Posts Tagged ‘training’

Explore The Benefits Of Humility In Business

Saturday, October 22nd, 2016
The PEOPLE Process Type Wheel

The PEOPLE Process Type Wheel

“Leadership humility is rare and doesn’t necessarily enjoy the recognition it deserves,” says Wikus Van Vuuren, a director at GIMT.  “Humility is unfortunately often perceived as a weakness in business when, in fact, it can be a tremendous asset.”

“Humble leaders who openly understand and develop their weaknesses and capitalize on their strengths often create environments that encourage people to grow, which in turn grows the organization,” he says.

“Some of the most successful organizations worldwide have leaders who inconspicuously stand out due to their humble nature, rather than their arrogance and flamboyance,” Van Vuuren says.

“Indeed, the leader who is humble never allows the power of his position to cloud his judgment. He respects the unique contribution individuals have to make, and does not get stuck on their perceived weaknesses,” he adds.

“One of the greatest strengths of humble leaders is that they never assume they know all the answers and allow people to explain things to them. They look for the opportunity to learn and use every opportunity to make others feel valued.”

“Apart from personal issues, there is no real harm in letting people know what you view as your strengths and weaknesses.  A good step would be to implement a system where you can get direct feedback from your executive team, your clients, your staff and even people in your personal circle. While this system will create an open and honest company culture, it will also contribute significantly to your own personal growth.”

Van Vuuren says you should connect with your manager, peers and those that report to you.  “You will make them feel more comfortable about exploring their own opportunities for development.”

“Honest leaders are also good listeners,” he says.  “Do you have a tendency, when someone starts explaining something, to interrupt them to make sure they know that you already know what they are talking about? The next time this happens, try something new. Listen. Let them finish their explanation.”

“Ask lots of questions, validate them, then add your comments.”

“In the act of being humble, you make others feel important and valued,” Van Vuuren said.

“That is the gift of the humble leader. Besides, it is more refreshing and empowering being around humble people than inflated egos.”

(Myers-Briggs Type Indicator is a trademark or registered trademark of the Myers-Briggs Type Indicator Trust in the United States and other countries.)

 

Communications and Personality Type - Judging & Perceiving

Saturday, October 15th, 2016

The fourth behavior dimension – how we take Action – Judging or Perceiving – J/P  is vital to understand about one another because it is related to how we like to organize our world.   Judging types prefer to decide and Perceiving types prefer to explore options.

The PEOPLE Process Type Wheel

The PEOPLE Process Type Wheel

Judging types feel tension until they make a decision and Perceiving types feel tension when they feel pushed into making a decision too quickly.

Communication difficulties are created between Judging and Perceiving types around the time frame for completing a project. Perceiving types often start tasks at the last minute because they are intent on gathering as much data as possible that may impact their decision and Judging types are likely to complete tasks ahead of time. Because the Judging types are focused on the deadline, they find it difficult to trust that the Perceiving types will meet the deadline.

Judging types like to plan and organize their work in a systematic manner. They rely on this structure to be able to have a feeling of accomplishment and moving forward. Perceiving types approach a project by starting at one point and making decisions along the way as they find out information and move forward. Stress can be created when Judging and Perceiving types work together unless they understand each other’s preferred style.  A knowledge of the strengths of Judging types and Perceiving types can eliminate a lot of miscommunication.

Judging Types in communication

Strengths  – Just do it!

  • Are decisive
  • Share info and move forward
  • Well organized & efficient communicators
  • Provide timelines

Communication Approach:

  • Quickly make decisions, provide closure
  • Punctual & expect others to be on time
  • Like structure and schedule
  • Like to have control

When Communicating with Judgers:

  • Decide as quickly as possible
  • Focus on what is most important
  • Narrow & focus your options before sharing
  • Create & share timelines

 

Perceiving Types in communication

Strengths  – Have we researched this enough?

  • Flexible & adaptable
  • Open to new information
  • Create & consider lots of options
  • Easygoing approach to change

Communication Approach:

  • Include lots of data in decision-making
  • Spontaneous communication style
  • Can postpone decisions
  • See opportunity in interruptions

When Communicating with Perceivers:

  • Allow discussion time & plan for changes
  • Establish mutual deadlines
  • Seek more information before deciding
  • Be open to communication opportunities

 

 

Explore The Benefits Of Humility In Business

Saturday, November 28th, 2015

Leadership humility is rare and doesn’t necessarily enjoy the recognition it deserves, says Wikus Van Vuuren, a director at GIMT.

The PEOPLE Process Type Wheel

The PEOPLE Process Type Wheel

“Humility is unfortunately often perceived as a weakness in business when, in fact, it can be a tremendous asset.”

“Humble leaders who openly understand and develop their weaknesses and capitalize on their strengths often create environments that encourage people to grow, which in turn grows the organization,” he says.

“Some of the most successful organizations worldwide have leaders who inconspicuously stand out due to their humble nature, rather than their arrogance and flamboyance,” Van Vuuren says.

“Indeed, the leader who is humble never allows the power of his position to cloud his judgment. He respects the unique contribution individuals have to make, and does not get stuck on their perceived weaknesses,” he adds.

“One of the greatest strengths of humble leaders is that they never assume they know all the answers and allow people to explain things to them. They look for the opportunity to learn and use every opportunity to make others feel valued.”

“Apart from personal issues, there is no real harm in letting people know what you view as your strengths and weaknesses.  A good step would be to implement a system where you can get direct feedback from your executive team, your clients, your staff and even people in your personal circle. While this system will create an open and honest company culture, it will also contribute significantly to your own personal growth.”

Van Vuuren says you should connect with your manager, peers and those that report to you.  “You will make them feel more comfortable about exploring their own opportunities for development.”

“Honest leaders are also good listeners,” he says.  “Do you have a tendency, when someone starts explaining something, to interrupt them to make sure they know that you already know what they are talking about? The next time this happens, try something new. Listen. Let them finish their explanation.”

“Ask lots of questions, validate them, then add your comments.”

“In the act of being humble, you make others feel important and valued,” Van Vuuren said.

“That is the gift of the humble leader. Besides, it is more refreshing and empowering being around humble people than inflated egos.”

(Myers-Briggs Type Indicator is a trademark or registered trademark of the Myers-Briggs Type Indicator Trust in the United States and other countries.)