Behavioral Responses to Changing Environments

  • By Dallas Diaz
  • 30 Aug, 2017

Behavioral Responses to Changing Environments

Embrace change fearlessly!

Two weeks ago, our Chief Game Changer, Sarah Blik presented “Behavioral Responses to Changing Environments.” The Know Your Talents team has been adjusting to the new PDP update. As we accommodate to this change ourselves, we are guiding some of our clients through it as well. A change in organizational systems is just one workplace occurrence that can have varied effects on employees. Luckily, we are an office of behavioral experts! Knowing who we are behaviorally can help us to know what factors push us to our limits and can enable us to push back against our stressors.

Change is never easy. There is nothing wrong with change, if it is in the right direction. But, no words can alter the fact that change and disruption are hard on individuals and teams. When faced with an unexpected or unwelcome transition, it's human nature to immediately descend into fear and doubt. Unless you want your employees to stay stagnant--paralyzed by uncertainty--keep these five change-management tips in mind:

1.       Set the Expectation that Change is Inevitable

Think about this…. you can frequently communicate your vision of the company as a dynamic and evolving organization, where progress and change are inevitable. If employees hear this message when they're first hired, and you reinforce the thought frequently in staff meetings, your mission and vision statements, and other company messaging, you can prevent many of your team members from settling into complacency or assuming they work for a static organization. When a major shift happens, they're more likely to accept it as a matter of course.

 

2.       Never Package a Negative Change as a Positive One

       Keep it real! If you're making an announcement, and you know your employees will view it negatively, the worst thing you can do is try to convince them that it's actually a great thing for them. They will be able to see right through it, and they will view you as insincere and condescending, especially if you stand there and repeat reassuring or soothing phrases repeatedly. The third time your employees hear, "It's going to be okay!" they'll think, "Oh crud, I better start looking for new work."

3.       Embrace the Change Cycle

    When it comes to change management, there's no one-size-fits-all solution, and there's no predictable timeline for when everyone will be enthusiastically on board. Each person will proceed at his or her own pace through " the change cycle ,", expect for some to move through the cycle in a few hours and others to take a month. What you can't say is, "Okay, we'll give everyone until Close of Business on Friday to process this, then we'll hit the ground running Monday morning." Rely on what you know about each individual member of your team, and after a while, reach out personally to those who seem to be stuck in doubt or discomfort. Most importantly , allow them to voice their concerns, ask their questions, or even make their accusations. Seek first to understand, then to be understood as you try to help them make forward progress through the change cycle.

4.       Watch Out for Underminers

       If you're still noticing hotbeds of resistance or negativity, then it's time for a different kind of conversation. Don’t be afraid to be direct: If you allow destructive attitudes to take root and flourish, you may end up with a small contingent of employees who are determined to make the transition fail. At a certain point, after a reasonable amount of time has passed, each employee has just two options: get on board, or get off at the next exit.


Patience is a Virtue

By the time you're announcing a drastic new initiative to the company at large, you've probably already been thinking about it, working through the details, and processing all the ramifications for a considerable amount of time. Your employees have not yet. Realize that your employees are going to have all the same questions you've been working through for months, they're going to have fears and uncertainties to overcome, and they're going to experience a temporary drop in productivity. As a leader, your best approach is to create a culture that embraces change. Respect everyone's right to have their own reactions, communicate the news with authenticity and empathy, and give everyone time to work through the change cycle at an individual pace. Again, think about each employee- who they are, their natural behaviors, and their back-up styles.  Be accommodating to keep them motivated, informed, and on the move toward progress!

    Don’t forget, we’re getting social- follow us on Facebook ,   Twitter  and LinkedIn . Stay tuned for our next Wednesday Recap and learn more about leveraging behavior with our other blog  posts . If you know of an organization or company that may be challenged with communication and could benefit from The Know Your Talents™ Team Impact! Workshop  or PDP Professional Certification  , please call us at 480-348-8900!

    Know Your Talents - Official Blog

    By Dallas Diaz 18 Sep, 2017

    Your most significant task as a leader does not entails focusing in results; your job is to focus on your employee’s results. Being able to bring out the best in others is a skill that involves patience and faith. Here are six habits that impactful leaders impact when they are holding the reigns.

    1.      They focus on the other person’s STRENGHTS:

    a.      Focus on cultivating and optimizing others’ abilities and take the opportunity to take personal investment in others’ goals

    2.      They Empathize:

    a.       Engage with active listening that helps them to put themselves in the others’ place

    3.      They Give Recognition

    4.      Great leaders know how and when to praise good work. Leaders often worry that praise is unprofessional, but employees feel empowered when their effort is recognized

    5.      They Connect the Right People:

    a.      Leaders should be “multipliers” who focus on finding people and talent who know things they don’t. They build a virtuous cycle of attraction, growth, and opportunity.

    6.      They Don’t Micromanage

    a.      The best employers implement trust and delegation. A\\The can assign their employees tasks that align with their strengths and goals and allow others to be innovative and self-sufficient

    Putting it short, if you think your most important rale as a leader is to write mission statements, set revenue goals, and discipline, you are putting on the wrong “hats”. Shift your focus and make your number one priority the success of your employees, and you will be fascinated by the accomplishments of your team from there!

    Stay tuned for our next Tutor Tuesday Review- learn more about leveraging behavior on our blog . Become a  Professional PDP Administrator for your organization to be invited to our Tutor Tuesday seminars every week! Also, we’re going social- follow, like, and link with us on Twitter , Facebook , LinkedIn , and Instagram .  If you know of an organization or company that may benefit from the Know Your Talents™ Leadership Impact! Workshop please contact us or call at 480-348-8900!

     

    By Dallas Diaz 18 Sep, 2017

    Our PERCEPTION impacts our emotional muscle!

    Do you hear or do you listen? Sometimes our entire day can turn upside down because of an “in the moment” comment someone made. Perception of how others see us shouldn’t matter. But, that is easier said than practiced. It is second nature to internalize how others feel about us. When we bottle up what is affecting us, we risk regressing to our backup communication style. Same as resist, resent revenge – all our behaviors will take us down this path – if we let stressors cause us to feel threatened, our instincts with kick in quickly.

     

    Think about how many hours of working out it takes to strengthen your muscles.  This same with our behavior, we must build on it. Every day we are emotionally challenged to toughen up and if you are one who tends to avoid tense interactions, you won’t build your emotional muscle. However, sometimes we must to step back reevaluate what our needs, and implement self-care.  

    Our behavior plays a big role in our day to day. We create our own belief window based on how we have learned to adapt and adjust according to deeply engrained past experiences.  Melanie shared a story about the formation of her own belief window:  

    By Dallas Diaz 18 Sep, 2017

    Emotional intelligence and emotional labor are topics that are hardly centralized in discussions of leadership and success. We limit our imaginations of the “leader” to be the type who maintains a stern resolve, one who cannot let their flaws be known. We must be honest- that’s why we keep burning ourselves out.

    As you know, here, we focus on Why we do what we do:

    By Dallas Diaz 30 Aug, 2017

    Two weeks ago, our Chief Game Changer, Sarah Blik presented “Behavioral Responses to Changing Environments.” The Know Your Talents team has been adjusting to the new PDP update. As we accommodate to this change ourselves, we are guiding some of our clients through it as well. A change in organizational systems is just one workplace occurrence that can have varied effects on employees. Luckily, we are an office of behavioral experts! Knowing who we are behaviorally can help us to know what factors push us to our limits and can enable us to push back against our stressors.

    Change is never easy. There is nothing wrong with change, if it is in the right direction. But, no words can alter the fact that change and disruption are hard on individuals and teams. When faced with an unexpected or unwelcome transition, it's human nature to immediately descend into fear and doubt. Unless you want your employees to stay stagnant--paralyzed by uncertainty--keep these five change-management tips in mind:

    By Dallas Diaz 30 Aug, 2017

    Most of us associate anxiety with danger or unwelcome events and circumstances. For some of us, a spike in our stress levels can be debilitating. Yet here's the thing: workplace anxiety is as predictable as Monday Morning – it’s going to happen!  While some level of anxiety is expected, severe anxiety can quickly develop and affect an employee’s workplace performance, relationships with co-workers and supervisors, and overall quality of work.

    Melanie Benitez , our Client Success Manager, lined out ten of the most common sources for workplace anxiety last week, and we wanted to share a few of them with you today.

    By Dallas Diaz 09 Aug, 2017

    Our founder Lori Coruccini led us through this week’s Tutor Tuesday session. Last month, she had the opportunity to speak in Chicago at the National Contract Management Association World Congress . One of the most insightful experiences Lori had occurred when her presentation was over, several attendees approached Lori and referred to a single slide:

    By Dallas Diaz 02 Aug, 2017

    We’ve got some big updates coming this August! PDPglobal is proud to announce a brand-new experience for its clients! Just to give you a sneak peak of what to expect this upcoming month:

    ·        Updated Personal Strengths Reports

    ·        Updated Personal Development Report Package

    ·        Easier ProScan QuickView for Managers

    ·        More In-Depth Team Scan Reports

    We are also thrilled to announce the ALL NEW Side-by-Side ProScan report. When mutual understanding and appreciation occur between two individuals, a natural phenomenon happens—PDP calls it the power of two! This report is designed to highlight the similarities and differences between two people and to introduce proactive planning concepts and clarifying questions that they can use to help strengthen their relationship.

    Using the ProScan Side by Side , each individual will gain an understanding of the other’s basic nature—who they are and what their preferred styles of behavior are. The report concludes with Tips for working well together, identification of key motivators, and thought-provoking questions help individuals clarify how each will most effectively relate to the other. The Side-by-Side report will take an organization’s interpersonal communication process to the next level!

    Think of how you can see yourself using this report?

    We’re getting social- follow us now on Facebook and watch for the latest updates. Stay tuned for our next Wednesday Recap and learn more about leveraging behavior with our other blog posts . If you know of an organization or company that may benefit from The Know Your Talents™ Leadership Impact! Workshop  or PDP Professional Certification  , please call us at 480-348-8900!

    By Dallas Diaz 26 Jul, 2017


    Have you ever met someone who you made an instant connection with? Or the opposite, someone who immediately makes you want to run in the other direction? Our natural intuition causes us to unconsciously seek out others who have communication styles like our own. However- we not always have the liberty of “running in the other direction” when we are approached with difficult conversations. Furthermore, what are we to do when our communication style contradicts those of our coworkers, our staff, our bosses, or anyone else we interconnect with daily?

    The first step to becoming a more effective communicator lies in our ability to self-reflect. We all have communication styles that we fall back on, but a person who can adapt their own style to accommodate for others’ will lead more successful conversations.

    What do you consider your communication style to be?

    No matter whose work you study on this topic, you're bound to find that they all describe individuals to one of four distinct communication styles. In PDP, we identify the 4 difference styles as Teller/ Authoritative, Seller, Persuasive, Casual/Careful and Guarded/Cautious Exacting. The graph we are referencing here today refer to the categories as "Thinkers, Directors, Relators, and Socializers."  Look at the graph, and you'll see that the two intersecting scales describe four categories of communication styles.

    By Dallas Diaz 19 Jul, 2017

    Another Tuesday, another informative webinar led by our Client Success Manager, Melanie Benitez . This week she taught us about how our brains accommodate and adapt to new behaviors! This information comes from an article written by Dr. Athena Staik.  Check out some of the key points below:

    By Dallas Diaz 12 Jul, 2017

    This Tuesday , our Client Success Manager, Melanie Benitez led our clients through a workshop that challenged us to examine the ways our behaviors impact our work environments. Recognizing and working through our individual behavioral strengths is key to our own success and the influence we have on others. Sometimes strengths are not perceived as such – unfortunately, misinterpretations can lead to interpersonal conflict in a workplace. Thus, knowing how to recognize an asset and leverage our behaviors in the most effective manner is crucial.

    ​Working from the individual’s strengths, identified by the ProScan Survey, the PDP system identifies motivators and shows how environmental factors affect stress, energy, and satisfaction levels. The PDP survey measures four cornerstone behavioral traits- dominance, extroversion, pace, and conformity. PDP uses the term “High” and “Low” when describing these traits, however neither are inherently positive nor negative, the measurement simple describes the position of the trait relative to the Mid-Line when graphed on the ProScan chart. Each behavior shapes the way we work and how others perceive us.

    More Posts
    Share by: