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Dealing with Interpersonal Idiosyncrasies in the Workplace

Objectives. Appreciate IdiosyncrasiesBrief Primer regarding several theories of idiosyncratic human behaviorProvide a useful framework for managing groups

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Dealing with Interpersonal Idiosyncrasies in the Workplace

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    1. Dealing with Interpersonal Idiosyncrasies in the Workplace Tim Ollhoff LSS-LifeWorks Employee Resource

    2. Objectives Appreciate Idiosyncrasies Brief Primer regarding several theories of idiosyncratic human behavior Provide a useful framework for managing groups & individuals that are interpersonally challenging

    3. Thought Questions When you consider the biggest annoyance in your job right now – is it a project, or a person? When you consider obstacles to getting your job done more efficiently and effectively, is it due to the fact that you don’t have enough training, experience, or confidence, or is it due to politics and a lack of support? Does your company have more meetings to discuss and emphasize strategic imperatives, or how to motivate and empower employee innovation?

    4. Avoid Pink Elephants Implies Blame Don’t know what to do about it Technical Solution Adaptive Solution No one’s technical expertise

    5. Prerequisites for Addressing Interpersonal Issues Verbal & Nonverbal Communication is necessary but insufficient – blind men Everyone lives in their own world & sees it through their own glasses People react more to themselves & their emotional state than to one another No two blueprints alike

    6. Generational Differences Traditionalists – Loyal, value logic & discipline, don’t like change, satisfaction with a job well done Baby Boomers – Optimistic, competitive, question authority, want to build a stellar career marked by good pay, benefits & prestige. Want recognition. Generation X – Resourceful, adaptive to change, distrustful of institutions. Want flexibility & freedom. Millenials – Globally concerned, value diversity & change, concerned with personal safety. Want work to be meaningful.

    7. Developmental Stage Early Adulthood – Period of exploration, trying career possibilities, “Independence Stage” or “Intimacy / Solidarity vs. Isolation” Middle Aged – Most productive years, questioning professional & social life choices. “Autonomous Stage” or “Generativity vs Self-Absorption / Stagnation” Later Adulthood – Greater interest in hobbies, community & family. “Integrated Stage” or “Integrity vs. Despair”

    8. Workplace Diversity / Background Cultural Racial Ethnic Religious Gender

    9. Jungian Theory Introvert vs. Extrovert Intuitive vs. Sensor Thinker vs. Feeler Judging vs. Perceiving

    10. Transactional Analysis Parent – (from child’s perspective) Authoritative, always right, unquestionable Child – “I don’t know best, you or some other parent figure knows best” Others should take care of me. Adult – People aren’t perfect, I know as well as most but can work collaboratively. Let’s work together and care for each other.

    11. Mental Health Issues & Personal Difficulties Estimated 26.2% of Americans, age 18 & older suffer from a diagnosable mental disorder. Personality disorders (particularly difficult in workplace) Adult Residual Attention Deficit Disorder Learning Disabilities

    12. Other Miscellaneous Idiosyncrasies Fear – resentment of authority Responses to / beliefs about change Needs, wants, & attitudes about work Career Goals Work Styles Organizational / Company factors Stress levels Org. culture

    13. Group Dynamics Stages of Groups Forming Storming Norming Performing Disbanding Seven or fewer – Group Think Twelve or more – Factions Exponential repercussions of changes

    14. Synergistic Result Perceived Communication / Misunderstandings Territorial Encroachment Crossed Boundaries Political Rivalry Initiation of the “get-back cycle”

    15. What do we DO about it? Five things to pound into employees Know what’s expected of them Know how to accomplish what’s expected of them Know what will happen when they meet expectations Know what will happen when the cannot meet expectations Know how you will help them perform

    16. Knowing Expectations Job Descriptions Regular Feedback Opportunity for Questions

    17. Know How to Accomplish Expectations Competency Management Support Training

    18. Know what will happen if they meet expectations Salary & Benefits Promotions Recognition Other Carrots

    19. If the cannot meet expectations Disciplinary procedures Demotions Unemployment Other sticks (loss of solidarity)

    20. Knowing how you’ll help them Guidance / coaching / training Employment tools Benefits (Insurance, Employee Assistance) Cut them loose – “I’m your greatest advocate and champion, I am not your mother.”

    21. Pervading Intrinsic Message “I appreciate your contribution to this workplace!” “Tell me how things are going for you – tell me about the view in your world” Unhook from Emotional Responses Physical – deep breathing, exercise Mental – their part, my part, my options Verbal – state your own needs, leave verbal white space Business Tool – job description, policy/procedure, company memos, etc.

    22. Contact Info For bibliography tollhoff@lssmn.org 218-726-4818

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