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
Imagine walking into an office and being immediately swept up by the energy of a vibrant, creative force; this is your first encounter with an individual of the Expressive SOCIAL STYLE®. Their desk might be a whirlwind of ideas, scattered notes that are pathways to innovation, surrounded by inspiring quotes and a splash of personal flair. These are the storytellers of our professional spheres, architects of dreams and mavens of imagination.
In the fast-paced lanes of the professional world, individuals exhibiting the Driving SOCIAL STYLE® take the express route toward achieving results. Picture them as the lead cars in a high-stakes race, where the finish line is the ultimate destination, and time is of the essence. Their motto? “Direct in approach, driving in action.”
At their core, people from different generations aren’t different from one another. Research on personality has found that generational differences represent between one and two percent of the personality pie.
