by Arin Forstenzer, Speak For Yourself Marketing VP

Joyce E.A. Russell published an article on the Washington Post website this weekend, relating the perceptions of the current Republican presidential candidates’ “personality flaws” to personality and performance styles seen more commonly in the workplace that “cause stress among peers.” Conversely, she highlights several factors that employees appreciate and respect among co-workers.

Several key negative styles included: “intimidating, domineering or condescending style”, “unwillingness to change”, and poor communication skills, which includes failing to listen to others.

One key point with the “unwillingness to change” style, stems from the idea that if a person is willing to change smaller things in his life, by monitoring behavior and adapting accordingly, he should be able to adjust aspects of his personality as well.

Russell notes that research has revealed that people better at self-monitoring tend to be more effective in managerial positions, especially when they possess several of the more positive styles.

Many of these positive styles (including “positive ‘can-do’ attitude” and “timeliness of work”) reflect an individuals’ concern for their team members and an understanding of the benefits that a positive attitude and outlook can bring to a team’s overall efficiency and effectiveness.

Reading her article I found I have both positive and negative styles that show up in my personality & performance. While I can blame some of the negative styles (ex. moodiness) on specific circumstances, learning their impact on others around me will help me to become more aware and work to adjust them, while continuing to strengthen the positive styles I already possess.

Have you encountered anyone with any of the negative performance styles Russell addresses? Anyone with extraordinary positive performance styles?

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