Don't Let Poor Communication Sabotage Your Team: Discover the 6 Key Psychological Drivers

Effective communication is the cornerstone of successful leadership. Yet, many leaders struggle with fostering genuine, productive dialogue within their teams. What if we told you the secret lies in understanding the psychological drivers behind human communication?

Inspired by the work of Dr. Taibi Kahler, Ph.D., we’re diving into the core needs that, when unmet, lead to poor communication and conflict.

Dr. Kahler developed his work for the U.S. National Space and Aeronautics Administration (NASA) to help astronauts maintain optimal communication in close quarters, with billions of dollars in investments on the line—in space. His work translates as a game changer for leaders looking to empower strong communication and performance among their teams.

Here’s how you can turn this knowledge into actionable strategies to elevate your leadership communication.

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The Six Personality Types and Their Psychological Needs

Dr. Kahler’s Process Communication Model (PCM) identifies six primary personality types, each with unique psychological needs predominantly driving their behavior and sense of self.

When these needs go unmet, each type experiences a diminished ability to effectively communicate. Often unwittingly, people take on toxic communication patterns as they are starved for their needs and descend into "basements of distress."

Knowing the types, their needs, and the communication symptoms of unmet needs is critical to understanding actions we can take to help teams ascend to more collaborative communication.

Let's explore each type, and prescribe actions to help impact better results.

Thinker - Analytical, detail-oriented, and logical.

? Needs: Recognition of work, and how they structure their time.

? When Unmet: Becomes overly critical, perfectionistic, and rigid.

? Action: Regularly acknowledge and celebrate their work. Provide clear time structures and deadlines.

? Impact: Boosts morale, reduces perfectionism, and fosters flexibility.

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Persister - Dedicated, conscientious, and value-driven.

? Needs: Recognition of work and beliefs.

? When Unmet: Turns judgmental, righteous, and overly driven.

? Action: Recognize their contributions and beliefs. Align tasks with their values.

? Impact: Encourages dedication, reduces judgmental behavior, and promotes a driven work ethic.

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Rebel - Fun-loving, spontaneous, and creative.

? Needs: Playfulness, spontaneous action.

? When Unmet: Complains, blames, and becomes defiant.

? Action: Incorporate playfulness and spontaneous activities into their work. Offer opportunities for creative expression.

? Impact: Enhances engagement, reduces defiance, and fosters a positive attitude.

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Promoter - Charismatic, persuasive, and adaptable.

? Needs: Incidence, excitement.

? When Unmet: Manipulative, charming but untrustworthy.

? Action: Provide exciting and varied tasks. Recognize their ability to handle incidents effectively.

? Impact: Keeps them motivated, reduces manipulative behavior, and builds trust.

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Harmonizer - Warm, empathetic, and compassionate.

? Needs: Recognition of person, sensory comfort.

? When Unmet: Overly emotional, overly sensitive, people-pleasing.

? Action: Acknowledge them personally and create a comfortable sensory environment. Provide emotional support.

? Impact: Enhances emotional stability, reduces oversensitivity, and promotes people-pleasing behavior.

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Imaginer - Reflective, imaginative, and introspective.

? Needs: Solitude, space to reflect.

? When Unmet: Withdrawn, unresponsive, daydreaming.

? Action: Give them solitude and space to reflect. Offer opportunities for deep thinking and creativity.

? Impact: Encourages thoughtful contributions, reduces withdrawal, and fosters innovative ideas.

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General Actions for Leaders

While addressing the specific needs of each personality type is crucial, there are general actions leaders can take to foster a positive communication environment:

?Recognition

? Action: Regularly acknowledge and celebrate your team’s achievements. A simple "thank you" or public recognition can go a long way.

? Impact: Boosts morale and motivation, reducing feelings of resentment and demotivation.

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Belonging

? Action: Foster an inclusive environment where everyone feels valued and part of the team. Organize team-building activities and encourage open dialogue.

? Impact: Reduces withdrawal and defensiveness, promoting a collaborative spirit.

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Autonomy

? Action: Empower your team by delegating tasks and giving them control over their projects. Avoid micromanaging.

? Impact: Encourages ownership and engagement, reducing resistance and disengagement.

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Safety and Security

? Action: Create a safe space for open communication. Address conflicts promptly and ensure emotional and physical safety.

? Impact: Promotes honest dialogue and trust, preventing guarded or aggressive communication.

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Understanding and Clarity

? Action: Be clear and concise in your communication. Ensure everyone understands their roles and expectations. Encourage questions and provide clarity.

? Impact: Prevents confusion and frustration, fostering a productive communication environment.

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Respect and Fairness

? Action: Treat everyone with respect and fairness. Address any perceived disrespect or unfairness immediately.

? Impact: Builds trust and a sense of justice, reducing anger and mistrust.

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Identifying Personality Types

Understanding which psychological needs drive your team members can be challenging but highly rewarding. Pay attention to their communication styles, behaviors, and reactions under stress.

For example, Thinkers might seek detailed instructions and clarity, while Rebels may thrive in dynamic, spontaneous environments.

Consider using personality assessments like "16 Personalities " or "DISC " or consultations with experts to gain deeper insights.

Take the Next Step

Put this knowledge into practice by assessing the psychological needs of your team members and observe how meeting these needs transforms your communication dynamics.

Remember, effective communication isn’t just about what you say—it’s about understanding and addressing the core needs of those you’re communicating with. Make this shift, and watch your team thrive.

Want to learn more about how to identify which of your team members are guided by these needs? Message me to discuss options for resolving your challenges.