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Employee Motivation: Identifying Your Personality Type
You probably have an idea of your own personality type. A personality type is defined by the aspects of your character that emerge when around others or when doing important work. These character aspects are, as often as not, described as “soft skills”. You may have been described as “maternal”, “skeptical”, “humorous”, or any number of other things. These are issues which do not relate directly to your work but can aid or restrict your ability to do it, and can aid or restrict others. It is considered beneficial to have as many different types of personality in a workplace as possible.
There are countless tests that can be done to detect a personality type, and many different ways the results can be expressed, but there are certain things which hold true in all personality tests. Perhaps the best way in the workplace to detect a personality type is to judge your reaction to a problem which affects a whole team, or a group within it. Are you immediately looking for a way of overcoming the problem? Are you instinctively worried by what happens, and do you look to other people to help out? Do you comfort people who are stressed out by the problem? Or do you perhaps sit on the fringes, making comments and playing for laughs? Strange as it may sound, all of these elements are worthwhile in a team. The person who immediately looks for the solution is a “problem solver”; the second type is a “consensus seeker”. The third is considered a “nurturer” while the last listed is a “humorist”. All of these are classic personality types.
Equally, all of these people, and others, play a major part in making up a workplace.
- Without the problem solvers, an organization would be in trouble if things deviated from the plan as laid out.
- Without consensus seekers, it would be easy for a problem solver to become too autonomous, solving the problem to their satisfaction without being particularly concerned for how others felt about the solution.
- Without the nurturers, people would feel that a problem could too easily become a crisis.
- Without the humorists a bad situation would depress everyone.
Reason and etiquette dictate how much we allow our personality to take control of us, but most people will avoid becoming too “cliché” in how they behave.
Train-the-Trainer: Flexible Training
There are a several different ways that you can build some flexible time into your training. Having participants help to design the training (perhaps by selecting which objectives you will cover in the training), is one great way to do this.
Secondly, keep in mind that training is all about your participants. As trainers, sometimes we are so excited about the potential for growth that we cram way too much into the lesson design. Keep your materials content rich so that you have excellent training, but don’t feel that you have to incorporate everything that you know just because you can. Meet your objectives, be participant-centered, and design your lessons well.
The best way to build in some flexible time is to deliberately create a couple of spaces in your day that are light so that if you do need to incorporate something extra, or people get engaged in a particular learning opportunity, you won’t have to race to get through the rest of your material. This means that you have a couple of topics that are optional that will add to the training if you can include them, but can be left out if needed.