Enhancing Interpersonal Effectiveness and Leadership Development

Presented by Motivating Wellness at Work - Bev Rosen, MSW, MBA.– Peoplemap™ Certified Trainer

Enhancing Interpersonal Enhancing Interpersonal Effectiveness and Leadership Effectiveness and Leadership

DevelopmentDevelopment

Presented by Motivating Wellness at WorkBev Rosen, MSW, MBA – Peoplemap™ Certified Trainer

How Should We Spend Our Time?How Should We Spend Our Time?

Present case scenarios that illustrate the benefits of the Peoplemap tool and program.

Understand the model, its impact, its applications.

Experience a “train the trainer” workshop simulation to experience a Peoplemap training program.

Understand your Peoplemap type, your in-born strengths and how to overcome “Achilles Heel” for enhancing your value and performance.


What Workforce Problems Are You What Workforce Problems Are You Called Upon To Deal With? Called Upon To Deal With?

Conflict between an employee and his micromanaging supervisor?


RATIONALERATIONALE Effective communication, productivity and

interpersonal relationships are paramount to a an organization’s success, both inside and outside their department.

“We must all hang together, or most assuredly, we shall all hang separately.”

Ben Franklin


05

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% Needed forSuccess

%Responsiblefor

Derailment

RelationshipBuilding Self Management

CognitiveComplexity Technical Ability

Decisiveness

CCL Research:

R. Pearman/ Leadership Perf.

Systems

CCL Research:

R. Pearman/ Leadership Perf.

Systems

% of factors cited in Derailment

% of factors cited in Derailment

Derailment FactorsDerailment Factors


The Purpose of Peoplemap The Purpose of Peoplemap TrainingTraining

“The single largest cause of conflict between persons is that they are operating from different typological orientations.” James Hollis


Applications of Peoplemap TrainingApplications of Peoplemap Training

Team Development. Organizational Development. Interpersonal effectiveness training. Management / Leadership development. Job performance & career development

planning. Coaching & Mentoring.


ApplicationsApplications Interpersonal conflicts. Ineffectual -

patient/customer/peer/supervisor relationships

Staff retention. Problem solving difficulties.


ApplicationsApplications Vague professional goals or unclear direction. Low morale or team spirit. Low job satisfaction and high stress. Career issues –matching your job to your

personality type. Building Success one-on-one Relationships. Managing your boss.


ApplicationsApplications

Leadership Development How to understand people (i.e. motivate,

communicate, relate and solve conflicts with your employees.

How to understand your own leadership style ( i.e. strengths, Achilles Heal, areas for growth, making your style work for you).


ApplicationsApplications

Eight Core Interpersonal Competencies for managing, leading and working with people to create peak performing individuals and teams. (i.e. praise and recognition, constructive feedback).


Case Scenario #I Case Scenario #I

Calvin, the “poor performing manager who’s staff is in an uproar.” Before the organizational restructuring, he was a successful contributor.

Your challenge:

What are the issues that need to be worked on?

What are the goals does Calvin need to achieve?

Who needs to do the work?

What role can you play?


Take-AwaysTake-AwaysEach participant:

Understands their individual way of personally relating to each other, solving problems, leading and getting work accomplished.

Becomes aware of their own personality preferences in down to earth language.

Learns their in-born strengths as well as their weak spots, their “Achilles Heel.

Turns their “Achilles Heel” into a “learned” strength to perform at their highest level.

Learns how to successfully relate, manage, motive, sell and problem solve with each of the four personality types.

Develops the skills necessary to contribute to high functioning team.


to Peoplemapto Peoplemap™™Complete the Questionnaire

Score the Questionnaire

Identify Your Core Personality Type Using The Peoplemap™


ACTIVITY 1ACTIVITY 1““Word List”Word List”

1.1. Review Descriptive Words on Review Descriptive Words on Four Lists.Four Lists.

2.2. Review Each Group’s ListReview Each Group’s List

Module 1 – The Four Core Personality Types


Four Four CoreCore Personality Types Personality Types

LeaderPeople

Free SpiritTask


STATISTICSSTATISTICS 96% of all people are combination types

People - 35%Task - 25%Free Spirit - 25%Leaders - 15%

Biggest growth group in workplace 20-29 P/FS. Managers in workplace 40,50,60 leaders. We each have a dominant personality with

unique characteristics, strengths & weaknesses.


We possess characteristics of all 4 types. The more we know about our personality & that

of others, the more we can effectively relate to them.

The foundation for building an effective team is relating to others in a way that complements their personality.

STATISTICSSTATISTICS


Are you in the Right Profession?Are you in the Right Profession? Four Psychologists and all Four Primary Types

What do they do? Leader Type People Type Free Spirit Type Task Type


Leader – Natural StrengthsLeader – Natural Strengths

Visionary – Big Picture Self Confident Likes to Manage Others Results Oriented



Leader – What Drives Them?Leader – What Drives Them?

Like to be “In Charge” and “In Control” Success and Accomplishment

Oriented Highly Competitive …Wants to WIN! Don’t Like to Waste Time …Efficient



Leader - SummaryLeader - Summary Results Oriented Responsible, Assertive and Self-

motivated See the “Big Picture” and “Bottom Line” Want to Accomplish Goals NOW!

…“Makes It Happen” Direct and Manage Others



Introduction to the “Achilles

Heel”Each Personality type has specific

strengthsEach Personality type has a major

weaknesses (development opportunity)

Module 2 – The “Achilles Heel”


““Leader Type” – Achilles HeelLeader Type” – Achilles Heel

Natural at Hard People Skills Buck stops here Assertive / sometimes aggressive Problem solver Get the job done regardless of people’s feelings Competitive Work hard to win May make unpopular but “good” decision Good at Constructive Criticism




(May) Lack Soft People Skills Listening Sensitive to other’s feelings Use of praise and positive reinforcement Collaborate Supportive vs. critical Mentoring / Coaching




Too controlling Make decisions too quickly …

without enough data Values job over people’s needs Too critical – often doesn’t take time to praise

others when needed Results are the only important thing vs. effort Has difficulty delegating



““Leader Types” at their Best Leader Types” at their Best

Learn Soft People Skills Delegate with responsibility and

authority (not “micro-manage”) Develop “patience” Listen to other’s feelings, not just words Balance constructive criticism with

positive reinforcement



Reflection QuestionsReflection Questions

Write down the answers to these questions:1. What is your predominant Achilles Heel?2. Has you’re Achilles Heel created any problems for you

with your own performance or in relating to others?3. Have you been able to transform you Achilles Heel into

an asset?4. What action steps could you take to overcome your

Achilles Heel?



CASECASE Calvin tested as a Leader/Task type. What strengths did he have that reflected

he was a leader type. (Inborn strengths) What would you say were his “Achilles

Heels” that he needed to learn how to manage?


People – Natural StrengthsPeople – Natural Strengths

Connects With Others / Friendly / SocialConnects With Others / Friendly / Social


Creative …Often In Service To OthersCreative …Often In Service To Others

Great Communicators / ListenersGreat Communicators / Listeners

Concerned For Others / Sensitive to FeelingsConcerned For Others / Sensitive to Feelings


PeoplePeople – – What Drives Them?What Drives Them?

Strong Need For Close Strong Need For Close Relationships.Relationships.

Strong Desire to Know andStrong Desire to Know andUnderstand Self / Personal Understand Self / Personal Growth.Growth.

Need to Be Creative.Need to Be Creative.



Enjoy Other PEOPLE!Enjoy Other PEOPLE! Seek Harmony in Personal RelationshipsSeek Harmony in Personal Relationships ““They Work Well In Groups”They Work Well In Groups” Exhibit Empathy / NurturingExhibit Empathy / Nurturing Add Stability to The TEAM!Add Stability to The TEAM!

People - SummaryPeople - SummaryModule 1 – The Four Core Personality Types

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People TypesPeople Types

What would these folks every need help from the EAP?

Do you have any people type friends – how do they bug you?

If you are primarily a People Type, what do you think are your “Achilles Heels?”


““People Type” – Achilles HeelPeople Type” – Achilles Heel

Strong Soft People Skills Listening Sensitive to other’s feelings Use of praise and positive reinforcement Collaborate Supportive vs. critical Mentoring / Coaching



““People Type” – Achilles HeelPeople Type” – Achilles Heel

Avoid or appease conflict situations. Over / Under react with anger. Non-assertive. Put other’s needs ahead of their own. Overly sensitive to criticism. Often too easily influenced by others. Make popular decision vs. the “right” one.



Successful “People Types” Successful “People Types”

Face conflict openly, as a result, be more assertive.

Develop a “Thicker Skin.” Seek to solve differences- don’t just hope that

they will “magically” disappear. Stand up for themselves and others. Don’t personalize criticism …see it as

constructive and be able to “move on.”



The A.C.T. Principle Relating to OthersThe A.C.T. Principle Relating to Others

A = be AWARE of your own type (This is your natural way to communicate)

C = be CONSCIOUS of the other person’s personality type

T = TALK their PeopleMap language

Module 4 – The A.C.T. Principle


The S.T.A.R. Principle The S.T.A.R. Principle

S = Know your STRENGTHS

T = TAP into and use your strengths

A = Know your ACHILLES HEEL and manage it

R = REMEMBER to use the strengths of all 4 personality types


Case I – Calvin and his People TypesCase I – Calvin and his People Types

What does Calvin have to learn to appreciate about his People staff?

What does his People staff need to learn to appreciate about their Leader boss?

How do their communications need to change?


The VIP’s Dental Office VisitThe VIP’s Dental Office Visit

Don’t chat up a Leader Type.


Flexing to a Leader -Flexing to a Leader - Be matter of fact. Get to the point. Don’t bother with idle chit-chat. Be rational and logical, not emotional, in

making a point. Explain the big picture and the details. To sell them, be logical and cost-effective. To resolve conflict with them, be

straightforward and ask for what you want.


How to Flex and Communicate with How to Flex and Communicate with a PEOPLE typea PEOPLE type

Be friendly and sociable. Acknowledge their need to be of service to

others. Use praise generously. Be sharing of yourself – Be close, not distant. Be open to their new ideas. Be diplomatic in dealing with differences.

Module 3 – The Six Combination Types


Task – Natural StrengthsTask – Natural Strengths Creates and Thrives in Structured

Environment Dependable / Reliable Manages Details / Routine / Thorough Hardworking



Task – What Drives Them?Task – What Drives Them?

Strong Need For Personal Reliability & Responsibility

Appreciates the DETAILS Thrives In Organized and Structured

Environment Very Persistent



Task - SummaryTask - Summary Dependable / Reliable / Responsible “They GET THE JOB DONE” Feels Great When They Accomplish

Everything On Their “List” Organized and Detail Oriented “Creates Order Out Of Chaos”



Task Type” – Achilles HeelTask Type” – Achilles Heel

Task natural strengths Bring order to everything Adapt well to routine Dependable / Reliable Very responsible and hard working Organized and Detail Oriented Precise


““Task Type” – Achilles HeelTask Type” – Achilles Heel

Difficulty coping with change. Too rigid – not flexible. Resist change. Overwork (no play) – “workaholic.” Too demanding of self and others. Avoid conflict situations. Often need too much direction – get on

supervisor’s nerves. Never have fun.


Successful “Task Types” Learn to Successful “Task Types” Learn to overcome their Achilles Heelovercome their Achilles Heel

Learn to deal with CHANGE. Allow for flexibility and adaptability. Take time to “have fun” and “play” – hobbies. Balance work and time with family and

friends. Work to “See the Big Picture.” Assertiveness training to better face conflict.


Free Spirit – Natural Free Spirit – Natural StrengthsStrengths

Desire Freedom Adventure / Excitement “Out of the Box” Creative

Thinker / Natural Trouble Shooter

Fun-loving / Spontaneous


FUN

FREE


Free Spirit – What Drives Them?Free Spirit – What Drives Them?

Strong Need For Personal FreedomStrong Need For Personal Freedom Strong Desire for Change / “Cutting Strong Desire for Change / “Cutting

Edge”Edge”


•Always Looking For New Challenges Always Looking For New Challenges and Adventures (Physical / Intellectual)and Adventures (Physical / Intellectual)•Enjoys Life / Seeks FUNEnjoys Life / Seeks FUN


Free Spirit - SummaryFree Spirit - Summary

Seek Change / New and Exciting Seek Change / New and Exciting FrontiersFrontiers

Need “Space”Need “Space”

Bore EasilyBore Easily


Enjoys FREEDOM and IndependenceEnjoys FREEDOM and Independence““March to the Beat of Their OWN DrumMarch to the Beat of Their OWN Drum””


““Free Spirit Type” – Achilles HeelFree Spirit Type” – Achilles Heel

Free Spirit natural strengths Successful at managing crisis See unique solutions to old problems Great troubleshooters When inspired, they work long and hard Adaptive and flexible Great team contributors


““Free Spirit Type” – Achilles HeelFree Spirit Type” – Achilles Heel

Lack self discipline. Often don’t plan ahead – live just for today. Find routine work boring and lack follow

through skills. Get distracted easily and get off task. Start many new projects – finish few. Ignore important details – can become

sloppy. Resist and rebel against authority.


Successful “Free Spirits” Learn to Successful “Free Spirits” Learn to Overcome Their Achilles HeelOvercome Their Achilles Heel

Learn “long range” planning skills. Develop some structure – self discipline. Avoid “knee-jerk” responses. Temper their desire to only start new

and exciting projects with a requirement to finish what they start – honor promises.

Don’t rebel for the sake of rebelling.


The BoxThe Box

1. Leaders – Stand on top of the box.

2. People – Talk with each other in the box.

3. Free Spirits – Leave the box. Build a better box without corners.

4. Task – Iron the creases of the box.


Case 2 – Task Manager and Free Case 2 – Task Manager and Free Spirit TeamSpirit Team

Computer Video Company – Mission to create highly creative computer video games.

What strengths would Free Spirits bring to a team at this company?

Why would a Free Spirit team benefit from having a Task manager?

How well do you think they function as a team?


Summary: Active Listening Summary: Active Listening Active listening is a simple technique of

restating the essence of what you have heard.

Active listening shows you understand what they said.

Active listening helps others clarify their thoughts and feelings.

People feel cared & affirmed when we listen to them.


Leader TypesLeader Types See and understand the big picture. Grasp the problem, idea, or situation quickly. Listen for the bottom line. Often push with question & want to know where

this is going. Like things to be brief with few cumbersome

details. Tend to listen for content & ignore underlying

feelings. Have difficulty listening if other person gets too

personal, rambles or gets off track.


Active Listening: People Types Active Listening: People Types

Are excellent listeners. Have good eye contact and body posture. Tune in, hear feelings, and are accepting. Let others talk at their own pace. Enjoy letting others have their say. Want to help. Are caring and supportive. Actually like to listen.


Task Types & Task Types & Active ListeningActive Listening Often are uncomfortable with the emotional

content of a message. Hear concrete facts well but may have

difficulty seeing the big picture. Gets confused or irritated if a person rambles

or jumps from topic to topic. Can push towards solutions prematurely Listen well to details and facts.


Free Spirit Types & Active ListeningFree Spirit Types & Active Listening

Usually are very accepting and non-judgmental.

Become easily distracted. May find Active Listening boring. Have a tendency to rush the conversation. Understand others well. See creative solutions to others problems.


Assessing Someone’s StyleAssessing Someone’s Style Think about the different clues or hints that

someone might give you that would help you determine what type they are likely to be.

Write your ideas in the four boxes.


Optional Exercise – The CruiseOptional Exercise – The Cruise Divide the room up in half. ½ waits outside the room. In–room group

You are cruise salespeople. When the others come in, you will be paired up with someone.

They are here to buy a cruise – if it meets their needs and interests. Although People in Group A want to go on a cruise, they will

not book passage unless the person communicates to their specific personality type and sells to their personality type.


DiscussionDiscussion

What would Leader types want on a cruise? What do People types want on a cruise? What do Free Spirits want on a cruise? What do Task types want on a cruise?


Advantages of PeoplemapAdvantages of Peoplemap Extensive value in resolution of different problems. Highly interactive, fun, but high content. No jargon or acronyms, simple and easy to understand

and remember. Skills immediately transferable to the workplace. Can be utilized by all levels within a workplace. Highly sustainable results in long term. Model so simple training can quickly focus on skill

building and applications. Many product resources.


Does Peoplemap Training Achieve Does Peoplemap Training Achieve Sustained Results?Sustained Results?

102% positive increase in understanding and communicating with others.

60 % increase in feeling a sense of team cohesion.

86% increase in managing conflicts and disagreements with others as a result of understanding their own and other’s personality types.

69% increase in having more patience with others, less stress and more focused and productive at work.

64% increase in supervisor’s understanding the people they supervise and ability to communicate more effectively.

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For More Information, contact: For More Information, contact:

Bev Rosen, MSW, MBA

www.motivatingwellnessatwork.com

410-583-1847

[email protected]

Enhancing Interpersonal Effectiveness and Leadership Development

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