[www.keralites.net] Management Skills

 

Management Skills  Know Different Personalities for Management – You will encounter many different types of people during your management career. you really should be able to get a feel for each individual's personality. It helps when you know what makes each one of them.  When dealing with different personalities, be tolerant of styles different from your own.  Always try to adapt to their personality to get more out of them.  you will need to change your communication approach with each individual.  If a person or team is too analytical, there will be little creativity.  If a person or team is too sensitive, fewer decisions will be confidently made.  Here are some ways to deal with different personalities: The "Considerate" are nice, calm, and like to think things through.  They usually have an optimistic "glass half-full" point of view.  They are agreeable,  They might need some help in making decisions.  The good news is usually the work is more complete with fewer errors.  Let them know calmly, what you need from them.  Give a lot of encouragement and praise to get the most out of this type of personality. The "Aggressive" likes to take control and do things quickly.  They are not afraid to make decisions.  They are usually good at what they do, and know it They can produce a lot of good work for you.  Be direct, straightforward, and use a no-nonsense approach to business.  Make sure you give this person a lot of praise when praise is due.  If you don't, they will be upset. The "Analyst" will always try to find flaws in the system.  If you say, "Do this," they will say, "why don't we do it like that?"  Sometimes it's a good thing because there might indeed be a better solution, but most of the time it's just someone being too critical.  They tend to procrastinate when making decisions.  Listen to what they have to say, but if you feel it is going nowhere, take their suggestions and move quickly onto the next subject.   The  "Sensitive" takes any type of confrontation too personally.  They do as they are told, but do not like making decisions.  They are usually very nice and pleasant but their feelings get hurt too easily. Use an encouraging type of approach when dealing with any performance related issues.  This would be a good person to give projects that are more "touchy-feely." The "Talkative" tend to be more feelings oriented and will show more emotion, whether positive or negative.  They have a strong interest about people and are usually the "social butterfly" of the department.  They usually like making decisions with conformation in case.  Try using a lightened-up approach and some humor to get your point across to this type of personality.  This would be a good person to help plan social events or any projects. The "Brainiac" They will try and dance around the topic.  They will also dance around making any type of decision.  Make sure you keep this person on track as they can lose focus on the task at hand very easily.  If needed, make them repeat themselves in terms everyone can understand.    The "Quiet" is one who very rarely talks at meetings, seems to have low self-esteem, and is continually sub-conscious of their actions.  Not only should you try to bring this person out of their shell, they just might have some brilliant ideas that you can incorporate.  There can be power in the quiet person as they might be the ones with the most compelling ideas.  We usually tend to give our attention to the commanding personalities and ignore the quiet and soft-spoken but the quiet people are the ones you need to seek out. The "Results-Driven" tend to focus on small points but sometimes lose focus on the big picture.  They feel like they are doing a great job because of meeting an important goal, but they are doing a poor job on another aspect.  You need to get your point across by being direct.  You have to stress the importance of the big picture and to use common sense. This person is usually more suited for simple straightforward tasks that do not require thinking. The "Loner" just wants to do the job and not get involved with company picnics, break room conversations, or any non-work related subjects.  They do not like any interaction with fellow employees.  You should talk to them about the importance and reasoning of the team approach. With open and honest communication, you should be able to get them to understand and work as a team member.  This does not mean they have to be everyone's best friend.  The problem with a person who does not want to be part of a team and will have the type of excuse like, "Nobody told me…" or "I did not know I was supposed to do that…" etc This could create conflict amongst your team.  You, and most likely HR, will have to determine the outcome of such a move.  Still continue to try to get this person out of their shell, and try to give them projects that do not demand a team effort. The "Overly-Confident" feels like they know everything and can do no wrong.  Sometimes they act confident even when they don't know what they're doing. You might want to humble this person every now and then.  Make them repeat exactly what it is they are supposed to be doing.  Give them projects that can easily be tracked to make sure they are not headed in the wrong direction. The "Curmudgeon" thinks of everyone as incompetent, and does not take supervision well.   They have a pessimistic "glass is half-empty" point of view.  You do not want to approach this type of person with your tail between your legs.  State the facts and let them know exactly what is expected of them.  Use a matter of fact approach and try to give them projects that do not demand too much creativity or touchy-feely. The "Mean-Spirited" makes it known that they are not happy with work or the people around them.  In many cases it is due to problems that are not work related.  If you feel that it is affecting employee morale, you should talk to this person and make sure they understand that you need a department that works in harmony.  That the goal is to a have everyone work in a pleasant atmosphere in which there are no personalities conflicts.  The "Bad Attitude" is a major problem.  You need to let this person know that their attitude is affecting morale and is unacceptable.  You require skill how to handle this type of difficult employee.

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Posted by: Cool Kis <cooolkis@gmail.com>

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