“Written by Louise Phelps, a highly experienced and professional Learning & Development and Staff Retention Coach”
Throughout our lives, we have experiences. Experiences no matter how big or small they are, they define the future us. We know this to be true. I remember a boy I knew in junior school asked me for some of my Quavers at one play-time. I definitely did not want to share them with him, so I said no. He called me a bitch to the whole playground-and for a 10 year old that was a pretty big swear word. It humiliated me and more importantly hurt my feelings. Needless to say, I always shared my crisps after that – I learnt the outcome of selfishness the hard way.
What defines us as people, is a mixture of our core values, our intrinsic motivations, our behaviours and our environment. And of course experiences along the way.
I directly line manage employees on a daily basis, some in exactly the same position as their peers, carrying out the same role as them; however are completely different people to manage. It goes back to the above-our DNA, our makeup of the particular things, that play out in our daily work.
Person A is someone who really wants to be successful in their Business Analyst role. Person B is also someone who wants to be successful in their role too. But how do you define the different development, coaching and up-skilling one person needs that’s tailored to them in such a way – that you are guaranteed to get results? It’s easy…
Once you know how, you can tap into core values and motivations. Understand that Person A wants to be successful in their role because praise, recognition and being seen to be successful is their intrinsic driver. They want to be a big name. Person B wants to be successful for a different reason, they do not value praise and recognition as much as Person A, they sometimes shy aware from individual praise, preferring to divert this to a ‘team effort’. Why? Because person B doesn’t want to let people down – they have a high fellowship value and a high team work motivation. Both want to do a great job, but for different reasons.
You have this core DNA of a person, mixed with the experiences they have daily, that makes them who they are in the workplace. As a good manager, it is imperative you understand these differences in people, and how you can work with your employees to bring the best out of them. Similarly from a peer perspective – know what drivers your colleagues have and learn to adapt your behaviours to suit.
How do you do this? That’s a blog for another time.
All the best