You are not your­self at work

THREE IM­POR­TANT REA­SONS WHY

Jamaica Gleaner - - OUTLOOK -

THE DIF­FER­ENCE in your be­hav­iour at work and at home could not be more dis­tinct.

You are scared to let your guard down and be your true self.

You re­gard the sup­pres­sion of your nat­u­ral in­stincts as the price you pay for your fi­nan­cial well-be­ing.

This sit­u­a­tion is not un­usual. You may be con­cerned that your nat­u­ral be­havioural style is not a good fit for your work en­vi­ron­ment and job. Con­se­quently, you spend most of your wak­ing hours be­ing some­one else.

PHASES

Some­times, when this role is played for an ex­tended pe­riod, the in­di­vid­ual might ac­tu­ally ex­pe­ri­ence some con­fu­sion as to who they are at the core.

At the out­set, you face the ques­tion of au­then­tic­ity. Am I be­ing gen­uine? Hyp­o­crit­i­cal?

That is fol­lowed by the ra­tio­nal­i­sa­tion that you need to do this to sur­vive.

Later comes bit­ter­ness and the po­ten­tial loss of self-worth. Are you good enough? If so, why can’t you be your­self?

This type of think­ing is painful and so it is eas­ier to get lost in your adopted ‘ac­cept­able’ self, your true self faded into the back­ground.

BE­HAVIOURAL AS­SESS­MENTS

As­sess­ments on the revo­lu­tion­ary FinxS plat­form from Ex­tended DISC iden­tify your nat­u­ral be­havioural style as well as how you per­ceive you ought to be­have in or­der to get the best re­sults.

It is amaz­ing how many peo­ple have lost the sense of who they are at the core. Many iden­tify with their ad­justed be­havioural style and need prompt­ing and re­flec­tion to recog­nise their nat­u­ral style.

This rev­e­la­tion is of tremen­dous value to the in­di­vid­ual and ul­ti­mately to their or­gan­i­sa­tion. Armed with this in­for­ma­tion, the in­di­vid­ual can re­con­nect with as­pects of their be­ing with which they have lost touch.

WHY TWO PER­SONAS?

#1. Per­sonal per­cep­tion

Peo­ple some­times feel as if their nat­u­ral be­havioural style may not mesh well with the cul­ture of the or­gan­i­sa­tion. Con­se­quently, they tone down their be­hav­iour or even adapt an alien per­sona.

They are not ex­actly happy campers. They feel the need to be con­stantly on alert lest they show their true self.

This is an emo­tional prison sen­tence. #2. Suc­cess strat­egy

In­di­vid­u­als make a con­scious de­ci­sion to mod­ify their nat­u­ral be­hav­iour as part of a ca­reer­ad­vance­ment plan. They iden­tify ar­eas in which they can grow and make con­certed ef­forts to in­cor­po­rate the new be­hav­iours in their daily ac­tiv­i­ties.

This is a healthy sit­u­a­tion. You might not feel comfortable at the start, but you see the value in the ad­just­ment and cel­e­brate your progress. #3. Ap­praisal ad­vi­sory Ouch!

Your su­per­vi­sor marks you down in your per­for­mance ap­praisal. She lists ac­tions that are ex­pected of you in your role and at your level.

Some of this is a stretch and not aligned with your nat­u­ral be­havioural style.

For ex­am­ple, the speed with which she wants you to make de­ci­sions does not fit well with the care that you take in col­lect­ing facts prior to mak­ing de­ci­sions.

Your de­sire for va­ri­ety and mul­ti­task­ing does not work well with her sin­gle-minded ap­proach.

This case is scary on the sur­face. You might even ex­pe­ri­ence some level of frus­tra­tion with your su­per­vi­sor and the ap­praisal process.

How­ever, on re­flec­tion this might be an op­por­tu­nity to trans­form your ca­reer. Ad­just­ing your be­hav­iour to meet the re­quire­ments of your job is a ma­jor step for­ward.

Wel­come the chal­lenge, ace the next ap­praisal and chart your climb up the cor­po­rate lad­der.

FOR OR­GAN­I­SA­TIONS

Un­lock one ben­e­fit of the dou­ble pro­file of the Ex­tended DISC assess­ment on the FinxS plat­form by show­ing greater ap­pre­ci­a­tion for the tran­si­tion that in­di­vid­u­als may need to make from their nat­u­ral style to ex­hibit­ing the de­sired be­hav­iour.

The de­tailed re­ports pro­vide an ex­cel­lent coach­ing guide. They list the de­gree of match be­tween the nat­u­ral be­havioural style and the per­ceived need to ad­just on a com­pe­tence-by-com­pe­tence ba­sis. There is great clar­ity as to pri­or­i­ties and the na­ture of the ad­just­ment that is re­quired.

BOT­TOM LINE

Not be­ing your­self at work can be ben­e­fi­cial. It is neg­a­tive when it is linked to self-doubt. How­ever, a change of be­hav­iour that is geared at grow­ing and en­hanc­ing per­for­mance is de­sir­able.

AC­TION

Learn more about our DIS­Cern­ing Model of Com­mu­ni­ca­tion & Lead­er­ship. Re­quest a free copy of our pub­li­ca­tion: DIS­Cern­ing Com­mu­ni­ca­tion – Com­pre­hen­sive Guide to In­ter­per­sonal Re­la­tions, Lead­er­ship and Coach­ing at info@suc­cess­with­peo­ple.org. Learn more about the turnkey Coach-Men­tor Cer­ti­fi­ca­tion pro­gramme here: https://lead­er­coach.suc­cess­withpe ople.org/en­gage

Com­plete your en­rol­ment for the Cer­ti­fied Be­havioural Coach pro­gramme: http://www.suc­cess­with­peo­ple.org/ cbcpro­gram.

Trevor E. S. Smith and the Suc­cess with Peo­ple Acad­emy team pre­pare and cer­tify lead­er­ship pro­fes­sion­als and coach/men­tors and de­velop en­gaged, high-per­form­ing teams. Hire smart with their re­cruit­ment so­lu­tions. Now en­rolling coaches in the ICF/SHRM-ac­cred­ited Cer­ti­fied Be­havioural Coach pro­gramme. Email: info@suc­cess­with­peo­ple.org.

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