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One Key to Boosting Your Team’s Performance


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by Mark Griffin

Want to boost job performance? Use a temperament assessment.

Workplace conflicts fade and productivity improves when you use Type Indicator tools!

Knowing the psychological makeup of your employees is like adding a rocket booster to your organization.

Here’s why:

Nothing is more common or more detrimental in an organization than clashes in personality and problem-solving styles. Most conflicts come from misunderstandings. Many of those are fixed by decoding personalities: understanding the ways in which people perceive the world while interacting with others. The Myers-Briggs® Personality Test is the most common and powerful tool used by the best organizations to create a high-performance workplace. I’ve seen the testing work wonders.

Developed by Katherine Cook Briggs and her daughter Isabel Myers-Briggs, this tool was first used during World War II to assess the best-fitting wartime jobs for the available labor force—many women were now needed to fill what were previously exclusively male occupations. The test forever transformed how organizations found apt personnel and still aids human resources professionals all over the world. More than 50 million people have been tested, and top organizations use it to improve the entire employee on-boarding process.

It can remedy many sorts of problems:

  • Susan won’t move on a decision until she accumulates a heap of background information, even during a rush job.
  • Bob gets irritated and withdrawn when project parameters aren’t black and white, and his manager, Doug, gets angry when he’s not proactive.
  • Karen is the lead engineer but rarely contributes at meetings, even when asked. It’s creating friction.

These and more serious problems can be mitigated through a round of Myers-Briggs testing. Assessing Types gets to the core of how your workers receive, perceive, and process data. More than that, it reveals tendencies and preferences in a person’s basic psychological makeup that affect workplace decisions each day.

The test uses four main personality types and their combinations to sort people into one of 16 general categories. It’s a logical model for understanding thought processes and behavior both at work and in life. Most participants are astonished at just how accurate the results are. Years of misunderstandings or feeling unappreciated can vanish—fast.

There are no binary “good” or “bad” results (download a sample). Each person is valuable, just how God made him or her. “Big-picture thinkers” who lack attention to tiny details are relieved, while meticulous workers find ways to gel better with less precise team members. The more people understand and align their natural Type to their workplace, the happier and more productive they become.

In my experience as a certified Myers-Briggs Administrator, I find that the results improve the respect both employees and employers have for diverse styles of thinking and relating. Participants are often so excited that they will even share results with family and friends because it’s such a helpful picture for understanding them better. Everyone wants to be understood, valued, and appreciated!

By leveraging these insights, teams grow more agile and effective. This is how organizations vault into high-performance status! Not only is the working environment improved for everyone, but also costs are trimmed and productivity bottlenecks dissolve in the process.

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Mark Griffin is founder and Chief Consultant at In His Name HR LLC. He has over 20 years of HR experience. You can also read much more about why Mark took his approach to HR HERE. In addition you can also follow him on FacebookTwitter and LinkedIn.

CLA.TwitterProPicDKB Be sure to check out the 2014 CLA National Conference, April 14-16, in Dallas, TX. It’s one of the most comprehensive training events of the year. Register now and save!

Comments

One response to “One Key to Boosting Your Team’s Performance”

  1. Camp Whisperer says:

    Simple, relevant, helpful article for all of us working in small groups of staff. Conflicts will always happen, but it is incredibly helpful to understand how people think and work when solving the problems that arise.

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