Do you want to supercharge your SOCIAL STYLE capabilities? Join us for a SOCIAL STYLE Q&A with TRACOM’s Dan Day and Jason Kiesau. They have over three decades of SOCIAL STYLE experience and have worked with thousands of learners across the globe. Learn from their experiences so you can succeed faster.
Creating neurodiverse teams is becoming more common in organizations, and for the right reasons: there’s going to be many more neurodivergent people in the future workplace and working effectively with one another’s unique strengths will benefit companies. As evidence of this shift, many of the largest and most forward-looking organizations, including some of TRACOM’s clients, have signed on to the Neurodiversity @ Work Employer Round Table, a nonprofit resource to promote disability workplace inclusion, pledging to hire and develop more neurodivergent people.
The SOCIAL STYLE Model™, a powerful tool explored in a recent LinkedIn article by industrial psychologist Hayley Walton, offers a framework for elevating executive performance through improved interpersonal communication. This model, developed by TRACOM Group, classifies individuals into four SOCIAL STYLEs: Analytical, Driving, Expressive, and Amiable.
Individuals with the Expressive Style stand out for their creativity and charismatic flair. However, giving feedback to these individuals can be tricky without dimming their shine. By tailoring our feedback approach to their unique characteristics, we can create an environment where feedback is both impactful and energizing.
In the workplace, feedback is the breakfast of champions. However, dishing out this crucial ingredient for growth can sometimes be a delicate affair, especially when you’re working with someone who embodies the Amiable Style. Known for their friendly, collaborative nature, Amiables are the warm-hearted souls of our offices who strive for harmony and positive relationships. To solicit feedback from them without causing undue stress, it’s crucial to approach them in a manner that aligns with their values and preferences. Here’s how you can do it effortlessly and effectively.
Soliciting feedback in the workplace is crucial for continuous improvement and progression. For those with a Driving Style, the approach and manner in which feedback is sought, given, and received can significantly impact its efficacy. This guide outlines a direct, straightforward method suitable for Driving Style individuals, complete with real-time workplace examples and suggestions based on their behavior.
Navigating feedback in the workplace can often feel like trying to solve a complex puzzle, especially for those with an Analytical Style. People with an Analytical Style are known for their methodical approach to problems, their attention to detail, and their value of rationality in all interactions. They excel in environments where data and facts are king, and where their persistent drive for accuracy and thoroughness is recognized and appreciated.
Entrepreneur Magazine is pointing to Social Intelligence skills as the most crucial for success in today’s business world. The story is based on LinkedIn’s 2024 Most In-Demand Skills list, and it underscores the enduring importance of these “human” or “durable” skills, labeling them as indispensable in today’s evolving technological landscape. Among the top skills highly sought after are communication, leadership, teamwork, and problem-solving.
Now, before you send me a message in defense of people-people, I need to let you know that I too am a people-person. This is Jason Kiesau with TRACOM Group and I’ll be your facilitator for this webinar. People-people are my people and though we bring a lot of great qualities to the workplace, we have some opportunities for growth that we need to talk about. The purpose of this webinar is to support people-people in maximizing their strengths and learn about weaknesses that could be slowing them down or sabotaging their relationships and success. This is also for task-oriented folks to help them better understand how to work and communicate with the people-people around them to maximize results.
Cognitive biases was a trending topic at the Association for Talent Development Conference this year—finally L&D is tuning into a deeper understanding of human mindset and behavior to overcome learning challenges. Dr. Casey Mulqueen of TRACOM, and many others at ATD, spoke on how cognitive biases can be both useful and detrimental to learning. When… Read More
