Individual and Company Success, Come Discover the
An example of MBTI/KTS in actual practice at one company will demonstrate its use. In the Kickoff Workshop for the Advanced Instrument Teams, members participated in the KTS type indicator test. Results were accompanied by a lecturette explaining the meaning, and usefulness, of the resulting temperament sort. Team members met in groups and discussed their individual indicators. The objectives of the discussions were threefold:
• to better understand self
Does it work? A resounding Tes!" And at every level. But one caveat: the people involved must put the necessary effort into:
• learning about themselves
combining this learning for proactive/
synergistic teamwork action
But also look for performance—push back gently, diplomatically, sincerely, when contribution and value added is both below par and team expectations. Now you're a real teamwork player!
The Listening-Adjustment Approach
It is a powerful approach to resolve conflict, particularly when accompanied by dysfunctional attitudes/actions on teamwork activities. The classic case is the person who presents a proposal which is not well received, then digs in their heels and clings to that position—even when all hope of winning the battle is lost. Most of us have experienced this "painting yourself into a corner" syndrome; we feel that we will lose face if we retreat!That's where the L-A technique comes in. L-A is built on the cause/reaction principle for understanding behavior— to understand the reaction find and understand the cause. In discussion with the person who persists in being a road block, another team member/leader uses a four step approach:
• listens for the reaction
Needless to say, empathetic listening is no easy task. It is an acquired art that requires both patience and practice, along with a good deal of sincerity and integrity. The listener must suppress the usual reactions of blaming, arguing, telling or castigating. In place of these the listener uses "w" questions, restatement and neutral replies to helpthe person towards their own insights. The goal of L-A listener is to act as a facilitator in helping someone else to help themselves. Acknowledging our own shortcomings ourselves is the surest way to get people back on the teamwork track.
The basics of the L-A technique can be learned in a few hours. However, it is the practice which perfects sound listening habits. So we use a series of role plays to replicate real life and provide an L-A practice arena in the safety of the training room. Best of all, Listening-Adjustment is a technique which can be effectively learned and practiced by people at every level in the organization. This changes the culture as the listening organization becomes the learning organization!
Given the universality of diversity and its potential for divisiveness, the Listening-Adjustment approach provides a productive vehicle for getting folks back on the team. But no free lunch. People must be trained in the L-A tech nique—and they have to use it professionally for it to be effective.
To be Continued
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