How To Recognize And Manage Different Work Styles - Deepstash

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How To Recognize And Manage Different Work Styles

https://www.fastcompany.com/3043600/3-ways-to-promote-a-different-kind-of-diversity-in-the-workplace

fastcompany.com

How To Recognize And Manage Different Work Styles
Work style-or the way we think, structure, organize, and complete our work-is the foundation upon which businesses operate, grow, and thrive today. If everyone in your organization had a very linear, analytical, planned approach to completing projects and didn't value the disruption of new ideas, your company's next big, fresh, bold idea is not even a possibility.

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Work styles

Work styles

Work styles refer to the way we think, structure, organize, and complete our work

They the foundation upon which businesses operate and grow today.

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4 types of work styles

In any organization you will usually find these main work styles:

  • Logical, analytical, linear, and data-oriented
  • Organized, sequential, planned, and detailed-oriented
  • Supportive, expressive, and emotionally oriented
  • Big-picture, integrative, and ideation-oriented.

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The data-oriented colleague

Their strengths are in analyzing data, logical processing, and solving complex problems.

They are focused on achieving the established goals and will ensure that you stay on budget.

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The detail-oriented colleague

Their strengths are in establishing order, structuring projects and tasks, and accuracy.

They do not miss a typo and will ensure that work is completed on time.

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The emotionally oriented colleague

Their strengths are in building relationships, facilitating team interaction, and persuading or selling ideas.

They will ensure that all of the project stakeholders are up to date on the project and that your ideas are effectively communicated throughout the organization.

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The big-picture colleague

Their strengths are: being a catalyst for change, coming up with solutions to problems, and integrating and synthesizing disparate ideas.

They will ensure variety in both thought and execution and they will make sure that you do not stagnate.

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Pioneers

Pioneers

Those with a pioneer working style are big-picture thinkers who want to take advantage of opportunities or create new ones.

They tend to not be det...

Guardians

Those with a guardian working style like stability, order, and rigor.

They’re pragmatic, detail-oriented, and risk-averse.

Drivers

Drivers are goal-oriented.

Those identifying with this working style thrive on challenge, results, and winning. They tackle problems head-on with logic.

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The Data Scientist presentation style

The Data Scientist uses data, analytics, facts, and figures to make his point and persuade the audience. 

Pros: This presentation style delivers data, information and analy...

The Storyteller presentation style

The Storyteller can tap emotions and weave a persuasive narrative.

An audience may not remember every single data point or statistic, but they will remember a great story or emotional connection.

Pros: Focused on making an emotional connection with the audience.

Cons: Not suitable for audiences that just want a factual answer to a simple question.

The Closer presentation style

The Closer jumps into a presentation, cuts right to the chase, delivers the bottom line and skips all the boring stuff.

It sees the end goal and goes right for it. 

Pros: reduces a presentation to its esssence.

Cons: may be perceived as too harsh or abrupt.

Communication during stressful times

Communication during stressful times

Uncertainty has a way to reveal everyone's strengths and weaknesses. During drastic uncertainty, employees will seek more information in order to achieve a sense of certainty. During this unsta...

Managing the passive communicators

  • Talk to them one-on-one. They will feel more comfortable opening up.
  • Offer multiple modes of communication. Instead of calling on them during a meeting, send them an email afterward.
  • Help them feel psychologically safe at work. Let your team know they won't face negative consequences for voicing their opinion respectfully.

Passive communicators battle to express their needs and stand by their convictions. This is because they want to avoid conflict. They may be silent during crucial meetings. If they do make a suggestion and it is challenged, they may say, "never mind then."

Managing the aggressive communicators

  • Outline and enforce boundaries. If they interrupt someone, step in and say, "Please let [Name} finish, and afterward, we'll give you time to speak too."
  • Give them a safe and healthy way to vent their anger. People under pressure are more likely to act out. Pull them aside for a one-on-one time to address their concerns.

Aggressive Communicators voice their opinions in a straightforward, often blunt way. They often interrupt others, take up significantly more time than others during meetings and don't take into account others' feelings or opinions.