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Table of Contents
Leading
Knowledge
Personality Models
- 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
Big Five
* 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
MBTI
* 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
| Extraversion | Introversion |
| Sensing | Intuition |
| Thinking | Feeling |
| Judging | Perceiving |
DISC
* 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
| Dominant (Red) direct, decisive | Influence (yellow) outgoing, action oriented |
| Cautious, Conscientious (blue) work oriented, shy, calculating | Steadiness (green) |
Communication
4 Ears / v.Thun
- Self-Revelation
- Factual
- Relationship
- Appeal
Communication Iceberg
| Conscious | Figures, Facts, Guidelines, laws |
| Unconscious | Desires, Needs, Emotions (anger, disappointment) |
| Totally unconscious | Basis needs (growth, security, recognition) |
Question Techniques
- Closed
- Open
- Follow up
- Alternative
- Circular - image you are in the position XY
- Hypothetical - imagine we did XY
- Scaling
Tools
Active Listening
- Body language and genuine interest
- Remarks and follow up questions
Feedback
- Perception → Effect → Wish
Feedback rules
- No generalization
- Clear wording
- Close to observed behavior
Conflict Discussion
- 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