress, anxiety and emotional resilience. This factor has a profound impact on the remaining 4 factors found in the big 5 theory of personality.

Una comunicación efectiva siempre es necesaria, aprender a comunicarte con diferentes personas es una habilidad que no todos los lideres actualmente trabajan, lo que puede llevar a malos entendidos, especialmente ligados a errores continuos y que algunas personas se sientan frustradas por no entender el tipo de comunicación de su líder.

1) Effective communication means speaking the other's language- use perspective taking to see the other's point of view. You don't want to give them the gift you want- you want to give them the gift they want. 2)Hold appropriate boundaries given the personality style of the other person or team. 3) Know when to be silent and get comfortable with it. 4) Learn the power of a real apology. Many of us have experienced an apology that wasn't. 5)Trust your gut and don't sell yourself short or out. 6) Forget the one and done conversations and expect that effective communication develops over time as trust and credibility grow.

Understanding the personality of each team member provides the leader with an opportunity to convey a clear message or vision tailored to each individual. It's akin to being a multilingual communicator, engaging with others in their own language.

Aware of the personality type of the person that you are working with and adjust it as you work with them. In the situation when you don't have the information on personality types, seeking direct feedback is a way you can try so that your communication better and better as you go.

Adapting your style is crucial to work with people with different personalities and coming from different backgrounds. I always adapt to different personality types and tailor my communication style to fit individual preferences. For those who favor directness, I focus on being concise and clear. Conversely, with individuals who appreciate thoroughness and a personal touch, I take a more empathetic, detail-oriented approach. This flexibility in communication ensures that each team member feels understood and valued, fostering a more harmonious and productive work environment.

Think of conflict as a passing storm—it's inevitable. Equip yourself with the skills to navigate through it. Acknowledge that disagreements are a natural part of the journey. The key is to discover common ground and transform the turbulence into a rainbow of resolution. Also, no harm in having healthy conflict with mutual respect. We cannot always predict people's personalities on the go, this is our inherent diversity.

1 : Prévention et Sensibilisation, 2 : Intervention Rapide et Efficace lorsque survient un problème 3 : Évaluation et Prévention Future Après la résolution d'un conflit

Healthy conflict is an important element within a high-performing team, but by using your understanding of your team's preferred styles, you can avoid unnecessary conflict within the team.

A Liderança Míope! Líderes que não identificam o potencial de seus colaboradores e não trabalham para treinar desenvolver novas habilidades alinhadas as necessidades da sua empresa e do mercado atual. Não podem exigir máxima performance do seu time!

Managing conflict is something you need to pay more attention to than ever. People are not all the same, I mean they don't have the same personality or even react the same way to what they hear from you. Conflicts will surround you every minute in the working environment, and you need to be careful not to take any of them, and always manage it constructively with a focus on the issue. Better to involve people to help you than manage them fighting against each other because they cannot communicate well to each other.

La diversidad en los equipos es fundamental, el aporte de todos los integrantes logran el éxito del equipo, importante fortalecer las habilidades personales de cada uno para distribuir las tareas de forma que la suma de contribuciones logren objetivos y celebrar cada avance por pequeño que sea personal y/o colectivo.

I see it happen in real life when a leader try to recruit people with same personality types. In fact you may need diversity to make your team more colorful. As you expand your team, you need to accept this diversity as part of the growth journey.

Diversity is an important factor in a high-performing team. Being aware of the team member's preferred style will allow the team to ensure that all members of the team are able to fully engage. By agreeing behaviours as a team to support this diversity and holding each other accountable to demonstrate them are signatures of a high-performing team.

Data shows that diversity actually fosters better business results! As a leader, you can enhance and leverage the different personalities of your team members and enable collective learning, collaboration and growth. Look for the individual strengths and what drives each of your team members and help them connect coach, support and enable each other to deliver different perspectives and ways of achieving the goals you set. You will see that more often than not, by allowing your team to find their own diverse ways, the end result will be much more impactful to the business, your team and you as a leader.

Leveraging diversity is critical and it involves recognizing and valuing the unique strengths and perspectives each personality type brings to the table. For instance, analytical individuals excel in data-driven tasks and problem-solving, so assigning them roles that require these skills can maximize their effectiveness. Conversely, those with a creative bent are often best suited for tasks that require out-of-the-box thinking and innovation. By aligning tasks with the strengths of various personality types, you enhance productivity and foster an inclusive environment where everyone feels valued for their unique contributions.

Ser un líder no se trata de lo que tienes, se trata de lo que haces con lo que tienes, tus valores, tu integridad y tu auto-desarrollo. Siempre busca el equilibrio dentro del equipo, desafiarte continuamente a ti mismo, es un reto diario.

As a leader I highly recommend you find a mentor within your organization who is an inspiring leader to you and who is outside of your current function and geography. Most importantly, find a succesful leader who has a different leadership style to your own, as this will teach you how different leadership styles impact on team engagement, success and development and you will learn new ways of leading yourself and others. It is also very helpful to mentor young professionals, and again, I highly recommend you mentor people who are different to you culturally, generationally or in leadership style. It is a fantastic way to develop yourself as an inclusive leader

Führungskräfte stellen sich jeden Tag neuen Herausforderungen. Vor allem in Veränderungsprozessen fungieren sie als Vorbild und sind gleichzeitig auch vom Change betroffen. In solchen Situationen ist es enorm wichtig, dass Personen in Führungsrollen in ihrer Persönlichkeit gestärkt sind, sie ihre Persönlichkeitsausprägungen kennen und sie zu schätzen wissen. Denn nur wer sich selbst kennt und auch in schwierigen Situationen handlungsfähig bleibt, kann andere Personen sicher durch die Change Kurve begleiten.

To work effectively with people of different personality types, it is vital to prioritize your personal development. You can achieve this by enhancing your self-awareness and adaptability through actively seeking feedback, engaging in continuous learning, and exposing yourself to experiences that challenge and broaden your leadership skills. By embarking on this development journey, you can connect more authentically with people of different personalities, which will help you develop a more dynamic and inclusive leadership style.

Führung beginnt bei einem selbst. Gute Selbstführung und damit auch regelmäßige Reflexion helfen dabei sich als Führungskraft regelmäßig zu hinterfragen und weiterzuentwickeln: Wie stehe ich zum Thema Führung? Was assoziiere ich damit? Wie delegiere ich? Was geht immer wieder schief? Was gelingt mir besonders gut? Welche Rollen habe ich als FK? Wie viel Zeit kosten mich diese? Und sollte hier etwas verändert werden? Sind nur einige der Fragen und Themen, die im FK-Coaching regelmäßig Platz finden.

Seeking support from a leadership coach is a strategic step. A coach can provide valuable insights, personalized strategies, and constructive feedback tailored to your challenges with diverse personality types. This external perspective can enhance your self-awareness, refine your communication skills, and offer a structured approach to navigate and capitalize on the dynamics within your team. A coach acts as a guide, empowering you to implement effective leadership strategies and fostering a collaborative and harmonious work environment that maximizes the potential of each team member.

Wir brauchen gerade in Deutschland für alles eine Ausbildung, nichts funktioniert ohne Zertifikat. Doch geht es um das Thema Führung hört diese Voraussetzung schnell auf. Warum ist das so? Gerade in der Führungsrolle haben wir große Verantwortung. Nicht nur für das vorankommen des Unternehmens, sondern vor allem für Menschen. Aus eigener Erfahrung kann ich sagen, eine Führungskraft kann dich fördern und zu einer mutigen Person machen oder eben so verunsichern, dass du denkst, mit dir stimmt etwas nicht. Daher sollte jede Führungskraft die Möglichkeit haben an einem Führungskräfte-Entwicklungsprogramm teilzunehmen oder sich durch ein 1:1 Leader-Coaching weiterzuentwickeln.

Let's understand this with the help of an example Consider an HR Manager, "A," handling two employees: X, outgoing and direct, and Y, introspective and thoughtful. A adjusts communication accordingly—being direct with X, fostering open discussions, and allowing Y time for reflection in private settings. Adapting communication to different personalities is crucial for effective collaboration.

The important you should never forget is don't let your personality type hold you back. An introvert type can speak in public very well. An emotional type of person can also be very logic. Aware the types so that you adjust the way you communicate. That's it.

Working effectively with different personality types is grounded in exercising strong emotional intelligence — specifically: 1. Self awareness: understanding how you differ from others and how others receive you 2. Self regulation: managing your own emotions when communicating with others who are different from you 3. Empathy: seeking to truly understand where someone is coming from. The quote “in order to walk in someone else’s shoes, you must first take off your own” conveys that you must put aside your own lens and look into the lens of the other. You must be genuinely curious about how the other person thinks and ask insightful, open questions that draws the other person out.

Personality types are essentially labels or boxes, and individuals cannot be boxed. In my experience, a person carries presence. While personalities serve as labels, effective communication with someone randomly chosen becomes challenging without understanding their personality type going by this rule. Adhering to certain pointers may help: Communication: Stay in present moment and respond. Relationships: Be inclusive, curious. Critical Thinking: Question instead of blindly believing. Biases/ Opinions: People possess biases, judgments, and opinions, be curious and clarify. Authenticity: Maintain authenticity, even if it means standing alone. Self-awareness: Cultivate and enhance it, as it provide's clarity in perceiving things as they are.