| Whether you're a first-time manager or a | | | | members can't get the job done. It means that |
| seasoned pro, dealing with your team members | | | | they primarily focus on the relationship as the |
| can make you feel like you're a detective trying | | | | strong point to accomplishing results. The |
| to solve a mystery. One moment, you may think | | | | task-oriented person thrives on checking things |
| that you fully understand your team's needs, and | | | | off the to-do list and is an excellent driver for |
| the next moment you might feel like you said the | | | | leading projects. However, sometimes this person |
| wrong thing and you can't figure out why one | | | | can forget to stop and check in with others along |
| person was okay with what you said while the | | | | the way. Consequently, this can result in others |
| other is at a standstill. | | | | feeling isolated or undervalued because of the lack |
| Sound familiar? In any situation, life or business, it | | | | of interaction. |
| takes a sharp eye for knowing how to best | | | | The important clue here is to understand that the |
| communicate to motivate and coach your team, | | | | majority of people tend to value relationships as |
| and delegate for maximum results. You are like a | | | | the predominant motivating factor to |
| detective on a quest to solve the mystery of | | | | performance as opposed to straight tasks. |
| communicating with others. | | | | Other clues to take into consideration as you |
| As most detectives can tell you...follow the clues. | | | | communicate with others are to look for factors |
| People are complex beings, yet they provide clues | | | | pointing to the specific personality styles of your |
| which can give insights on how to best manage a | | | | teammates. |
| person. If you learn to pick up on the subtle | | | | You may find some people are naturally drawn to |
| nuances of behavior, you will quickly see that you | | | | leadership positions. Some may like authority, |
| can begin to solve the mystery of communicating | | | | power, and decisiveness. The best way to |
| with others. | | | | communicate with these team members is to do |
| If you were to analyze your team, you would | | | | the following: challenge them to deliver a deadline, |
| likely see a clear distinction between who is | | | | stress how their leadership will contribute to big |
| extroverted and who is introverted. These clues | | | | picture goals, give quick, bottom line answers, and |
| are pretty obvious. Extroverts generally are | | | | stay on task with the business at hand. |
| fast-paced, energetic, rushed, driven, involved in | | | | Other team members prefer to inspire, ignite |
| multiple activities, and optimistic. You can usually | | | | projects, and influence others. You can |
| tell when extroverts have walked into a room | | | | communicate best with them by socializing, |
| because they know practically everyone and if | | | | recognizing their achievements, and giving them |
| they don't, by the time the meeting is over, they | | | | time to speak their ideas. Also, you will want to |
| will likely create new friendships with those they | | | | establish a creative, fun atmosphere for their |
| just met. As you read this article, I'm sure you | | | | success. Both of these team members are |
| can readily identify these people on your team. | | | | outgoing. |
| On the other hand, introverts are quiet, can | | | | On the other hand, you may find introverted |
| appear shy, move at a slower pace, seem | | | | team members who are shy, supportive of |
| resistant to change, are involved in one task or | | | | others, and prefer not to have change in their |
| project at a time, and can ask several questions | | | | environment. Here's how to best interact with |
| to help them process their conclusions. Introverts | | | | them: show appreciation for their contributions, tell |
| are the ones that can sneak into a room without | | | | them you are there to support them, and be |
| anyone noticing that they arrived. They can | | | | clear about how they can best contribute to the |
| sometimes be found behind the scenes. | | | | team for the overall good of the company. If you |
| The clue to identify here is that people are | | | | are someone who is task-driven, be careful not |
| naturally drawn to being outgoing or reserved. | | | | to come across as too pushy or insensitive. |
| When managing your team, it is important to build | | | | These team members need to feel they are part |
| on people's strengths. If someone is introverted | | | | of something greater. |
| and you want to put them on a project that | | | | Lastly, you can have a co-worker who is |
| requires high visibility and heavy interaction with | | | | extremely cautious, questions everything, and can |
| others, you may have to spend more time | | | | competently handle details. How do you |
| coaching this person or you can decide to work | | | | communicate with this person? You will want to |
| with the person who is a natural fit for the | | | | give time to process the details, be as thorough |
| project. | | | | as possible when explaining a task, and praise |
| The second clue to help you communicate better | | | | them for their excellence in quality work. |
| with your team is to look at their personality | | | | Either way, all personality styles are valuable to |
| inclination. Find out if you are working with | | | | the team. Each person has a blend of |
| someone who is task-oriented or people-oriented. | | | | characteristics. Depending on the projects you |
| This will help you have the right players in place in | | | | have to work with, you will want to tune into the |
| order to maximize performance at work. What's | | | | clues provided by your co-workers. |
| the difference between tasks and people? The | | | | Once you figure out the clues, you will be well on |
| best way I can describe this is to tell you about | | | | your way to solving the mystery of |
| my husband and me. If you were to ask him | | | | communicating with others. You will be more |
| which he prefers--staying at home doing things, | | | | effective in motivating others, coaching your |
| working on his to-do list, or planning stuff vs. going | | | | team, and your delegation efforts will yield |
| out to a party to socialize; he would undoubtedly | | | | positive results. You will earn your Management |
| take the first option. No questions asked. He | | | | Detective badge. |
| thrives on tasks. I, on the other hand, much | | | | Copyright 2006, Christina M. Santiago |
| prefer to interact with people, to create deeper | | | | You may use this article for electronic distribution |
| connections with others to understand how they | | | | if you will include all contact information with live |
| feel, and build strong relationships from the | | | | links back to the author. Notification of use is not |
| interaction. Polar opposites! | | | | required, but is greatly appreciated. Please contact |
| This doesn't mean that people-oriented team | | | | the author prior to use in printed media. |