Workplace Personality Conflicts: Seek Results Not Revenge | Kate Nasser | Gabriel Catalano human being | #INperfeccion® a way to find new insight & perspectives | Scoop.it
Differing views fuel success; tugs-of-war in personality differences stifle it. How well are your teams doing?

 

Workplace Personality Conflicts: Seek Results Not Revenge
The evil of isolation from distance or differences undermines the true potential of a team. Tugs-of-war over personality styles stifle the very instrument of success — communication. Leaders who realize the power of inspiring and coaching employees through personality conflicts, also realize great results and organizational success.

They untie this knot and replace the battles and tugs-of-war with a professional people-skills approach. These keaders address:

 

Who does the adapting? Everyone. When employees approach you with issues of communication style differences, coach all to adapt to reach great results.

Which personality type produces the best results in business? None of them. Business is complex involving people with different occupational views. These people have different personality and communication styles. It is the successful fusion of natural talents that delivers results.

 

What is the difference between a tug-of-war and a lively disagreement of ideas? Tugs-of-war are not productive. Active discussions of differing views are. Tugs-of-war strive to maintain position to win. Active discussions explore and adapt to achieve a shared success. Teams and organizations succeed when employees adapt to and work with different communication styles not battle over which communication style is right! Strive to be excellent, not right.

 

The Questions That Transform
When communication style differences emerge, imagine the success possible with these questions:

 

What can I learn from this person?
How will I grow from working with this different style?
What results can we achieve through this diversity that we can’t without it?
How can I influence a slight change in the communication style that offends me while still respecting the person and advancing end results?
How can I best ask for respect of my style while still contributing to the end results?
What common ground do we have that we can celebrate and elevate for success?
How well does the leader model communication that captures the value of diversity?


Via Richard Andrews