Manage Different Personalities Building Your Team

Navigating the Clash: 8 Ways to Manage Different Personalities Building Your Team

Workplaces can consist of dozens or even hundreds of people. With that many people, you’re bound to run into different personalities. How you manage one individual won’t necessarily work for the next. The more you understand about personalities, the better you’ll be able to manage your associates and get them to cooperate together.

Here we’ll look at how to manage different personalities on your team and resolve issues before they spill over into more serious conflicts.

Recognise Your Own Hidden Biases

Scientists believe that we form certain prejudices at an early age. In other words, our biases affect how we act towards people of different genders or races. These prejudices are problematic barriers to managing a workplace with different personalities.

The problem is that our biases aren’t always obvious. So when handling a conflict you may treat an individual differently due to deeply rooted stereotypes. The key to changing any kind of behaviour starts by first recognising it. Be aware of any hidden biases you might have and take deliberate steps towards addressing them.

Set a Time to Hear Both Sides

It’s all too easy to omit certain details when detailing a conflict especially when we want others to agree with us. That’s why it’s important to hear both sides of the story to get the full picture.

It’s all too easy to omit certain details when detailing a conflict especially when we want others to agree with us. That’s why it’s important to hear both sides of the story to get the full picture.

Empathise and Listen to Your Team Members

Empathy is the ability to understand and share how others feel. It’s perhaps the single most important trait a manager can have. Empathy is the first step towards piecing together a whole story.

If two team members are in conflict, take the time to really listen and pay attention. That will allow you to devise an appropriate solution instead of jumping to conclusions. Even if you believe you’re not empathetic, it’s a trait you can build with lots of practice and deliberate effort.

Handle the Conflict Impartially

Managing different personalities is undoubtedly challenging. Employees in any workplace want to know that their concerns are heard and they aren’t being neglected. Part of being an effective manager involves resolving conflicts between team members without any favouritism.

Avoid making judgements until you have all the facts to ensure everyone is treated fairly. If you don’t believe you can remain impartial due to a personal bias then consider bringing the conflict to a neutral party.

Find Some Common Ground

Conflicts arise whenever there are disagreements about a particular issue. But no matter how intense a conflict may be, there’s almost always something that team members can agree on regardless of their personalities

The first step to mitigating issues with different personalities is to find points of agreement. Find common ground between team members in dispute. For example, encourage each person to agree on the problem and just one step towards addressing it no matter how small.

Adjust Your Management Style to Different Personalities

You can’t rely on one management style for every individual. It just doesn’t work as some people react differently even to the same message. Treating everyone on the team the same may only worsen the conflict and potentially spill over to more serious problems if they’re left to fester.

Start by identifying the different personality traits of your team members. That will allow you to adjust your managing style to get your point across better. For example, thinkers make decisions on logic while feelers decide based on social considerations. Knowing this you’ll want to be more empathetic towards thinkers and focus more on talking points with feelers.

Encourage Employees to Appreciate Their Differences

Workplaces are filled with people from diverse backgrounds. One way conflicts arise is when personal values are at stake. For example, certain types of jokes may be funny for some individuals but considered offensive to others. Encourage employees to appreciate their differences and be respectful to one another.

If the company offers a diversity program, consider attending it with your team. Another way to strengthen relationships among your team members is to participate in team building exercises.

Don’t Take Things Too Personally

Even when you think you know an employee well they may turn around and surprise you. Just remember that your team is likely dealing with their own issues separate from work. The way they behave towards you could stem from something they’re experiencing in their own personal lives. If someone is acting negatively it’s not necessarily directed at you.

Conflicts are bound to arise with your team members. Try not to take it too personally though as it could be from a completely unrelated issue. The best thing you can do is identify personality traits and offer help if you notice something different about one of your employees.

Need help organising a team building activity? Get in touch with us and we’ll be happy to help.

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