Vivid Performance Group

Undiscussables. ?? You know those things your team doesn't talk about. These subjects, which are consciously or unwittingly deemed out of bounds, come in four varieties and make it almost impossible for teams to function. Your team is struggling with undiscussables when members ?? …THINK but dare not say ?? ????…SAY but don’t mean ?? ????…FEEL but can’t name ?? ????…DO but don’t realize ??♂? MIT provides excellent ideas to tackle these. Yet much of these are rooted in the fact that the team was not proactively and intentionally designed which generates a?team that is lacking: 1.???A shared understanding of its purpose 2.???Agreements on what are in and out of bound behaviors 3. Well executed task design 4. An upfront analysis of team member personality types that would reveal if the team is at high risk of relationship or status conflicts i.e. derailing behaviors that thwart effective teamwork. See comment for a link to the article which also includes a practical checklist for surfacing your team's undiscussables. ? ? #Vistage?#vistagestl #team #teamperformance

Personality is the driving force behind human behavior. ?? At Hogan, they eat, sleep, and breathe personality psychology. They study the science of personality; they’ve pioneered the use of personality tests to improve workplace performance, and their tests evaluate all aspects of personality: the bright side, the dark side, and the inside. They understand that not everyone knows personality like they do, so they put together this guide to help you develop your expertise. Take a look at this guide to understand: What is personality? Does personality change over time? How are personality tests made? How do personality tests predict job performance? Are personality tests accurate? What is validity? Do personality tests discriminate or violate privacy? Can people fake personality tests? What are the benefits of using a personality test? How can personality tests help you? ? #Vistage?#vistagestl https://lnkd.in/gBMsqGDH

How do we balance getting ahead and getting along in the workplace? ? One of the ways is through managing other's impression of us. Um. Sounds a bit like deception or faking doesn't it? ??♂? Well not exactly.? Interestingly we can uncover this tendency to manage other's impression of us in the Hogan suite of personality assessments. Just like other traits, this way of navigating through the world can be both a strength when used appropriately or weakness when not. Take a look at the article in comments to uncover if this is you, why you do it, and if it's not always working for you, what you can do about it! ?? ? #Vistage?#vistagestl #personality Hogan Assessments

To be human is to have self-interest. ? In fact we couldn't meet our responsibilities if we weren't self-interested. In the workplace too much self-interest limits our own and other's ability to cooperate which has downstream negative consequences to self, others, and the organization and its stakeholders. ?? Is someone on your team seemingly too competitive? Take a look at Dr. Robert Hogan's take on cooperation. Notice there are real benefits to being cooperative which you as a leader, manager or peer can leverage in your feedback discussions with colleagues on cooperating versus competing with others. ? #Vistage?#vistagestl #personality Hogan Assessments ? https://lnkd.in/dpjA--_N

Do you refer to your company as a family? ???????? STOP IT NOW! Gosh Kim, that seems really harsh-you're yelling. I suppose I am. Let's reframe and consider it a clarion call to action-sound good? In his article "Why a company is not a family and how companies can bond with their employees instead" author Dr. David Burkus details the "Why's and What's" with respect to why to refrain from referring to employees as family and what to do instead. ? When I read the article I had a visceral response. Visceral because in the work I do I have observed how referring to employees as family actually traumatizes certain employees and certainly disengages them - if not others. Ugh you say? Why would the word as warm and cuddly as "family" traumatize someone? ?? It's because their family of origin and/or family experiences were anything but bubble gum and snow cones. The term "family" or the phrase "think of us as family" can be emotionally provocative conjuring up memories of painful moments, situations or experiences that may include broken boundaries, broken families and broken dreams frequently rooted in emotional, physical or even sexual abuse. For these employees thinking of your company as family is a non-starter. In fact doing so can cause these folks to automatically distrust you. Because their family experience taught them to distrust and hence family=distrust. ?? That's why I "yelled" to get your attention so I can?help you help your employees and organization through a simple practice of NOT referring to your company or employees as family. And yes, this does refer to family businesses as well. To learn more take a look at Burkus's article in the comments. ? #Vistage?#vistagestl

Work would be great if wasn't for the people! Let's face it you've said to yourself silently or out loud -at least once I know it ?? You know it! ?? Competition can be a contributing factor to frustrations with your co-workers. In fact, competition is just one of three fundamental human motivations. According to socioanalytic theory, which is a perspective on psychology that stems from evolutionary theory, humans are group-living beings with behavior guided by three universal motives. Humans are motivated by (1) getting ahead, (2) getting along, and (3) finding meaning. These universal motives also go by the names of competition, cooperation, and worldview. ?? I have found in my hands the suite of Hogan Personality Assessments enables me to coach, train, facilitate and even mediate workplace conversations, dynamics, dilemmas in a manner that delivers meaningful, impactful if not sometimes dramatically improved outcomes. Those outcomes that foster individual and team ability to get ahead, get along and find personal and team meaning. ?? Take a look at the article in comments "Why we compete at work" and reach out if you're interested in learning more about balancing getting ahead, getting along and finding meaning in your workplace! ? #Vistage?#vistagestl #personality Hogan Assessments

It's sticky and tricky! ?? How much do employees want to share with their boss, or how involved should a boss be in an employee's personal or private life. Research shows that negotiating, setting, moving, and adjusting boundaries between work and life is foundational to a healthy relationship between employees and their bosses. ? In fact doing so successfully has been demonstrated to be trust-enhancer according to the research by Dennis and Michelle Reina. The majority of employees want to keep some distance between themselves and their direct line manager, yet how often have we as managers and leaders gained a whole new contextually based empathetic perspective on an employee when we did learn more about their personal life. Take a look at the article "Managers You're not a BFF or Therapist: This is How Much You Should Know About Your Employee's Personal Lives" in the comments to learn more about balancing this tricky dynamic! ? #Vistage?#vistagestl #trust #trustbuilding

The demands on a manager’s time and attention can seem endless, but no matter what’s currently on their personal plate, a leader can’t “hide” or withdraw from guiding the team. It’s essential for all managers to develop a system that allows them to handle their personal workloads while also being available to team members when they really need them. Setting and managing expectations are two sides of the same "relationship-currency" coin that speed and ease a manager's productivity because these reduce wasted time AND build trust between the manager and employee. Take a look at what my peers also had to share! ?? ? #Vistage?#vistagestl?

https://lnkd.in/gUYcgWz9 #Vistage?#vistagestl #trust #trustbuilding #Visionary #Integrator #EOS?

Magic or Voodoo What does your team's energy feel like? ? Think of a high-trust team you were part of-what was the energy like? What about a low-trust team, what did that feel like? We build and break trust through our behaviors and feel it in energy. Do you know there is a proven starting point for building trust in teams that ALSO sets a team up for effectiveness? It's in the design and outfitting of: The team (who's on it), Their work (what they do and how they do it), Their support system (resources, rewards, coaching).??? When Vivid Performance Group is called in to help teams build their capacity to trust or to repair broken trust, we focus both on trust building behaviors AND the design of the team, its work and its support system. The reason is that there are inevitably factors in the design of the team, its work, and its support system that foster lower trust in the team. The "both/and" approach tackles underlying drivers of team distrust AND the resulting everyday behaviors that make trust vulnerable.??????????????????????????? Is it time for a complimentary Work Better, Together? Strategy session? ?? ? #Vistage?#vistagestl Vivid Performance Group