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Strategies for Managing Conflict In the Workplace

This article briefly explores Conscious Perception and Empathic State Development (adapted from David Taylor’s Naked Coach: Business Coaching Made Simple, 2007) as two related strategies for better managing conflict in the workplace. An emphasis is placed on how our points of view shape our patterns of interpretation and response.

Ultimately it is proposed that taking personal responsibility for the impact of our limited perspectives and behaviour, while developing alternative and empathic interpretations of others’ behaviour, is the key to better workplace relationships and becoming good at managing conflict in the workplace.

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The Limitations for Coaching and Development of the Myers Briggs Type Indicator (MBTI) and other Preference-Based Personality Questionnaires

MBTI and Other Personality Questionnaires – Employee Selection and Development

Psychometric assessment has become standard practice for most global organizations and companies with a keen interest in thorough employee selection and development. Today psychometric assessment is used by more than 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK.

Never before has the appropriate selection of effective psychometric assessment tools been more important.

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Emotionally Intelligent Feedback

From The ‘F’ Word… to the ‘E’ Word

It has been shown that, along with a lack of skills and a lack of performance expectations, a lack of feedback is one of the biggest barriers to effective work performance (Lapid-Bogda, 2004).

This makes perfect sense doesn’t it?

To improve performance we all need an accurate reflection of our strengths (so that we can build on these) and our areas of needed improvement (so that we will know what to change).  If accurate and effective feedback is so important to individual and organizational success, why are so many employees and managers often unenthusiastic about the feedback process?

Surely if we can share information that will enhance performance and workplace relations we should relish the opportunity to give and receive feedback!

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Beyond Your Box

What Motivates You?

If you’re in the business of developing people and growing human potential, consider for a moment these questions:

  • What motivates you to do this kind of work?
  • What really stimulates and inspires you about your job?
  • What aids and supports you in bringing out the best in others?
  • What would take your coaching and mentoring relationships to that next level?

Many people development professionals are inspired by helping individuals and teams expand their potential, enhance their performance, and reach goals beyond the barriers that had held them back before. As coaches, mentors, and managers we are stimulated and greatly encouraged by the positive shifts people make as a result of our coaching and mentoring conversations with them.

But most coaches, mentors, and managers eventually reach a point in their professional development where they look for something more – something to expand their own performance and effectiveness. When this happens we search for a training course, a book, new method, or an assessment tool that will open up new avenues of intervention for us.

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Helen Palmer and the Enneagram

Who is Helen Palmer?

Amongst the world’s foremost experts on the Enneagram, Helen Palmer has over 30 years’ experience in both promoting Enneagram studies and in teaching others how to utilise the Enneagram model for self-development.

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What are you FOR?

Mission Statements

What is your opinion on company “mission statements” or written declarations of “organizational values and visions”?

Has your organization developed documents that define your “corporate goals and identity?”

Ideally these documents will shape and inform the everyday functioning of the teams and individuals that constructed them. But very often these documents make impressive, but irrelevant decor items for executive office walls.

Why is that?

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Team building – Putting the “I” back in “Team”

“There’s just no ‘I’ in team!” You’ve heard that said before right?

If you’ve been part of any team or organization, you’ve experienced the frustration and resentment of when a colleague, a manager or a staff member privileges their own agenda, their own promotion, their own function, or their own goals, over the team’s shared vision and collective success.

Individualism at the expense of universal progress.  Me, myself and I, before I and thou.

So there’s no “I” in team, yes? Or is there more to it than that? And what difference might the power of emotional intelligence make in the dynamic relationship between “I” and ‘team’?

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The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT)

There are various different tools and tests in the market for emotional intelligence assessment and development, and MSCEIT is one of those.  MSCEIT is an acronym and stands for the “Mayer-Salovey-Caruso Emotional Intelligence Test”.  This test stemmed from research first carried out in 1990 by Mayer & Salovey, and it was refined and developed over the ensuing years.

Some emotional intelligence tests focus on self-awareness and perceptions, or on identifying behaviour preferences.  The MSCEIT is a test which aims to focus on assessing emotional ability.

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The Myers Briggs Test

The Myers Briggs test (full name Myers Briggs Type Indicator) is a well-known psychometric questionnaire which seeks to reveal personal preferences in personality perceptions.  It is usually used as a tool for team building, career development and self awareness.

First published in 1962, the Myers Briggs test borrows from Carl Jung’s typological theories in his eponymous work “Psychological Types”.  The main psychological types are broken down into 4 different dimensions of personality, split into 4 possible dichotomies – these are pairs of mutually exclusive preferences for which an individual is classified.

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How To Get The Most Out Of Personality Testing

The field of psychometrics testing has developed over the last 80 years or so, and within this area personality testing has become a mainstay of assessing candidates for certain job competencies and organisational fit.

Why is personality testing important? And why do most emotional intelligence tests focus on personality?

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