Difficult Happens; Effective Communication for Bosses

Conflict Personality types are inherent to the individual and show up in full force during a difficult conversation and kick into overdrive during a conflict. There are four Conflict Personality Types, the Pleaser, the Perfectionist, the Avoider and the Victim.

Whether you are a perfectionist or are dealing with one, learn the skills needed to successfully navigate conflict with ease and intention.

We dive deep into the skills needed for success at a high level. Struggles in life are inevitable and we talk about our own personal struggles and how a mindset shift can lead to overcoming personal tragedies. Tina shares her ‘one-time’ high-efficiency business model where you delegate weaknesses and focus on your strengths, how she gets motivated and recharged during her busy day to maximize her time. Take the hard road and embrace your failures.

Change, whether it is a change that you chose or one that was thrust upon you, can be a scary thing. When you have lived in the same home for over 30 years and need to downsize, for whatever reason, there are many decisions and choices to be made and a lot of things to be done. When you add in the complicating factor of having one of the hottest housing markets, all the factors are joined by fear and overwhelm.

Can you master the art of conflict? You can. When you have the communication skills, the knowledge and the practice putting those skills to use, you can master the art of conflict. And it is an Art. There are four conflict personality types, these personality types have certain traits that you can identify and learn to navigate in conflict for a positive outcome. Conflict is inevitable, but it doesn’t have to be hard. On this episode, we look at the conflict personality type of a Pleaser.

Civility in the workplace doesn’t happen by accident. Incivility costs Corporations $300 billion dollars annually. This staggering fact cannot be ignored by bosses at any level. Having a clear mission, vision and value statement that is adopted and understood by every member of the organization is critical. What does incivility look like? You might be surprised!

There is a palatable sense of isolation among the Millennials and GenZ’ers that pushes them to seek Inclusive, familial work environments. They play hard and work hard. We look at some of the stark realities that these generations face, some of the history of why they feel this way and the fact that the universal shared experiences of previous generations are a thing of the past. Where there used to be a shared “popular culture” across the nation we have much more fracturing and tribalism now.

Millennials are culturally different than any of the generations that have come before them. Previous generations have had more shared experiences around world events, & popular culture. Millennials lack a cohesive ‘shared experience’ in the same way. They have had access to the internet since their earliest ages, the ability to dive into whatever niche they are interested in. Their particular upbringing, their innate personality, and where they were raised, have all led to vastly different outcomes.

In today’s episode, we dive into hiring, firing and working with Millennials in this ever-changing work environment. Joining me is Chris Simms the owner of Sigao Studios. He has hired hundreds of employees in his career, at one time he hired 120 employees from all over the world in a 6-month period! Chris saw that the ‘old’ way of doing business doesn't work a new approach to dealing with these ‘thought-workers’ was needed. One of the main issues is a lack of clear communication and poor manageme

What you’ll hear in this podcast:

• How different the work environment is now, working for one company your entire career and collecting a juicy pension is a thing of the past
• Generalizations (boxes, labels, qualifiers, quantifiers) are a starting point, not a way to define a ‘people’
• You should take ‘Verbal Processers’ words in context
• Initiative’s (Meyers Briggs type) often feel the emotions around a topic
• Labels, tests & generalizations should be used to inform you, not to box another
• Millennials have many strengths, some of which are;
  • They are passionate about making a difference, about mattering and making a change to the status quo
  • Their ego and sense of ‘self’ is strong
  • The level of support and encouragement they have had is more than the generations that came before
  • They believe in “Show me, don’t tell me.” They want tangibles.
  • Titles, station and labels are not something that they value
  • They are unimpressed, in general, by degrees, or position
  • Minimizing social qualifiers (such as gay/straight, black/white etc) are rejected by this generation
  • They are leading the way in ‘Minimalism’ Less is more and they do not need many material items. (some would argue that they can’t afford them, they are the most ‘in debt’ generation to come out of University into a stale job market)
  • Experiences, more so than things, are sought by them
  • They have an incredible ability to task-shift in a short amount of time, with less attention-residue carried forward
• Knowing the strengths & weaknesses of an employee (such as the millennials) will help guide you to get the most out of your working relationship, and mutually benefit each other.
• Some of the shortcomings or weaknesses that Millennials have are;
  • Their need to make an impact cannot be fulfilled quickly or with all tasks, there are some more mundane tasks that need to be accomplished.
• It helps to show them the impact of the more mundane on the overall health of the business or in building strong relationships with clients, or as a team, help them see the big picture
  • They have a strong sense of self and an overinflated perception of their skills and abilities and need a lot of strokes along the way
• Encouragement, praise and guidance goes a long way in keeping them motivated. Strong clear expectations, and frequent check ins on their work product will benefit you both.
  • They generally do not respect titles, such as CEO, or VP nor length of time in a position
• A clear structure and hierarchy, should be well established. The skills and abilities, strengths and benefits to the team, that each member brings, should be clear along with your expectations
  • They want time to work on what’s important to them, and have some ownership on their work
• Giving them time to work on their own projects, if possible, with the guidance or input from experts in the office will keep them motivated and invested and you could own a % of that product. This is where Gmail came from, it was a side project of a Google employee, that he worked on during this flex time and it worked out for both Google, and the employee
• As a boss, creating a team environment with team building non-work hours or retreats along with clear expectation, boundaries, and structure help to avoid conflict. When conflict or strife does show up, it should be addressed in a swift, clear respectful way
• 1 in 3 American workers are Millennials, and this year they surpassed Generation-X to become the largest share of the American workforce (according to the Pew Resource Center)
• These employees are here to stay

Resources:

Episode 06

Quotes:

“Millennials are like Gluten, everyone has an opinion about them”

“Every generation stands on the shoulders of those that came before them”

“Why would I pine away for the past when I can enjoy every moment from here on out”

Show Intro music is Whispering Through by Asura

Bad behavior is one of degrees. One of the most fascinating patterns of behavior is one that is universal to us all, from the children in the schoolyard to grown adults, we have all exhibited this conduct at some point in our lives whether we were aware of it or not. It happens during the testing and negotiating of our boundaries, or what behavior we will accept in our relationships. 

What is it?

It is the Extinction-burst behavior.

This shows up as a challenge, of a rule or boundary