What are the Drivers Behind Your Behaviors?

The Voice for Insightful Leadership with Shelley Row, P.E.

Posts tagged "management skills"

Imagine a Ferrari. It looks sleek and fast. Now imagine a Ferrari with a Ford Focus engine. It still looks sleek but its performance is impacted by the mechanics under the hood. It’s not so different for you. The influences “under your hood” dramatically impact your performance, your work style and communication style. Assessment tools give insight into your workplace behavior; however, they are less helpful for identifying other factors that exist under the hood particularly your stories and filters. Values also have a key influence on your behaviors and are linked to stories and filters. We aren’t going to work on values today, but you can refer back to my previous article to refresh your memory.

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Today we dive under the hood to identify and learn about the impact of your filters and stories.

Filters. Filters are the screen through which you see the world. They come from your background and provide your context.  Filters color your perception and impact your decisions, judgements and connections. For example, I’m from a small farming town in Texas, the oldest daughter of a disciplinarian father and polite mother. We attended the Baptist Church every Sunday and always did our homework. Some of these filters showed up early in my engineering career when I worked for the Texas Department of Transportation. An engineer from New York State came to Texas to learn about our projects. As we drove from project to project together, I politely answered his questions, “Yes, sir…” “No, sir….” After a few exchanges, he grew agitated and said, “Why do you keep saying, ‘sir’?  Are you patronizing me?”  I was stunned. When viewed through my filters, I was being respectful by saying “sir” but viewed through his filters, I was patronizing.

What are your filters? Consider your background, family norms, your geographic area and more. All those factors color your perceptions and judgements. Without your awareness, they work from under the hood to sway your view of the work world.  Here are questions to aid you in identifying a few of your filters.

  • Are you from the big city, small town or countryside?
  • Are you the oldest, youngest, middle or only child?
  • What religious tradition were you raised in (if any)?
  • What educational background does your family have?
  • What cultural background were you surrounded by?
  • What hobbies were your family involved in – sailing, camping, music?
  • What hobbies are you passionate about?
  • What did your parents or family do for work?
  • What type of work did you do early in your life?
  • What was your family community involvement like?
  • What political philosophy you were surrounded by?
  • What other environmental factors color the context of your life?

How do these filters impact your world view, your perceptions of others and, possibly, even your decisions? Pay attention to notice their subtle – or sometimes not so subtle – influence.

Stories. Stories are our perceptions of “truths” we internalize from parents, family, teachers, friends or other influential people in our life. The stories stick in the brain and, sometimes when we aren’t even conscious of them, they sway your behavior. Here are a few of my stories:

  • Be nice
  • Work hard
  • Don’t interrupt
  • Play fair
  • Don’t impose
  • Do as you’re told

Stories are powerful influencers from under the hood. For example, I struggled to terminate an under-performing employee because “be nice” echoed in my head. Jumping into a high-energy conversation to express my idea was hindered by the “don’t interrupt” soundtrack. I couldn’t ask for help from a colleague for fear of “imposing. Stories like these get in my way until they are identified and  you develop the skill to consciously choose if, when or how they apply.

One of my coaching clients struggled to overcome his story when applying reflective listening skills. Reflective listening is when you reflect the content from another person to ensure that you understand correctly. You use a phrase such as, “What I hear you saying is….” This client had a strict upbringing by a mother who tolerated no backtalk at all. When he reflected a statement back to a colleague, it sounded like backtalk to his brain. His “no backtalk” story created a block to his communication skills until he diagnosed the story and neutralized its power.

Many stories sit just under the surface so don’t be surprised if they don’t quickly pop to mind. Here are some techniques to aid you in uncovering your stories. Let the questions sit with you and then observe your behaviors and thought processes. What stories or rules are at work under the hood?

  • What “truths” that you were taught by parents, teachers, family or other authority figures stuck with you?
  • What personal “rules” do you adhere to in everyday life?
  • What beliefs do you hold that put boundaries on your behavior?
  • What situations trip you up needlessly? Why? (An example: I couldn’t ask my neighbor to feed our cat while we were on vacation because I didn’t want to impose.)
  • In what situations do you hesitate for seemingly no good reason? Why?

What stories live inside your head? Some may immediately come to mind as mine did. Others take quiet observation and insightful questioning.

What are your filters and stories?  Take time to identify them. They work under your hood and impact your management decisions in unintended ways unless you are aware and actively managing them.

Share your filters and stories with Shelley here.



Can You See Your Humps? Your Strengths and Communication Styles? Keep Reading To Learn Here.

How do you behave at work? What work style and communication traits are associated with you? There’s an African proverb, “The camel never sees its own humps, but that of its brother is always before its eyes.” Others see your style. Do you?

Over the years, I’ve found that technically skilled people (like me – an engineer) do not often have an innate ability to be self-observant. We’re like the camel. We see the humps of those around us but not our own. As a manager, you need to know your work and communication style. Thankfully, there are tools like DNA Behavior, DISC, Strengthfinders, Enneagrams, Myers-Briggs Type Indicator that provide insights into your behavior. If you don’t naturally observe your behavior, these tools can be particularly helpful. Even if you are self-observant, these tools still offer aha-moments about yourself.

Today, let’s examine your strength and communication style.

Strengths.

What’s your go-to strength? Your strengths come naturally to you. So naturally, in fact, that you may not even notice them. When I work with coaching clients, we do exercises to identify strengths and I frequently hear, “Wow. I didn’t know that was a strength! I thought everybody could do that.” Your strength is hiding in plain sight, but it’s hiding. Let’s find it.

Pretend that you are faced with a difficult work problem. It’s a dilemma. How do you approach it? When you get stuck, on which behavior do you consistently fall back? For example, when I’m perplexed by a problem I think, “Okay. Let’s take a step back and see the big picture. What’s the goal and the steps to reach the goal?” My ability to see the big picture and dissect the problem into core elements for action is a key strength for me. I thought everyone could do this but I was wrong. It’s my superpower. What’s yours?

What do you do when the going gets tough?  Do you:

  • Dive into the research
  • Gather all the details
  • Collaborate so that all are engaged
  • Start with the big picture
  • Create a step-by-step process
  • Seek to know the people involved
  • Network
  • Consider the personalities
  • Assess the office politics
  • Look for trends

Your natural approach to a tough situation likely reveals clues to a key strength. What is it for you?

Advanced consideration: Overused strengths.

For those of you who want more advanced consideration, take your strength to the next level. You should feel good knowing your strength as it is always available to you. That’s good news. However, you probably heard the saying, “If you only have a hammer, everything looks like a nail.” That’s the case with your strength. You will try to use it ALL THE TIME whether it fits or not. As I mentioned, my strength is being goal driven…every day. That’s been a formula for success most of the time but not all the time. I learned a hard lesson when a staff person came to me in tears thinking that I didn’t like her because I never spoke to her. I never spoke because I was wrapped up in prioritizing goals in my head each morning as I walked past her desk. I over-used my strength.

What about you? Are you a great collaborator but collaborate so much that you miss opportunities? Are you exceptional at managing office politics to the point that you can’t be candid? Are you skilled at gathering and analyzing data to the point of analysis paralysis?  Where have you over-used your strength?

Communication styles.

Your communication style is another “hump” or trait that is on display every day. What is your natural communication style? Here again, assessment tools (DNA Behavior and DISC, for example) give clues to your communication styles. Without self-awareness, you are likely to use this style whether it suits the situation or not because your natural style is the easiest for your brain to enact. In order to manage your approach, you first must be aware of it.   Consider a time when you were under pressure. How did you communicate to others or what type of communication worked best for you?

Are you:

  • Quick or cautious
  • Direct and candid or tactful and polite
  • Drawing visuals or writing words
  • Collaborative or in control
  • Quick to get to the point or prefer to chat first
  • Conceptual or data-driven
  • Considered or hasty
  • Speaking your mind or holding your tongue
  • Intense or restrained

Advanced consideration: Your communication style from other perspectives

You’ve considered your communication style but how does that style come across to peers and staff? They experience your communication style every day. It may not be what you think.

You think you’re being succinct, and they see it as brusque.  You think you’re being flexible, and they see it as wishy-washy. This is where 360 tools can bring compelling insight. Consider your last interaction. How would you describe your communication style? Now consider it from other’s perspective. How might they have perceived it differently? Is there someone you trust with whom you can ask – “How did that conversation come across?”

By examining your strengths and communication styles you move past the proverbial camel. You have a sense of your “humps” and that makes all the difference.

If you see the power in knowing yourself, you may be interested in my Mini-Coaching Program.  It uses a simplified self-assessment tool followed by an individual session with me. Clients walk away with a surprising amount of information about their strengths and communication style. As one client said, “The results…opened up new ways to see myself and position myself for future positions. The bottom-line impact is greater confidence and that’s critical.”

Click here to Contact Shelley for more information

 



When you download a new app, buy a new phone or acquire the latest cool technology like Alexa, you learn to use it. You explore its capabilities, you learn how it works, and over time you learn how it can assist you.

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Do you make that effort with your staff? Do you learn their capabilities? Do you know how they work best? (We explored that in the last newsletter.) Do you know what they enjoy? Do you know what gives them joy? Do you know what makes them tick?

Your staff work better in an environment that values their humanness. That means working with people who know more about them than the due date for their next deliverable. Like learning a new app, it takes time, but it doesn’t take THAT much time if you have a few astute questions at your disposal.

Here are five questions you can use today to give you more insight into what makes them tick.

  1. What’s new with your kids (grandkids)? Most people love to talk about their kids or grandkids. Use this as an intro to learn about them. If the child excels in math, ask, “Did she learned math from you?” If the grandkid plays baseball, ask, “Did you enjoy baseball as a kid?” This opens a conversation that gives you more insight into your employee. For example, early in my career, as a young woman engineer, I needed to work with an older gentleman known to be brusque and grumpy. No matter the topic, it was like working with a stone wall. One day we met in his office and I noticed photos of children (see question 5). Without thinking I said, “Who are all the kids?” His demeanor transformed instantly. He relaxed, smiled and even glowed. “Those are all my grandkids!” Thirty minutes later we started our work conversation but, this time, it went smoothly and achieved results.  Our professional relationship was better from then on.
  2. What are you doing for a vacation? Why did you choose that? One staff person tells you they went on a Carnival cruise to the Bahamas and another person says they went to Tibet and meditated with the monks (my last vacation).  That information alone gives insight into what makes them tick. Your next question is, “Why did you choose that?”  Or, “What was your favorite part of the trip?” This peeks into the attributes they value. The Bahamas cruiser they might say, “I loved traveling to a new place without worry.”  The Tibet traveler might say, “It recharged my soul to sit quietly and reflect.” You hear hints of the inner clock that makes them tick.
  3. How did you decide to work here? If you weren’t doing this, what would you be doing? The answer may tell you that this person stumbled into the job, or they had family connections, or they passionately pursued the position. In any case, there will be an interesting tidbit. Your follow-up for more information: “If you weren’t doing this, what would you be doing.” And if you’re really curious ask, “If you could do anything, what would you do?” You may be surprised at the answers! (Broadway performer, for me…in case you’re wondering!)
  4. What’s your favorite thing to do outside work? One of my staff was an acclaimed lacrosse player in college. Who knew? I didn’t until I asked about her hobbies. She coaches girls lacrosse. What do your staff outside of work? One of my clients participates in a mud run every year. It’s a connection to his Marine Corp roots. This is a simple question that opens new lines of conversation and indicates a sincere interest in a world beyond work.
  5. Tell me about these photos (or anything you notice in their office). It looked like a black and grey lump on the corner of my bookcase. The occasional astute observer would notice it and ask, “What’s that?” It was a chunk of asphalt. “Why do you have a chunk of asphalt?” It was a going away ‘gift’ when I left my highway job in North Carolina. In that short exchange, the guest gained insight into my background and knowledge they never expected. What do you observe in the office of your staff? Ask them about it. Even the décor will spill the beans about what makes them tick. Maybe there’s a Ravens ball cap, a photo on a mountain top, a beautiful lamp positioned just so. All are conversation starters to give you more information about your staff.

People aren’t that different from a well-designed, intuitive app. Clues about what makes your staff tick are in plain sight if you ask. Ask, so that they know your interest in them goes beyond business.

Click here for a PDF checklist of questions to learn about your staff and others.