• Personality models are a way to think less intuitive and more structured about members of a team to determine their strength, weaknesses and therefore tasks and work environment they may be good or bad at/in.
• None of these models can be used as absolute truth, at most treat it as priority
  • “Person X” seems introvert, maybe he should not be the first person I ask about presenting the company at a conference

* B5 is a widely accepted, scientific model in social sciences * Each of the five traits typically follow a gauss distribution, the average person falls somewhere in the middle * → It is useful to know if a specific person is near one of the edges * “science tells us” that a routine person is not just “bad” at “imaginative tasks”, he would need to change his personality before becoming good at them * There is no claim that the model can predict anything for an individual person, e.g. * Out of a Million persons the one who are high in conscientiousness are generally more successful * That does not mean a specific disorganized person is (or will be) unsuccessful

• Conscientiousness
  • Disorganized → Disciplined
• Agreeableness
  • Uncooperative → Trusting
• Neuroticism
  • Confident → Anxious
• Openness (to experience)
  • Routine → Imaginative
• Extraversion
  • Reserved → Sociable

* Imo MBTI just sucks * It is a “popular science” model without grounding in actual science * MBTI does not acknowledge that the traits are a scale and instead sorts people onto boxes of EITJ, ISTP and so on

* DISC is also “popular science” model without grounding in actual science * Imo DISC sucks less than MBTI since is has fewer boxes and less extreme claims - that makes it far more usable in practice

• Self-Revelation
• Factual
• Relationship
• Appeal

The Iceberg Model (also Parento Principle or 80/20) divides communication into a conscious/visible part (20%) and an uncounscious/hidden (80%) part. * As a generic rule if a persons desires or need are affected conscious facts and figures will have a hard time being registered at all. * If a persons physical needs (security, place in society) are affected the effect will be even more pronounced. (this of course goes for nearly all aspects of life, not just communication)

• Closed
• Open
• Follow up
• Alternative
• Circular - image you are in the position XY
• Hypothetical - imagine we did XY
• Scaling

* Close questions are generally considered bad because they limit the amount of information that can be gained. * Open questions are considered “good” * Follow up questions are a chance to keep a conversation alive to hopefully good outcomes and show interest * Alternative, circular, hypothetical or scaling questions have specific used, but for basic use they can be applied to mix things up and promote new ways of thinking about a problem

• Body language and genuine interest
• Remarks and follow up questions

• Perception → Effect → Wish

I saw you being late 5 times in a row, that makes you/me/us look bad, please come in on time

• No generalization
• Clear wording
• Close to observed behavior

• Good preparation (invitation, preparation, room)
• Allow preparation time for invitees (preferably not the weekend)
• A short warm-up (how are you)
  • Thank for willingness to communicate, create positive atmosphere
  • No further small talk
• Clarify topics, goals and time frame
• Present all viewpoints
  • Facts, Perception, Background, Feelings, Interests
  • If applicable: apologize
• Examine possible solutions based on common interests
• Discuss specific ideas
• Make agreements, summary & positive ending
• Create Follow up meeting
• Reflect on conversation and outcome