The founding fathers of the United States were some of the most influential figures in American history. They came from different backgrounds and had different views on politics and society, but they all shared this in common: they were fearless, rebellious, and bold. They were the kind of people who didn't take no for an answer, who wouldn't back down in a fight, and who had the vision and courage to create a nation from scratch. They were responsible for drafting the Constitution, forming the government, and shaping the country. No big deal, right? But what were they like in the workplace? Let's look at their Omnia personality traits and imagine how they might behave in a modern office.
First up, literally, is George Washington. George, a natural-born leader, was quite reluctantly the first president. This guy took a poorly trained army with next to no resources and convinced them to cross an ice-cold river in the dead of winter… on Christmas! I struggle to convince people to brew a new pot of coffee if they take the last sip. George’s bold move led to a successful attack that helped boost morale among the American troops and marked a turning point in the revolution. Color me impressed.
George had a reputation for being disciplined and hardworking. He was also known for his honesty and integrity, which made him a respected figure among his colleagues. In the office, George always shows up on time, never takes a sick day, and inspires everyone to do their best. He leads the annual polar bear plunge (teambuilding!) and he's the boss everyone loves to work for, but you also know that you can't slack off around him because he'll call you out in front of the entire team.
Next, we have Thomas Jefferson. Tom was a brilliant thinker and writer, but he was also a bit of a procrastinator. He was known for putting things off until the last minute and then pulling all-nighters to get everything done. In the office, he’s the coworker who always has a million ideas but never quite gets around to executing them. Tom’s the one who always returns his Redbox late and asks for extensions on his deadlines. You just know that you can't rely on him to finish his part of the project until the very last minute, but you also know it’ll be great when he does, which is the only reason you put up with it.
Then there's Benjamin Franklin, a work-hard, play-hard kind of guy. Benji was a true Renaissance man, with interests in science, philosophy, and diplomacy. He was also known for his electrifying wit and sense of humor, which made him a popular figure among his colleagues. The perfect blend of brilliant and funny, Benji’s online dating profile titled “Love is like electricity; you never know when it will strike!” gets all the swipes! In the modern workplace, he’s the guy who always has a clever joke or pun to share and who never misses an opportunity to lighten the mood. He's probably the one who organizes the office prank wars and generally keeps everyone entertained, but Benji knows how to get serious when it's time to work.
John Adams was a bit of a hothead with a reputation for being argumentative. He also had a strong distaste for French cuisine, unlike Tom who was a known Francophile who maybe helped bring French cuisine to the States. Office conflict anyone? John was fiercely loyal to his beliefs and wasn't afraid to stand up for what he thought was right. In the office, he’s the guy who always starts arguments during meetings and refuses to back down until he's convinced you he's right. Good luck thinking it’ll ever be the other way around. He's probably the one who gets into heated debates with his colleagues (sorry Tom) over everything from politics to where to order lunch (nothing fussy, frivolous, or French!). John always gets the last word. With that column 6/7 combo, he does not give up and he will wear you down!
Finally, we have Alexander Hamilton. A brilliant strategist with a talent for financial management who just wanted his shot. He is the inspiration for the hottest ticket on Broadway, a musical blending hip-hop, R&B, and the traditional show tune. Perhaps you’ve heard of it? Alex was known for his ambition and his willingness to take risks. In the office, he’s the guy who always has a new business idea and is constantly pushing the company to take bold steps forward. He's probably the one who spends all his time poring over spreadsheets and crafting elaborate PowerPoint presentations and who never misses an opportunity to pitch his latest project to the CEO. He's the one who always seems to be one step ahead of everyone else but who sometimes forgets to look before he leaps.
There you have it, the workplace personalities of the founding fathers. They were all unique, talented, and passionate individuals who would have been a force to be reckoned with in any modern-day workplace. And who knows, maybe they would have even created their own startups and revolutionized the world once again.
Ready to revolutionize your office and unlock the potential of your workforce? With the Omnia personality assessment, you’ll gain valuable insights into your team’s strengths, communication styles, and workplace preferences. From there, you can enhance team collaboration, improve hiring decisions, boost productivity, and avoid heated lunch debates! Happy Independence Day!
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When I took my first full time job out of college, I had one mission: to help people. I’d just finished my degree in psychology, and I intended to continue my education to become a counselor. People had always told me what a good listener I was and how easy it was to talk to me. I took those tiny little scraps of praise and tried to parlay them into a career in health and human services. Annnnd, I immediately failed. Or at least, I felt like I failed.
I was working for a government agency trying to get aid to struggling families. In retrospect, I can think of few jobs that could crush a tender little soul like mine so effectively. I wanted to help people who desperately needed more help than I was authorized to give. My intentions were good. Honestly, the intentions of almost everyone involved were good. But the reality was hard, and my own mental health deteriorated pretty quickly.
After a year of stomach aches, tension headaches, and more tears shed in a bathroom stall than I care to remember, I found another job in a university library. It was much less money, zero benefits, and very little promise of advancement. And I was thrilled! I was also shocked (honestly, truly shocked) when my manager at the health and human services job told me she was sorry I was leaving, that I’d been a good worker, and she thought I had a lot of promise. Certainly, she had never said those things to me before I gave my notice. Would it have made a difference if she had? Probably not. Maybe I would have stayed longer and toughed it out, but I doubt it would have ever been a good fit for me.
We often say people don’t leave jobs, they leave managers. My manager was not ideal, but I definitely left that job.
What went wrong? How did I go from actually helping people in a career that aligned with my education to (what felt like) hiding in the massive labyrinth of stacks of a university library?
Well, like many things that don’t work out as planned, it was just a misunderstanding. A couple of misunderstandings, really.
I wanted to help people, and that job was literally and directly helping people. But it also required me to be tough. I needed to set boundaries, tell people things they didn’t want to hear, and advocate strongly for them if something didn’t go right within the system. I was getting trampled on from all sides because I just was not assertive. (I’m still not that assertive, but when I think about the sweet summer child that I was back then… just wow.)
People always said I was a good listener. Well, newsflash: that was because I was NOT a talker. Want to know what 75% of this job was? Talking. Multiple daily meetings, giving long presentations. Nonstop phone interactions. Interviews, follow-ups. It was exhausting to me.
Guess what people also always said about me: “You’re so patient!” And it’s true (except when I’m in traffic or waiting for the internet to come back up). I have a ton of stamina for long projects, and I follow through. I once walked an entire marathon – 26.2 miles! What they didn’t say about me ever was, “You’re so fast!” Did I mention I walked an entire marathon? It’s rare to be both patient and quick, and I was not. That job was nonstop hustle and involved constant change. I felt like I could never catch my breath.
The most important thing I lacked was resilience. Every aspect of that job was a misfit for me, but I blamed myself for not keeping my head above water, even though I had almost no support, was offered no tools to help me stay organized, and given no real training to deal with the emotionally taxing aspects of the position. I didn’t fit, and there was nobody helping me fit. And somehow, I decided that was my own fault. How was I ever going to feel okay in that situation?
In retrospect, I wouldn’t recommend to everyone the kind of career transition I made, but it turned out well, and I inadvertently did some things right.
If you’re considering a change in careers, here are some tips from a former sweet summer child.
As my Omnia coworker Alaina mentioned in her recent blog, “…a role that requires you to work against your intrinsic behaviors can cause frustration and discontent.” There is always a learning curve to new jobs, and it can feel horrible while you’re still learning. But if you’re still constantly anxious, filled with dread, and/or experiencing the physical signs of stress after you’ve been on the job for a few months, there is a good chance you and your job are not a match. It’s not you. It’s the job! Understanding and respecting your behavioral preferences and motivational tendencies can help you find the right match.
My mission was to help people, but my passion was, and always has been, the written word. Of course, I didn’t realize that until I was done with college! Seeing the listing for the library job was such an “Aha!” moment for me. I had always loved the idea of working in a library, but I didn’t need to abandon my mission to help people. I did help many students get the information they needed to succeed in school.
After you’ve determined where you want to go next, you may encounter high barriers in the way of getting your foot in the door. Experience is often a critical aspect of starting a new career. But it’s not the only way in.
This isn’t always necessary. You may find that the skills you’ve learned at your current job are easily transferable to a field that is more compatible to your personality type. If so, awesome! If not, you may need to start a little lower and work your way up. Just make sure there is a viable path to get back to your current level and beyond.
Once you have a general idea where you’d like to go next, train while you search. There are so many affordable educational opportunities out there. From free or low-cost online classes and online certifications to community colleges and free classes given at your local public library, there are chances to upskill for every kind of learner. Without specific experience, your additional education will give you an advantage over other entry-level applicants.
In the end, I didn’t stay in the library business, but I spent five great years there. Then, I took what I learned from that career change to transition again and become an Omnia Analyst, where my love of the written word, education in psychology, and mission to help people all came together in a career that has matched my personality and kept me engaged for a long time.
If you’re sure you’re not where you need to be but aren’t sure where to go from here, why not try a behavioral assessment? The Omnia Group offers a Professional Development Assessment, a behavioral assessment providing a wealth of information on job task preferences, motivators, challenges, and development opportunities. We also offer our CareerMaze assessment, which helps evaluate your vocational strengths and weaknesses, interests, and capabilities. Contact us today for more information about how The Omnia Group’s behavioral assessments can help you take your next career step.
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June marks a significant moment for high school and college students across the country as they celebrate their academic achievements and receive their diplomas amidst cheers and applause from family and friends. While this is a time of excitement and pride, we all know it is only the first step in a long and winding career journey, one that may have its share of bumps and unexpected turns.
Although it may seem like a gamble for employers to hire new graduates due to their lack of experience and skills compared to seasoned professionals, the truth is that hiring a new graduate can provide multiple benefits to an organization. Yes, it is likely to require some additional time and coaching on your part, but the fresh perspectives, eagerness to learn, and adaptability of new graduates can make a positive impact on your company's success. By investing in the development of new graduates, employers can not only cultivate a talented and diverse workforce but also promote a culture of innovation and growth.
The road ahead may seem daunting to managers tasked with training and developing new grads, but it's important for employers to remember that these graduates have been armed with the tools and resources to succeed — they are simply lacking that first opportunity and the knowledge that comes from experience. As new grads venture out into the world, they'll encounter challenges and opportunities, and they’ll experience setbacks, but if you can show them the value of hard work, perseverance, and a willingness to learn, they are certain to achieve their goals and contribute in a lasting and meaningful way to your organization.
New grads have spent years studying and preparing for the workforce and are eager to put their knowledge and new skills to use. They are also open to new ideas and ways of doing things. At this point, they are learning how to navigate real-world situations that they didn’t see in the classroom or lecture hall. As a result, they are not set in their ways, making them flexible and adaptable employees. Managed correctly, this is a win-win situation. The new grad is learning how to apply their skills while the company gets to explore new ideas and take advantage of that “new to the workforce” energy.
They are often more in touch with the latest trends and technologies in their field and can bring a new level of creativity and innovation to the workplace. This can be especially valuable in industries that are constantly evolving and require a forward-thinking mindset.
They are often excited to start their careers and are willing to put in extra effort to prove themselves. This level of dedication can be contagious and can help to boost morale and productivity in the workplace.
New grads typically have lower salary expectations than more experienced professionals and may be more willing to accept entry-level positions or internships that more experienced candidates may overlook, which can broaden the pool of potential candidates for certain positions. This provides a more affordable option for organizations that are looking to expand their workforce.
New graduates come from a variety of backgrounds and have different perspectives and experiences. This can help to bring new ideas and perspectives to the workplace and create a more inclusive culture that values diversity.
The benefits of looking at new grads as part of your recruiting strategy are undeniable, but you need a plan for making it work and providing your new hires with the time and attention they need to thrive in your company.
When hiring new graduates, look beyond their academic qualifications and focus on their values, work ethic, soft skills, and personality type. Consider whether they will be a good fit for your company culture and team.Using a behavioral assessment is a great way to determine if a new grad candidate (or any candidate) has the traits that will align best with the daily functions of the job. If you are looking for a bookkeeper, you don’t want someone who tends to focus on the big picture versus the details or someone who wants to be in a fast-paced, dynamic role with opportunities to interact with people and build relationships. You want to know the person is analytical and likes to work on solitary tasks that require detail focus and tolerance for routine, systematic tasks because that is what their days, weeks, and months will look like. Hiring for personality fit is the best first step towards retention and engagement, but you still need to actively manage and develop your employees. The great news is that a personality report will give you insight into the best ways to manage each unique individual on your team.
New graduates may not have a lot of work experience, so it's important to provide clear expectations and guidelines for their roles and responsibilities. Give them specific objectives and deadlines, and provide regular feedback on their performance. Most people want to know what’s expected, so this isn’t groundbreaking advice, but someone new to the workforce may need some extra support versus a seasoned professional.
New graduates may benefit from mentorship and coaching, so assign a mentor or coach to help them navigate their new role and the workplace culture. Encourage them to ask questions, and provide opportunities for them to learn and develop new skills. A mentor could be a peer, while coaching might come from their manager.
Regular feedback is important for new graduates to understand their strengths and areas for improvement. Provide constructive feedback, and encourage them to learn from their mistakes. Using personality data for self-awareness is another way to maximize the value of behavioral science. Omnia’s development reports are written to the employee, not about them, so it is a helpful, non-threatening tool that an employee can use throughout their career.
Setting achievable goals for new graduates can help them gain confidence and feel valued in their new role. Work with them to set goals that align with their skills and interests.
New graduates are often looking for growth opportunities, so provide them with opportunities to learn and develop new skills. Encourage them to attend training sessions and conferences, and provide opportunities for them to take on new challenges. Align growth opportunities to their strengths and interests. Not everyone wants to be in management, but most people do want to grow, earn more, and take on new levels of responsibility.
By following these tips, managers can help new graduates transition into the workforce and become valuable members of the team.
Keep in mind, hiring a new graduate can provide a multitude of benefits to an organization. From their eagerness to learn and adapt to their fresh ideas and perspectives, new graduates can bring a new level of creativity, innovation, and motivation to the workplace. By investing in new graduates, employers can not only help to build a stronger workforce but also contribute to the growth and development of the next generation of professionals.
So, to all the graduates out there, congratulations on your achievements. Remember to embrace the journey ahead, stay positive, and never lose sight of your dreams. Your future is bright and full of endless possibilities, so go out there and make it happen!
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Imagine this: You’re 6 months into a new job. You went through 3 interviews, 2 days of onboarding, and bought 4 new work outfits. But despite your initial excitement, now you’re borderline miserable. This position requires you to sit behind a desk all day, and although you knew that going into the role, to your surprise, you dream about being out on location talking with customers. You’ve always enjoyed interacting with people, but you assumed that the phone contact you’d have in this role would be enough to keep you motivated. It’s not.
Also, the shine of the new job has started to fade, as its newness wears off. You don’t feel challenged by the position like you did at first, and now you are wondering if you can wait the expected 2-3 years that your manager told you is the typical timeline for advancement. “But how was I to know?” you ask yourself. Jobs are a crapshoot, and you can’t know if you’ll fit well into a role until you’ve actually been in the position for a while, right?
Wrong (thankfully!) Though a job search involves taking many factors into consideration — your experience, education, skills, interests, and location among other things — understanding your personality type can give you a solid indicator of how well you’ll mesh with a given job’s responsibilities, even before day one. Working in a position that aligns with many or most of your personality dimensions, which encompass your traits, behaviors, and motivators, can help promote engagement and productivity because you are, essentially, doing what comes naturally. In the right position, your innate characteristics can complement your job efforts to help you succeed.
On the flip side, a role that requires you to work against your intrinsic behaviors can cause frustration and discontent. For example, competitive and goal-driven traits could propel an individual to thrive in an outside sales position, but the same traits might need to be reined in for a service role that involves strong collaboration and a focus on meeting others’ needs. Sure, a “square peg” person can make themselves fit into a “round hole” job for a while given the right incentive or a significant need. For instance, a parent may take whatever job they can find to put food on the table for their children. But extreme circumstances aside, who wants to swim upstream against your natural characteristics day in and day out in a job? That’s a recipe for low morale and burnout.
If you are someone who is patient and wants to know what to expect every day when you log on to your computer, you should move on from job postings that advertise a fast-paced culture or a company where “you never know what to expect.” Instead, zero in on job ads that express a need for someone who is routine oriented and who demonstrates strong follow-through.
A person who wants clear procedures to follow and is detailed and meticulous with their work may want to veer away from positions that “let you be your own boss” and want a “big-picture thinker.” Rather, look for roles where it is important to comply closely with protocols and that require someone who is detail attentive and quality conscious.
And the benefits don’t end with a job search. Once you’ve targeted the right position for you, nailed the interviews, and accepted the offer (because why wouldn’t they hire someone who fits so perfectly with the role?), understanding your personality and behavioral characteristics can help when you are in your job too.
You may innately know how to navigate the facets of the position that align with your traits, but most jobs will also have a few aspects to them that do not conform exactly to your personality dimensions. But understanding your natural behaviors also means understanding how to self-manage them. You know that you are a fast-paced person who has a tendency to rush through projects you find tedious. Having several short-term activities to work on is much easier and more motivating for you than one long task. So when you are given a lengthy project to complete, you know that you can manage it by breaking up that project into segments rather than trying to finish the whole assignment at one time. You also know that incorporating checkpoints within the project helps you stay on track and feel an ongoing sense of progress that keeps you inspired.
Personality and behavioral assessments are a great way to learn about your intrinsic traits. Omnia’s CareerMaze is an assessment that is accurate, easy to take, and especially suited for new grads who are embarking on their career path. This report gives the participants insights into their natural behaviors as well as a list of jobs that may align well with those behaviors. It’s an informative, helpful tool for someone who is new to the job market as well as for anyone considering a career change.
Omnia is here to help during all phases of the employment life cycle — from selecting the right candidate to developing employees to succession planning. Our suite of reports and supportive, knowledgeable Customer Success Managers are second to none. Contact us today to put our expertise to work for you.
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Have you ever worked with someone who just seemed to have that "it" factor? That natural ability to navigate complex situations with ease, work effectively in a team, and communicate with empathy and clarity? Chances are, what you were witnessing was the power of soft skills.
Hard skills may be why you hired them, but soft skills are why you keep them. A team that is made up of individuals who possess strong soft skills — such as active listening, adaptability, and relatability — is more likely to work well together, achieve goals, and foster a positive and productive work culture.
Who wouldn’t want to hire someone who communicates like a pro, collaborates like a superstar, leads like a boss, and solves problems like a ninja? In this article, we're going to dive deep into the world of soft skills, exploring what they are, why they're important, and how to assess them in potential new hires. So, if you're ready to take your business to the next level and create a team that truly shines, it's time to start cultivating and prioritizing soft skills. This guide is packed with practical tips and insights to help you harness the power of soft skills and take your business to new heights.
Simply put, they're the non-technical attributes that enable individuals to work effectively with others, communicate clearly, and adapt to different situations. They're the icing on the cake and the cherry on top that takes a candidate from good to great. We are referring to articulation proficiency, social adeptness, managerial expertise, conflict resolution, time organization, pliability, versatility, and teamwork.
Effective communication is crucial in any workplace, and employees with excellent communication skills can articulate their ideas and opinions clearly, listen actively, and build relationships with colleagues and clients. But what about interpersonal skills? These are the qualities that enable individuals to work effectively with others, such as empathy, patience, and emotional intelligence. A team with strong interpersonal skills is more likely to collaborate effectively, handle conflicts professionally, and achieve greater success.
Leadership skills are also essential in any organization. An individual with these talents can inspire and motivate their team, set clear goals and expectations, and lead by example. They're able to delegate effectively, provide feedback, and empower their team to achieve success. And let's not forget about problem-solving. Employees with this skill can identify the root cause of the problem, develop effective solutions, and implement them with precision and accuracy.
Time management is another critical soft skill. Employees who can manage their time effectively can prioritize tasks, meet deadlines, and achieve their goals. They multitask without sacrificing quality, and they're able to work efficiently and effectively under pressure. Flexibility and adaptability are also essential in today's rapidly changing business environment. Employees who can adapt to new situations, learn quickly, and adjust their approach are more likely to succeed in the long run.
But it's not just about the individual; collaboration is also essential in any organization. Teams that collaborate effectively are more likely to achieve success, develop innovative solutions, and achieve better outcomes. Collaboration requires strong communication skills, empathy, and the ability to work well with others.
Assessing soft skills in potential hires can be a challenge since they are not always easily quantifiable. So, how can you evaluate a candidate's soft skills effectively?
A personality assessment can provide insights into a candidate's communication style, work style, and leadership potential. With behavioral assessments, you can gain valuable insights into a candidate’s proficiency in solving problems as well as adjusting to changing circumstances.
But it's important to remember that soft skills aren't static — they can be developed and improved over time but assessing them early on can help provide you with valuable next steps.
Remember that soft skills aren't just important for new hires — they're essential for employees at all levels of the organization. Even managers and executives can benefit from developing their soft skills, such as empathy, communication, and collaboration. By modeling these skills, leaders can inspire their employees to do the same and create a culture of success and teamwork.
Employers can invest in the soft skills of current employees through training and development programs, coaching, and mentorship. By investing in the soft skills of employees, employers can create a more positive work environment, boost morale, and improve team dynamics. Plus, employees with excellent soft skills are more likely to be promoted and become leaders within the organization, leading to long-term success.
To foster the development of soft skills you need to lead by example. Managers and leaders who demonstrate strong soft skills are more likely to inspire their employees to do the same. By providing positive feedback, recognizing accomplishments, and creating a supportive work environment, managers can encourage employees to develop their soft skills and strive for excellence.
In addition, employers can encourage collaboration and teamwork by providing opportunities for employees to work on cross-functional projects or participate in team-building activities. Soft skills can also improve job satisfaction, employee retention, and overall happiness in the workplace. Employees who feel valued, respected, and supported are more likely to be engaged and committed to their work.
In conclusion, if hard skills are the engine of a workplace, then soft skills are the oil that keeps everything running smoothly. So, if you want your workplace to be a well-oiled machine, it's important to invest in those soft skills. They are essential in any workplace, and employers who prioritize them are more likely to create a positive work environment, boost morale, and achieve long-term success. Whether you're hiring new employees or wanting to develop your existing team, it's important to focus on soft skills like communication, interpersonal skills, leadership, problem-solving, time management, flexibility, adaptability, and collaboration. By doing so, you can create a culture of collaboration, innovation, and success that benefits both employees and the organization as a whole.
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Summer is about to get into full swing, and there are a lot of things to look forward to. Days at the beach or pool. A more relaxed schedule for the kiddos. Vacations. Cookouts with extended family. Wait…did I just hear a fretful gasp? If that last one makes you grimace rather than smile, perhaps you are recoiling at the potential for conflict when everyone gathers around your grill.
Fear not! As a life-long conflict-avoider and peacekeeper (column 2 specialties), here are some tips I’ve learned along the way, with the help of Omnia, that can make your family gathering less tense and more relaxing. (Sorry; I can’t help with the mosquitoes.)
Everyone has a unique way that they interact with others. If you don’t consider that when speaking with someone, it could result in negative assumptions and possible conflict — or at least some irritation. Many people are naturally gregarious and outgoing. They enjoy conversations, weaving stories, and generally being around people. Others are more reserved and concise when they speak. These individuals often listen more than talk and may be careful with their choice of words. They are not necessarily unfriendly, but they might need time to warm up to new people.
Imagine a socially expressive person (let’s call her Brenda) and a socially discreet individual (we’ll call her Amy) trying to have a conversation. If Brenda and Amy do not take each other’s communication style into account, then some friction could occur. Extroverted Brenda might think introverted Amy is aloof or uninterested. Reserved Amy could feel overwhelmed by outgoing Brenda’s attempts at drawing her into conversation.
Now imagine if both participants considered the other person’s natural way of communicating. Gregarious Brenda could talk with Amy one on one to avoid making her feel put on the spot and to give them the opportunity to get reacquainted in a low-key way. Succinct Amy might ask Brenda questions during the conversation to show that she’s interested in what Brenda is saying. And they would both feel that their unique styles were understood and respected, which can help stop conflict long before it begins.
There is another dimension to consider that affects communication style. Though “assertiveness” sounds like a type of communication style itself, it actually impacts how strongly someone will come across in their interactions with others. An assertive person who is socially outgoing might be the life of the party but might also have potential to dominate conversations. An assertive individual who is socially reserved, while not reluctant to offer their insights when asked, might sometimes come across as blunt or very direct.
Conversely, a person who is unassertive but socially oriented might be friendly, though a little less boisterous in how they interact with others. Someone who is both unassertive and socially subdued could find it challenging to engage in conversations, especially with people they don’t know. They may prefer listening in on discussions more than actively participating until they become more comfortable.
These traits — or combination of traits — have the potential to come across in both positive and negative ways depending on who is at the receiving end of the interaction. But acknowledging and understanding these differences can help mitigate interpersonal conflict. From my experience, discerning the different communication styles and the various personality aspects that impact them has saved me a lot of frustration and potential offense when speaking with people through the years. The benefit of the doubt goes a long way too. Your uncle who responds to your question in a straightforward way might not intend to be curt. Or your aunt who goes on and on probably isn’t trying to talk you out of the conversation. It’s just the way they communicate.
Just like someone’s level of assertiveness impacts their communication style, it also affects their comfort level with conflict in general. Assertive individuals are competitive and win driven; they can handle contentious situations with confidence and not bat an eye. They may even enjoy a little back and forth and find minor squabbles entertaining. Cautious personality types do whatever they can to avoid conflict; they thrive in harmonious, supportive environments and feel drained and sometimes stressed when even a hint of dissention is in the air.
When thinking of yourself and your family members, you can probably easily identify who is comfortable with conflict and who avoids it at all costs. So, if you’re someone who enjoys a spirited debate, stick to likeminded personalities with your verbal sparring. If you prefer the harmony and ease of family unity, perhaps spend some quality downtime with similarly low-key people. Of course, you can’t dodge everyone — nor should you — but be cognizant of the interactions that energize you as well as the ones that deplete you and choose your conversations wisely.
All this presupposes that everyone at the barbeque wants an easygoing time, and let’s be honest, some people just like drama. Unfortunately, I don’t have much advice on dealing with those personalities other than giving a lot of grace and a wide berth. For the rest of us, though, understanding these personality dimensions can go a long way to ensure a peaceful kick-off to the summer.
And wouldn’t it be great to know the communication styles, levels of assertiveness, and other personality traits of your employees and colleagues to minimize conflict on the job too? Omnia can help with our simple, quick, yet incredibly insightful behavioral assessment. Contact us today, and let us help you bring this summertime ease into your workplace. Happy grilling!
Enhance Workplace Effectiveness through Behavioral Assessments
Addressing Conflict to Build Team Unity
Ready, Set, Grow! 5 Steps for Cultivating Talent in Your Organization
How a Growth Mindset Can Help Your Company Flourish and 3 Ways to Get Growing!
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