“In teamwork, silence isn’t golden, it’s deadly”.
There are no two teams that are exactly alike. Not the most prophetic thing I’ve ever written in this blog space but worth stating.
Teams have different dynamics and function based on these things and the people who make up the team. The most successful teams can leverage the talents of each team member into the overall organizational dynamic to ensure successful outcomes.
We’ve discussed team communication strategies in previous posts with an angle to strengthen your team. Individual communication styles and preferences should be reviewed and discussed when you add someone new to your team. I’m sure everyone strives to hire the best candidate to fill an opening on their team. How much thought do you put into understanding how to integrate the new team member’s communication style in with others?
I’m a firm believer that leaders should know direct reports’ communication style and preferred way they want to receive information. This knowledge allows leaders to seek ways to ensure they communicate in a way to maximize operational needs. This knowledge has helped me when assigning tasks to team members.
Example #1: When faced with a project that has an extremely quick turnaround time, I normally assign this project to my ENFJ (MBTI) staff member. This type project excites the staff member and I know they will get things done quickly with enough time for review before the deadline.
Example #2: When faced with a project due four months from today, I normally assign this project to my ISTJ (MBTI) staff member. This type project allows the staff member time to plan, strategize and ask all the questions they need to for a successful outcome.
The examples listed above are two actual scenarios I’ve tackled in the past. Both had successful outcomes because I knew and understood how to engage staff to maximize their talents. This in turn produced successful outcomes for the organization.
Knowledge of individual communication styles also provides a blueprint to help build training plans to help staff members grow. Introverted staff are not exempt from ever getting a task with a quick turnaround. The leader needs to provide a more detailed set of instructions and understand they may have to follow-up with the staff member. This process begins to stretch the staff member and helps their professional growth. This also provides the leader with another staff member who can handle future quick turnaround projects and not wear out the extroverts. Also, extroverted staff are not exempt from being assigned long term projects—training applies to all staff members.
There are multiple ways to engage staff to understand their individual communication style. MBTI and CliftonStrengths are two tools used in my work environments. These tools allowed me to get a better understanding of everyone on my team and integrate this knowledge to help teammates understand each other as well.
What’s the most successful way for me to understand how to communicate with my team? I sit down with them and ask everyone how they like to receive information. Simple, huh? Then I make sure to communicate with everyone in a manner they identify (as much as possible). Things pop up but I try to remain consistent with the communication process. Direct reports seem to appreciate this fact and respond in a positive manner.
A final note, leaders need to ensure their team knows how they like to communicate as well. The team shouldn’t have to guess how to approach a leader. This creates undo stress and is not productive.
How do you account for individual communication styles in the work environment? Can this knowledge impact your current organization? (Please respond in the comments section below—thanks!)
“Wise men speak because they have something to say; Fools because they have to say something”.