Whether you’re looking to get ahead in your career or training employees in your organization, a communication style inventory is the key to developing effective communication skills.
Interpersonal Influence is a key factor in contemporary business. In a growing market, everyone is in the business of selling ideas. And when a sale is defined by buy-in and commitment, it’s the communication of goals and vision that does the selling. Offering solutions in an appropriate and influential way is, in most cases, the result of observation. Taking into account the situations of others, and how you fit into them allows you to communicate on common ground. But, it is reductive to say that communication – what we say and how we act – is a result of our, Read More
For literally thousands of years, people have been asking the question, “What’s the deal with me?” In Classical times, “what we are” was the same thing as “who we are.” The physical body was fundamentally connected to the “I” (the personality) and the deed/action. Classical physician Hippocrates noted signs from the body that related to the disposition and personality. He called these physical/behavioral pairings the Four Humors, and related each to an element of nature (fire, water, wind, earth): Classical notions of ideal forms (developed by Hippocrates’ contemporary, Plato) found resurgence during the modernist period. People had, in the face, Read More
In difficult economic times, it becomes very important to prove return on soft-skills development and training. So how do you keep your training expenses low, and your return high? Be Precise. Design your training around the needs of your organization. Do you have a limited time to deliver a wide breadth of information? Has a problem arisen that requires soft skills in seemingly disparate areas? Is your organization undergoing structural or cultural change? Be able to handle tough situations head on. With modular training programs, you can design a unified training session that directly targets the needs of your group., Read More
A Post by HRDQ President, Brad Glaser. “Why can’t these people work together as a team?” There’s no doubt in my mind you’ve heard that cry for help. If you’re a training professional, you’re well-aware that teamwork is vital to workplace success. After all, the once novel concept is now considered part of the modern organizational structure. This trend will only continue to grow in importance with the emergence of virtual, cross-functional, and multi-functional teams. So why do some teams continue to struggle with the concept of teamwork? Believe it or not, the answer may be quite simple. They probably, Read More
You don’t have to work out for hours every day to get in shape, but you do need to do it consistently, if you want to progress. The same goes for successful communication. By understanding your Personality Style, and the styles of those around you – and allowing that understanding to frame your interactions – you can effectively communicate with virtually no strain or confusion. By recognizing the tendencies and preferences of others, you’ll be able to flex your own style to accommodate their needs as well as your own. Change your tactics in order to appeal to your counterparts’, Read More
FREE WEBINAR Hosted by HRDQ Presented by Kate Ward Wednesday, August 22, 2012 11:00am – 12:00pm eastern time The topic of personality in the workplace has always been a popular subject. And for a good reason. That’s because personality is the root source of our behavior, our actions, our performance. It determines how we communicate, influence as leaders, and get along with others. On a larger scale, personality shapes team dynamics—and even sets the tone of an organization’s culture. It can also become a competitive advantage, if people understand how it works and how to use it. Join author Kate Ward, Read More
“I am what I am; and that’s all that I am.” It doesn’t have to be that way, Popeye! Of course we all have predispositions and values that shape our behavior (we are what we are). But, self-awareness is our spinach. Our Personality Style describes the way we prefer to gather and process information, and how we use that information to make decisions. By developing an understanding of our Personal Style, we are able to pinpoint our strengths (forearms, obviously) and weaknesses (we get jealous from time to time), and work towards better decision making. While some of our traits, Read More
Learning about Personality Style isn’t all about getting along. People with different Personality Styles approach and respond to conflict in different ways. In order to address and work through conflict to positive resolutions, we have to communicate effectively. A thorough understanding – not only of those with whom we are in conflict – but of ourselves, can take us a long way in improving our everyday interactions. If we can’t understand why we react the way we do in conflict, how can we conduct ourselves effectively? In Kate Ward’s Personality Style at Work, she writes: Communication becomes much more challenging, Read More
When thinking about behavior in business, there are many ways to measure and compare the way we naturally act. One common metric is assertiveness – whether we are inclined toward passive, passive-aggressive, aggressive, or assertive behavior. All of these styles have an effect on those around us, and our relationships with them. We need to be aware of the behaviors we are exhibiting in order to shape positive relationships. Click here to learn more about Interpersonal Influence – a collection of articles about how our behavior effects others, and how we can use that knowledge to improve our relationships. Available, Read More
A recent survey indicates that leadership skills are the highest training priority for U.S. businesses in 2012. Here are some article we’ve been reading about leadership training. At HRDQ, we believe that interpersonal skills are instrumental to the development of leaders. Check out HRDQ’s LeadingSuccess, a program that is proven to develop the interpersonal skills that managers, supervisors, and team leaders need to have a direct effect on employee performance.