And...getting to know you...also
This is my sixth blog in a series of six discussing the challenge of finding and mentoring the right people for our organizations. The interview process is a combination of art and science and often comes down to our gut feeling about someone. The long-drawn-out question and answer process of interviews can be tedious, and it can also leave you with inconclusive results.
I discussed my views on this subject in a blog titled “Getting to Know You…” published this past May, in the blog titled “Getting to Know You too..” published this past July, in the blog titled “Getting to Know You .... Also” published this past October, the blog titled “And....Getting to Know You” published this past November and in the blog titled “And....Getting to Know You...too” published this past February.
In this blog, I would like to propose that if our sixth candidate would introduce themselves as follows, we would be able to better determine the impact that this candidate would have on our team:
"Hello, my name is Ricardo “F” Vega. I’d like to share some detailed information about myself. I've organized it into categories that I believe will interest you:
I thrive in environments that are harmonious, cooperative, stable, and that allow me to move smoothly and easily from role to role. I find environments that are hurried and urgent, or at the other extreme, dragging and slow, to be disruptive getting work done.
I value history and tradition. I enjoy the present but find it increases in value when it becomes the past and I have had time to contemplate and savor it. I am cautious about the future as it can be an uncertain place with inevitable change and disruption.
I am a patient and careful learner who tries on new ideas and information before integrating them into my life. I thrive on learning that arises out of interpersonal exchange. This exchange allows me to compare experience and share information that reinforces my values from new and different perspectives. I have difficulty with impersonal facts and learning situations that ignore the unique aspects of the learner.
I am a careful Communicator who uses communication as a tool to strengthen and develop relationships rather than as a medium for information exchange. I prefer conversation to writing because it provides opportunities for contextual understanding, relationship development, and exchange, and I can respond fully to the emotional content.
I distrust radical change as I find change to be a major disruption to harmony and cooperation and I believe that more will go wrong with change that will go right. Furthermore, I believe that any necessary change must be planned out well in advance of implementation, with all the consequences thought through, and people prepared gently and sensitively.
I am motivated by the opportunity to make connections and build community. I create and develop long lasting relationships with others that deepen over time. I have faith that others will join me if given the chance to experience the personal support and validation that true community provides.
I experience conflict as a disruptive force that pushes people away from each other and breaks the bonds that create relationships. Even when on the side of the victors, I feel the pain and resentment of the losers and see the long-term disruptive consequences to the larger community. I lead conflicting parties to agreement by emphasizing common ground and offering a perspective that minimizes differences.
As a team member I use my affinity for relationships to participate in and develop teams that run smoothly and harmoniously. I read the interactions within the team, constantly checking for barriers inhibiting group progress, and discreetly invite members to link around common interest, concerns, and tasks.
As a manager I create comfortable environments within which to work and support the people who work for me. I open and maintain lines of communication with people and let them know that I am available to talk, provide instruction, listen to suggestions, and offer understanding to their situation.
As to my Leadership approach, building, growing, and sustaining my community of followers is a top priority, but I do not direct as much as nudge followers back into the fold when necessary. I am patient and feel no hurry to move until everyone has been properly prepared and is on board, and in so doing I build a consensus for my leadership direction.
I approach persuasion as a gentle persistent process that is accomplished thru patient and subtle communication. I believe that persuasion occurs because of solid trusting relationships that have been built with others over time. I build these relationships by listening patiently and by interacting sensitively, helpfully, and personally.
With this kind of information, it's so much easier to have a conversation with a new employee to identify the strengths that complement the team and help the employee settle into a role where they can be a valuable contributor.
Conversely, when someone is seeking employment, understanding their strengths will allow the interviewer and the interviewee to ask pointed questions during the interview to ensure that both of you are getting a candidate and a job that will utilize the candidate’s strengths to the fullest.
For example, given what we just read about Ricardo “F” Vega, this candidate is a champion for interpersonal relationships who believes in, and values, the underlying harmony and cooperation that he sees as inherent in the world. He is an excellent administrator who interprets policy and procedure for his community. It is very important for him that outsiders accurately perceive the community values, so he attends carefully to the image that his group projects and makes sure that it is consistent and appropriate. Ricardo “F” Vega appears to have the perfect set of skills for a Business Administration or Human Resources position, or as a Customer Relations Agent, among others.
Ricardo “G” Vega (in our November, 2021 blog), Ricardo “V” Vega (in our October, 2021 blog) and Ricardo “A” Vega (in our May, 2021 blog) would probably make a great team as they all thrive on change and dynamic environments where they can embrace variety, novelty and new activities, however, they may have a few disagreements given Ricardo “G” Vega's drive to achieve short term goals versus the Ricardo “A” Vega's lack of need to declare things complete or settled or with Ricardo “V”s comfort with high-level plans, unsupported with all the details. While not an insurmountable problem, it is one that requires direct management involvement.
Ricardo “M” Vega (in my July, 2021 blog) has the optimum skills for the development of effective processes and procedures to ensure the success of the team’s tasks. Ricardo “AD” Vega (in our February, 2022 blog) would bring in-depth analysis skills to support the quality and completeness of the team’s output. And Ricardo “F” Vega would round out the team with critical communication team building skills. that would make this a very powerful team as they complement the skills apported by the implementation group of Ricardo “G” Vega, Ricardo “V” Vega and Ricardo “A” Vega.
From a management perspective, these six individuals would provide your company or team with all of the skills necessary to drum-up new opportunities (Ricardo “V” Vega), provide in-depth analysis (Ricardo “AD” Vega) develop business cases for these opportunities (Ricardo “A” Vega), implement or lead their timely implementation (Ricardo “G” Vega) and develop and formalize an organized an orderly implementation (Ricardo “M” Vega), and provide team and customer support (Ricardo “F” Vega).
As the employer, when you compare the skills each person brings to the table, it’s so much easier to identify positions within your organization where person fits best. And as a job applicant, knowing your own strengths and where you shine allows you to understand where your skills fit within an organization instead of settling for a role that will give you little personal satisfaction.
The scientifically-backed approach to obtain this information is Your Perceptual Style. Knowing your strengths and the strengths of those you work with makes all the difference in being happy and successful at work.
Check out our tools for Managers and Coaches, as well as our Career Blueprint. You’ll be glad you did!
Please share your thoughts on this topic in the comment section below.
To find out more about the services we have available to help you find the success you want and deserve go to http://www.YourTalentAdvantage.com.
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About Ricardo Vega
Ricardo Vega is the Director of Operations at Vega Behavioral Consulting, Ltd. and a certified Perceptual Style Guide. He has over 40 years of experience in technology, product and project delivery, disaster recovery, and team coaching. He specializes in helping entrepreneurs and teams with Product Planning & Delivery, Team Building, and Change Administration. For more information, visit https://www.YourTalentAdvantage.com.
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