James Everingham’s Post

Hi everyone, Happy Friday! Mike Fanene here with my weekly post. At my last quarterly team meeting, to kick off the day, I got everyone to complete a free personality test at https://lnkd.in/gKwX_MCD. I also had up a table of the different personality types using the Myers Briggs model, and we all had a guess at which personality type each of our colleagues were. Once everyone completed the test, we revealed our type and discussed the following with each other; What personality type are you? What does that mean to you? What did you learn about yourself? How do you best work with people? Anything else you want to share about your personality. I completed the same exercise with my family for my Sunday Showcase. Feedback from my family and the team was excellent, they found it fun, engaging and it helped us understand the best way to interact, work and live with each other. By understanding the different personality types within your team, you can identify each team member's unique strengths and areas of expertise. For example, extroverted team members might excel in roles that require communication and networking, while introverted members might thrive in tasks that require deep focus and analysis. A diverse team with members possessing various personality types can bring different perspectives to the table and foster creativity and innovation. You can match team members' personalities with roles that align with their strengths and preferences. Understanding personality types can help improve communication within the team. Recognizing that different personality types have different communication styles allows team members to adapt their approach to effectively communicate with each other. Personality clashes can sometimes lead to conflicts within teams. By understanding the underlying personality differences, leaders can address conflicts more effectively and facilitate constructive dialogue between team members. Encouraging empathy and understanding can help team members appreciate each other's perspectives and work towards resolving conflicts collaboratively. Certain personality types might naturally gravitate towards teamwork, while others prefer working independently. By fostering an environment that values collaboration and inclusivity, leaders can encourage all team members to contribute their unique skills and insights towards common goals. By leveraging the insights gained from understanding personality types, leaders can effectively harness the strengths of each team member, foster a supportive and collaborative team culture, and ultimately drive greater performance and success. Have you completed similar exercises in the teams you’ve been in? Did it help foster a better more collaborative team culture? Let me know in the comments. Have a great weekend and spend time with those that matter most to you, your family and especially your Mums on Mother's Day. 😎

No matter the location or current position, the greatest adversary already lives inside, the EGO. It may not be a sign of weakness but a call for humility, recognizing strengths and weaknesses, respecting others’ perspectives, seeking feedback, and prioritizing the team over personal interests.   Here’re are the symptoms of ego in the workplace, particularly when exhibited by the head of a business.   Overbearing behaviour: 1)    Do you dominate discussions and decisions, leaving little room for input from others?   Lack of collaboration: 2) Is there a tendency for you to work independently and avoid seeking input or cooperation from team members?   Credit-hogging: 3) Do you consistently take credit for successes without acknowledging the contributions of the team?   Resistance to feedback: 4) Is there a pattern of you dismissing or reacting negatively to constructive feedback or differing opinions?   Inflexibility: 5) Are you unwilling to adapt to changing circumstances or consider alternative approaches?   Decision-making bias: 6) Do you make decisions primarily to enhance your own image or interests rather than the organization's well-being?   Failure to admit mistakes: 7) Is there a reluctance on your part to acknowledge and rectify errors or misjudgements?   Lack of transparency: 8) Do you keep important information hidden or make decisions without adequate communication?   Favouritism: 9) Is there a noticeable preference for specific employees or associates over others?   Disregard for employee well-being: 10) Do you prioritize personal objectives over the welfare of the workforce?   Impulsiveness: 11) Are you making hasty, high-risk decisions without proper assessment or input from others?   Resistance to innovation: 12) Is there an aversion to new ideas and a preference for maintaining the status quo?   Personal branding focus: 13) Do you prioritize your personal image and reputation over the organization's success?   Poor listening skills: 14) Is there a habit of not actively listening to employee concerns, feedback, or ideas?   Short-term thinking: 15) Do you prioritize immediate gains at the expense of long-term company health and sustainability?   These behaviours may indicate the presence of ego-related issues in the workplace, potentially impacting team dynamics, employee morale, and overall business success.

Bottled up frustration destroys team culture. Openness and transparency is the answer. Everybody knows the following situation: You're at work and a member of your team: - Says something that made somebody else feel disrespected - Brushed off a suggestion - Disregarded their responsibilities, leading to everybody else doing extra Often, this causes a series of events: → The team bottles their feelings up → This bottled annoyance turns into anger over time → Everybody starts gossiping about that one person All this could be avoided by people being open about how they feel. This is the 3-step process I use to help teams with these situations: 1) Relentlessly encourage openness and transparency Transparency, even when it's uncomfortable, is crucial for career development. I encourage team members to be open with one another – no matter how trivial it may seem. If anybody has an issue with somebody else: Sit them down and explain professionally and politely how you feel. This is a really hard thing to do, but it’ll lead to a better outcome than bottling up your feelings. 2) Observe and Identify Observe your teams: - Tone: Curt or sharp communication, even if they're trying to be polite - Emotional Responses: Tense body language, forced smiles or overreaction to minor feedback - Erratic performance These are all potential signs that a member of staff is bottling up their frustration. 3) Be aware, that being transparent isn’t easy – Lead by Example and make it simple - Coach and mentor the managers and team leads to enforce an open culture throughout all levels of the organization - Ask the team members about their frustrations, to help them navigate those conversations constructively - Suggest resources (e.g. the book Crucial Conversations) on improving their conflict resolution skills - Provide periodic feedback to support their progress As leaders, it's our responsibility to incorporate openness as part of company culture. Use these steps to ensure every voice on your team is heard and valued. #transparency #communication #culture

“Matt, how can I inspire my team?”, I was asked last week. Here are some practical ways you can begin to cultivate a positive workplace culture while embodying the principles of how to be an inspiring leader: 🚀Listen Deeply and Actively Practice active listening by giving your full attention to others when they speak. This means not only hearing their words but also understanding their emotions and perspectives. By listening deeply, you demonstrate respect and foster a sense of belonging within your team. 🚀Acknowledge and Validate Acknowledge the experiences and emotions of your team members, even when they're navigating challenging situations. Offer validation and empathy, showing that you understand and care about their wellbeing. This creates a supportive environment where individuals feel heard and valued. 🚀Refrain From Judgment Avoid labeling others' expressions of negativity as simply being “wrong” or "too negative." Remember that everyone's perspective is valid, even if you don't agree with it. Instead of judging or trying to convince them to see things your way, seek to understand the underlying reasons behind their feelings and reactions. By refraining from judgment, you promote open communication and mutual respect within your team. 🚀Embrace Vulnerability As a leader, be willing to show vulnerability yourself. Share your own challenges and struggles openly, demonstrating it's okay to be authentic and imperfect. Vulnerability builds trust and strengthens connections within teams, creating a culture that prioritizes genuine emotions and honest communication over toxic positivity in the workplace. 🚀Be Aware of Your Own Triggers Recognize that your perception of how a teammate is showing up is filtered through your personal lens. Be mindful of your own triggers and biases, and take accountability for your own healing and growth. By being aware of your own triggers, you can approach interactions with greater clarity and understanding. 🚀Encourage Understanding When a team member faces challenges, avoid jumping to conclusions or assigning blame (even to yourself!) Instead, approach the situation with curiosity and empathy. Listen attentively, ask empowering questions, and work together to find solutions. This approach creates a culture of unwavering trust and support. In today's fast-paced work environments, it's easy to fall into the trap of toxic positivity, where genuine concerns and challenges are dismissed in favour of forced optimism and forward momentum. However, by practicing the strategies above on how to be an inspiring leader, you can create a supportive environment that enriches the lives of every person on your team. …it's okay if you don't master it overnight! Growth is a continuous journey and you are capable of being an inspiring leader who cultivates a workplace culture that inspires you, too. I’m a big advocate for this at Siemens Gamesa! We are setting our sights higher… #energy #teams #business

Characteristics and Impact of the Zebra Personality 🦓 The Zebra is an individual who displays a high degree of arrogance and confidence but lacks the technical knowledge or relevant experience to substantiate their claims. Zebras are often outspoken about their ideas and opinions, projecting an air of certainty that is not supported by facts or proven experience. 🔍 How can you identify the Zebra? Below are some characteristics. ✍ 1️⃣  Unfounded Confidence: They project an air of certainty without having the necessary data, experience, or qualifications. 2️⃣  Dismissiveness: They often dismiss the contributions and opinions of others, believing their perspective is superior. 3️⃣ Resistance to Feedback: Zebras typically resist constructive criticism, viewing it as an attack rather than an opportunity for growth. 4️⃣  Disruptive Behavior: Their arrogance can disrupt team dynamics, leading to a lack of collaboration and trust. 5️⃣  Influence without Substance: They may influence decision-making processes despite lacking the expertise to make informed contributions. Strategies to Address Zebra Behavior ✍ ✅ Promote a Culture of Evidence-Based Decision Making: Encourage all team members to support their ideas and opinions with data and proven results. ✅ Foster Open Communication: Create an environment where feedback is welcomed and valued. Encourage team members to voice concerns and provide constructive feedback to one another, including to those exhibiting Zebra-like behavior. ✅ Set Clear Expectations and Accountability: Establish clear expectations for behavior and performance. Hold everyone accountable to these standards, ensuring that arrogance without evidence is not tolerated or rewarded. ✅ Address Issues Directly: When Zebra behavior arises, address it promptly and directly. 🛫 Identifying and addressing toxic work culture personalities, such as the Zebra, is essential for fostering a positive, productive, and collaborative workplace. Leaders should emphasize evidence-based decision-making, accountability, and open communication. By promoting these principles, leaders can help cultivate a healthy work environment where every team member feels valued and empowered.#Leadership#WorkCulture #TeamBuilding

Who knows someone that’s difficult to get on with at work?!! Encountering challenging personalities at work is common, and it's crucial to know how to handle them in the right way in order to minimise the impact on the rest of the team. If you are a new manager or an inspiring manager, this can be a very useful skill for the future. So what are difficult personalities? Difficult personalities are individuals whose personality clashes with their colleagues', leading to friction in the workplace. Their behaviour often disrupts teamwork, sparks conflicts, and hinders productivity. Many of these people are unaware of their challenging nature and may genuinely believe they're acting in the best interest of the team. Here are a few types of difficult personalities 😧  Controlling Personalities: These individuals have a tendency to interfere with others' tasks. They think they know better. The best way to deal with them is to meet their need for control by asking them for help with a particular piece of work. Also invite them to work on less collaborative projects.   😕  Lazy Personalities: Often seen avoiding work and delegating tasks, these individuals may lack motivation rather than inherent laziness. Encouraging them and finding ways to engage them in their work can be beneficial as can praise for what they have done.   🤐  Quiet Personalities: While not inherently difficult, overly quiet individuals can pose challenges in communication and teamwork. Engaging them with thoughtful questions and encouraging contributions can help them integrate better into the team.   😨  Narcissistic Personalities: Narcissists crave constant praise and attention, often focusing solely on their achievements.  They will react very defensively when receiving criticism, so it's essential to frame it constructively and ensure that praise is included in the feedback.   😵  Passive-Aggressive Personalities: These individuals may appear polite but communicate frustration or negativity indirectly. They may make unpleasant comments that can be quite hurtful, and then claim that you misunderstood them. It's crucial to address their behaviour openly and encourage them to think about their language. Which of these have you encountered in the workplace and how did you deal with them?

No matter the location or current position, the greatest adversary already lives inside, the EGO. It may not be a sign of weakness but a call for humility, recognizing strengths and weaknesses, respecting others’ perspectives, seeking feedback, and prioritizing the team over personal interests.   Here’re are the symptoms of ego in the workplace, particularly when exhibited by the head of a business.   Overbearing behaviour: 1)    Do you dominate discussions and decisions, leaving little room for input from others?   Lack of collaboration: 2) Is there a tendency for you to work independently and avoid seeking input or cooperation from team members?   Credit-hogging: 3) Do you consistently take credit for successes without acknowledging the contributions of the team?   Resistance to feedback: 4) Is there a pattern of you dismissing or reacting negatively to constructive feedback or differing opinions?   Inflexibility: 5) Are you unwilling to adapt to changing circumstances or consider alternative approaches?   Decision-making bias: 6) Do you make decisions primarily to enhance your own image or interests rather than the organization's well-being?   Failure to admit mistakes: 7) Is there a reluctance on your part to acknowledge and rectify errors or misjudgements?   Lack of transparency: 8) Do you keep important information hidden or make decisions without adequate communication?   Favouritism: 9) Is there a noticeable preference for specific employees or associates over others?   Disregard for employee well-being: 10) Do you prioritize personal objectives over the welfare of the workforce?   Impulsiveness: 11) Are you making hasty, high-risk decisions without proper assessment or input from others?   Resistance to innovation: 12) Is there an aversion to new ideas and a preference for maintaining the status quo?   Personal branding focus: 13) Do you prioritize your personal image and reputation over the organization's success?   Poor listening skills: 14) Is there a habit of not actively listening to employee concerns, feedback, or ideas?   Short-term thinking: 15) Do you prioritize immediate gains at the expense of long-term company health and sustainability?   These behaviours may indicate the presence of ego-related issues in the workplace, potentially impacting team dynamics, employee morale, and overall business success.

Great advice from Dale Thomas below. What are the things we can do in the micro environment that scale out to the macro? I think for me the easiest way to implement it would be a daily acknowledgement of positive traits, behaviors, and attitudes. Make it a point, calendar it even, to make a point of catching someone being good and noting it every day.

I often find myself thinking why toxic employees are more prone to get promoted than the ones trying to foster collaboration and promoting positivity in work environment. One leader has the responsibility to provide a positive working environment, where everyone can express freely their ideas, dare to be creative and thrive with the best of their performance. However, toxic people usually have a tendency "to show off" and as a result do take more of the credits than the rest of the team. As a result, a wrong decision on promoting such toxic people can have a great impact on the overall performance, leading to a dysfunctional team. First, it kills morale: Promoting toxic people will affect the morale of all the team. As a leader path is to lead by example, it is a team players path to follow by example. Being given the toxic treat, the negativity will soon spread among the team, dividing them and leading to lack of performance. Lack of performance -> low morale -> less productivity. Secondly, not being able to adapt any longer at the existing work environment will lead to higher turnover rates. The solution for most of the team members will be the search of a "new hive", where they can peacefully thrive once more. And it will lead to a crippled team, overloading with work the remaining members and not functioning properly. And as a result, it will bring low performance, turnovers, gaps between the supporting chain of the company; thus will all lead to increased cost to fill the spaces created by a decision which has created a chain reaction. Instead of promoting "the show off" individuals, who are feeding a toxic trait to reach their goals, let's prioritize empowering people who feed positivity, collaboration, leadership and equality to all the members of the team. It's not about pushing, ignoring and ruling through fear; it is about cultivating a culture that promotes professionalism through positivity, helping everyone to thrive and reach their personal goals. A well-oiled machine is always on the move. I may be wrong, but in todays fast-paced world I think it's crucial to built a strong team to further advance in the marketplace.

Embrace the Power of Positive Recognition in Your Team In today’s fast-paced work environment, positive recognition is more important than ever for maintaining team morale and fostering a culture of excellence. Here's a deeper dive into how you can effectively incorporate recognition into your leadership approach: Celebrate Every Milestone, No Matter How Minor It Seems: Celebrating small wins is crucial because it acknowledges progress and keeps the team motivated. These minor achievements build momentum and set the stage for tackling larger goals. For example, if a team member meets a minor project deadline early, recognize this promptly. It signals to the team that every effort counts and that their work is valued continuously, not just at the end of major projects. Offer Sincere Appreciation for Hard Work: Genuine appreciation can significantly impact employee satisfaction and loyalty. When you recognize hard work sincerely, it shows that you are paying attention and value the contributions of your team members. Personalized recognition—such as a handwritten note, a shout-out during a meeting, or a tailored reward—demonstrates that you understand and appreciate individual efforts. Encourage Open Communication About Achievements: Open communication about achievements fosters a culture of transparency and trust. Create channels where team members can share their successes, such as a dedicated Slack channel, team meetings, or a bulletin board. This openness not only boosts individual morale but also allows the team to learn from each other’s successes, promoting continuous improvement and innovation. Recognize Individual Contributions to Team Success: Highlighting how individual efforts contribute to the team’s overall success reinforces each person’s value. This recognition should be specific and relate directly to the impact of their work. For example, if a team member's analytical skills helped to solve a critical problem, acknowledge this specifically and explain how it advanced the project. This approach ensures that team members feel seen and appreciated for their unique contributions. The Impact of Positive Recognition: Positive recognition goes beyond mere morale-boosting; it has tangible benefits for team performance and organizational culture. When employees feel appreciated, they are more engaged, productive, and committed to their work. Moreover, a culture of recognition helps to retain top talent. Employees who feel valued are less likely to leave for other opportunities, reducing turnover and maintaining team stability. It also attracts new talent, as a positive work environment becomes a key differentiator in a competitive job market. By embedding positive recognition into your team dynamics, you create a resilient, motivated, and high-performing team. Let’s make appreciation an everyday practice and watch our teams thrive!