Have you ever worked with someone who has all the answers? How does that make you feel? How do you respond? I had a recent experience with someone who had all the answers and used that experience to show how it affected the company’s productivity.
While presenting a workshop on workplace behaviors, I used examples from a variety of behavior profile tools and described how to recognize the critical impact on employee productivity. One example I described was in the office of one of my clients. They had a group of dysfunctional managers who needed to improve their decision making and cooperation with others in their organization. One of the managers was a control-freak and had all the answers when the group was working together. This manager was a strong assertive-directing individual who overdid her strengths. The others all fell in line and followed her directions! She exhibited these characteristics in three different behavior profiles. In this case, the individual was a strong leader….but over-did her strengths.
While using this example, we had a discussion of how weaknesses can develop when strengths are overdone. I asked the group to take some of the strengths that I listed for them on a flip chart and describe how they would appear if they were overdone. Some examples of strengths that are often “over-done”
— A person who is “too self-confident” may appear as arrogant
— A person who quickly takes personal leadership – may appear as bossy
— A person who is flexible can easily let people down when working in a team environment
— A self-reliant person – appears opportunistic
It becomes clear that “going overboard” in any direction leads to internal conflict, as happened in my example with the strong, assertive individual.
In understanding behaviors, and conflict that arises as a result of negative behaviors, we need to look at what’s driving the behaviors. The more aware we are of “what makes us tick”, the more aware we will be of what “makes others tick.” We are empowered to control outcomes of our relationships with others. When we take ownership and responsibility for our actions is an important piece of the behavior puzzle. When we use tools to better understand our behavior, we can take better responsibility.
Many tools are available for improving managers’ effectiveness and reducing the costs of conflict. An organization that is continually faced with conflict experiences reduced efficiency, lack of employee engagement, increased employee absence and sometimes a loss of good people – all result in reduced productivity!
Contact me (Bonnie@UnforgettableOutcomes.com) if you want to gain an understanding of workplace behaviors and how to use them to benefit your organization for a more productive work environment.