Develop Personality Smartness Tips: All of us have a way that we interact with the world. Our habits, behavior’s, and personalities all make us distinct from one another. Sometimes we work in an environment where we find that we are similar to other people in our preferences, our ideas, and our attitudes. These similarities make for an easy, comfortable working relationship – not to mention putting us in the position for making some lasting friendships. Improve Your Own Skills Build?.
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Develop Personality Smartness
Yet what happens when we work with people who are significantly different from us? They are quiet when you are talkative. They are outspoken when you are more hesitant to share your opinion. They laugh easily and tend to share their personal life regularly, while you are more reserved and prefer to keep your personal life out of the workplace.
You work in order to enjoy your life, but they seem to have a life only in order to work. You want things planned and organized, but they tend to make changes at the last minute and then you end up frustrated.
How do we Recognize/Missing Our Personality
Unless you’ve only ever worked for yourself, chances are that you can relate. How do you feel about those other people that don’t share your way of looking at the world? Do you see them as difficult, strange, or worse? Do they make you uncomfortable or even dread it when you have to work together? Do you ever change the way you act or speak around these people?
Most of us develop some way of ‘handling’ these different people. We might be polite, we might ignore them, we might dismiss their opinions, we might be loath to express our own, or we might even, in the worst case, argue with them on a regular basis and speak badly of them when they aren’t around.
While this is bad enough when this situation exists between you and a co-worker; it can be disastrous for your entire team when you have this type of interaction between you and someone that you are trying to lead.
The methods we’ve all developed for working with others become so natural that you might not even notice that you’re doing it anymore. Particularly when we are talking about a person that you find it difficult to supervise, when we find a way of dealing with them that seems to work, we stick to it.
I want you to know about them. “John F. Kennedy“
Our patterns of behavior and our opinions about that other person cease to be a conscious choice – they become, in our mind, the reality of the situation.
Some Engage to Improve your own Skill-Building
Develop Personality Smartness Tips but Peep inside. one you’ll want to make an effort to identify in your own work situation. Where has your opinion of that other person stopped being an opinion, but instead has become something that you’re treating as an absolute fact? You no longer distinguish between ‘I think Mark is difficult’ and ‘Mark is difficult.’ Or ‘I find Susan annoying’ and ‘Susan is annoying.’ but But I would like to share his thoughts about John F. Kennedy.
Develop Personality Smartness – It is important to recognize that we have chosen to see this person in a certain way – but at the same time, that our perception of them as difficult, annoying, condescending, or anything else doesn’t mean that they are inherently the embodiment of whatever we see in them. By now you’re certainly saying, ‘but he IS a jerk’ or ‘but she really IS annoying’ – and here comes the next response that will undoubtedly flow through your mind: ‘everyone thinks so.’ When we get affirmation of our own opinion from someone else, it reinforces this pattern of seeing our own perceptions of the person in question as ‘the truth’.
The more we have these affirming conversations about the person we find it hard to supervise, the more we think we are ‘right’ about him or her. This is perfectly normal human behavior. But it is also very damaging behavior when you are trying to lead. How can you inspire someone when you see them as annoying? How can you get the best performance from someone when you see them as difficult?
So here is another option. It’s an incredibly powerful tool that, when added to the others we’ve looked at so far, can literally transform and reinvent relationships. Understand that each of us views the world through a type of ‘lens’ that is, in part, our personality style. When you and another person have similar lenses, you are seeing the world in a very similar way.
You will likely find these people easy to lead. You’ll know what will motivate them, what kind of instruction and guidance they need to perform at their best, and how to communicate with them when you need to get your point across. But when you and someone else have very different lenses or personality styles, everything becomes a bit more difficult. You both stand behind your lenses, looking at and perceiving the world, but your perception is very different.
So when the other person acts according to what they see or perceive, and it’s not what you see or perceive and not the actions you would have taken, their actions will seem strange (or difficult, or annoying) to you. You could go on forever this way, remaining frustrated and exasperated trying to lead. But there is another option for continuing to struggle with these types of leadership / subordinate situations. You can learn about what the world looks like through that other person’s ‘lens.’ In other words, you can learn to see their personality objectively.
When you learn about personality types, you learn to understand why someone else behaves the way that they do – and – just as important – why you behave the way that you do. Even though it was a bit hard at first, I can feel over time that I am beginning to be taken seriously and that my contribution is appreciated.
Improve Your Own more Skills Build
When you begin to understand personality types, you can start to see the distinction again between your opinion about the other person and fact. You can understand why that other person rubs you the wrong way or makes you uncomfortable – but you also will have something you can do about it. You can consciously choose to do simple things to adapt yourself to another’s personality style when interacting with them. No, this isn’t just another way of ‘dealing with’ them. It’s a tool that has you empower them, not dismiss, ignore, or coddle them.
If you employ this tool, it’s a way that gives everyone you lead the chance to fully contribute and to be appreciated for that contribution. When you employ this tool, it’s as if you can speak to them in their own language – and even better, you can hear and understand them in their ‘native tongue.’
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