Power – 4 WORK STYLES (#3)


PREVIOUS : 4 Work Styles (#2)

SITE : “Working Styles Assessment

✒︎ 4 Attachment styles in the workplace 


Ongoing Research
distinguishes between :
🔅 Personality Traits = static structural aspects of a person. Various Inventories are used, including the 5-factor model OCEAN = Openness, Conscientiousness, Extroversion, Agreeableness, Neuroticism.
AND
〽️ Style Factors = dynamic aspects of a person they use to fit into their environment. This focuses on the Theory of Work Engagement (TWA), the positive work-related state of mind (attitude), which includes : Absorption, Dedication & Vigor.
It’s the employee’s willingness to invest effort, feel enthusiastic, & even be captivated by their work.

 

 

Dis-engagement & Burnout
Managing stress in the workplace is complicated because each employee processes stress in their own way, based on personality, work role & outside forces – such as complexities in their personal life. It’s up to employers, managers & mentors to put workers in the ‘right seat on the right bus’ in their organization.

Burnout is not the same as ‘normal’ daily stress. It’s defined as a “prolonged response to chronic inter-personal pressures on the job”, ending in physical exhaustion, mental cynicism, emotional detachment, & lack of accomplishment.

It occurs when employees use ineffective coping strategies to counteract work-related stress. The most likely candidates are the People-pleaser/ co-dependent, the Perfectionist & the Work-aholic.
Beating burnout requires attention, effort, vulnerability & intentional action. (MORE…

 

Counter-Stress
Conflicting work styles are common in the workplace. The majority of co-workers will likely have a different style from your own. This can be most obvious – & stressful – when someone is at the other end of the behavioral spectrum from you. In fact, 40% of people say their opposites are the most challenging types to work with.

However, very differing styles can complement each other, resulting in a more balanced, higher performing team.
Putting the time & effort into learning how to coordinate with reverse preferences can create a resilient partnership in the long run.

 

 

Collaboration
Whether leader or team-member, it’s important to be flexible in order to value & respect what each person brings to the table. Being flexible means accepting that no one person has all the skill or qualities it takes to succeed.

We can’t change others, but we also must not deny or suppress our style by trying to match someone we fear or admire – if their way of functioning is very different from our own.
NOTE : Style differences do not excuse bad behavior

NEXT : Negative WORKERS (#1)

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