Why Interpersonal Relationships Are Important?

Interpersonal relationships that you form at work serve a critical role in both your work success and career progress. Positive interpersonal relationships will allow effective communication and understanding among employees.

Relating to your “boss” is one of the most important relationships you will establish as you begin your career, and with each new position you take in the future. Be sure what you do and how you perform supports the direction of your management team. Remember, you cannot become a good leader until you learn how to become a good assistant. Show your managers/co-workers that you are a “team player.”

Real interpersonal skills are about connection. This includes actions like smiling, a handshake, an outgoing personality in addition to a good mindset. Working in a team is important in today’s workplace and communication skills are essential. The Center for Public Resources did a national survey and discovered 90% of the time individuals are terminated for poor attitudes, inappropriate behavior and poor interpersonal skills rather than deficient job skills 

Below are some important interpersonal skills that will help you at work and in your personal life:

  1. Listening.  Make sure you understand other people’s perspectives before trying to just emphasize your own.  Paraphrase to clarify understanding.  If you make an effort to hear what someone else is saying, they will be much more likely to hear your ideas. Be an empathic and engaged listener.   Listening is a key interpersonal skill for building connection with others.
     
  2. Look for the best in others. When you expect people to do the right thing and have worthwhile motives, your relationships improve.  You will naturally treat others with respect and they will most likely respond in kind.  One of the strongest ways to build a connection is to let someone know what you sincerely appreciate about them.
     
  3. Adapt your style to the needs of others.  When you know your behavioral style and can recognize the styles of others, you can approach other people in a way that builds rapport, strengthens relationships and reduces conflict.

Interpersonal skills are critical for  keeping your team motivated  and getting them to do their best work. With good use of interpersonal skills, you can increase your team’s happiness and engagement in what they’re doing, and improve your organization’s productivity.

So lets break down the different styles to see what the strengths and weaknesses are for each, here are the styles:

D – Dominant

I – Influencing

S – Steadiness

C – Conscientious

Dominant (D) Style Characteristics

The dominant style or (D Style) their goal is to get results, they tend to be fast paced. You can see a lot of progress around them. They get frustrated if there are a lot of obstacles in their way. They tend to go over, around and through to accomplish their goal.

Their de-motivator is loss of control or lack of control. For example, bureaucracy to get things done, micromanaging, anything that is an obstacle in their path that slows them down.

It is good to have “D’s” on a team because they will challenge the status quo. They are good at bringing progress and moving things along.

Working with the “D” Style

When working with a D Style they want you to be like them, no matter what your style is. The best analogy I can give is going to another country – speak their language. We will not be effective if we don’t speak their language (never lose your native tongue or style), but you adapt to their style and needs. It is one of the best ways to honor and respect them.>

To be like the D style – don’t waste time, ask their input, they are good problem solvers. Let them have some control and insight. Don’t micromanage or set up obstacles.

Influencing (I) Style Characteristics

The influencing style or (I Style) their goal is to have a positive interaction with people. They are very people oriented. The energy they create tends to make them persuasive. They are your best talker.

Their de-motivator is to be rejected or to not be liked, if people are negative. So if you know that there is an I style on your team they may be looking for that affirmation.

It is good to have “I’s” on a team because they bring positive enthusiasm and energy to a team. They use levity and humor to get their point across.

Working with the “I” Style

When working with the “I” style use humor, levity and enthusiasm. Mirror their enthusiasm and optimism. Let them know you like them and value the relationship, even if you disagree.

Steadiness (S) Style Characteristics

The steadiness style or (S Style) their goal is to have harmony. They are also people oriented like the I style, but they are more slower paced. If the I style is your best talker, the S style is your best listener. They truly want to be thoughtful and helpful

Their de-motivator is chaos, direct conflict and confusion.

The S style is the glue of the team, they are good at keeping the harmony amongst the group.

Working with the “S” Style

When working with the “S” style be consistent and reliable, they are people oriented. Sincere praise and compliments. They are motivated on how to be helpful and want to depend on you as well. They are demotivated by conflict.

Conscientious (C) Style Characteristics

The conscientious style or (C Style) their goal is accurate work. They focus on accuracy and quality, very analytical, focus on the details others would miss. They are more moderate paced. The standards they set for themselves are even higher than the organization has for them.

Their de-motivator is criticism, more specifically of their work. So broad sweeping, unfounded generalizations criticizing their work, making errors, or others not paying attention to the details, not giving them the information they need to do a quality job. Also, giving them enough time to analyze things.

A challenge they have is that they are critical thinkers and in general can be more critical of an idea. They pick up the finer details others miss. They are the detail people that keep the non-detailed people out of trouble….they can help avoid lawsuits for example.

Working with the “C” Style

When working with the “C” style have details prepared, reserve emotion, and focus on the facts. Don’t rush them if not necessary, but let them know the deadline.

Identifying the styles of other people doesn’t have to be hard. You can basically ask yourself these two questions:

Think of Accepting/Warm as basically People Oriented and
Questioning/Skeptical as basically Task Oriented.

You can quickly identify the style of a team member by asking two simple questions. Is he/she more fast-paced and task focused or is he/she more deliberate/slower-paced and people oriented.

You’ll remember that:

D Style: Fast-paced and Questioning. Key goal is to get results. Interested in the bottom line.

I Style: Fast-paced, Accepting and Warm. Key goal is to have positive interactions with people.

S Style: More reflective but also Accepting and Warm. Key goal is to have things run smoothly in a harmonious way.

C Style: Reflective and also Questioning. Key goal is that their work is accurate.

Making Meetings Work

Making Meetings Work
Lots of meetings are conducted by each organization every week. Often the participants are senior/middle level executives. The cost of the time spent by the participants is very high. Besides, if a meeting is a not successful in achieving the objectives, the frustration and interpersonal conflict add to the cost.
However, if meetings can be held effectively, these are invaluable techniques of taking strong decisions after thorough discussion. It’s necessary to understand for the coordinators and even the CEO’s to have adequate knowledge of how to make meetings effective and productive. The chairman of the meeting plays a very important role for the efficacy of the meeting. Besides, meetings must give a satisfaction of openly discussing the ideas which you may have but you may not find an opportunity to express. Thus while on the one side we find that the poor meetings can be waste of expensive time of the executives, on the other these can be very helpful. If the meetings are organized effectively, they can be tools for resolving many managerial issues. These can thus be very helpful for the Management. The first important question, therefore, is the real need for the meeting. The coordinator has to clearly workout the objectives of the meeting. He or she has also to clarify how best the objectives can be achieved.
In order that we make the meetings productive and helpful we should attend to the following points which are often ignored:
1)      Planning and preparation: we should define the objectives of the meeting.
2)      We should select the participants and prepare a list of the proposed attendees. We may also invite their suggestions on the proposed agenda.
3)      The organizer needs to set the ground rules off the meetings in consultation with the chairman. In his brief introduction before the meetings starts the chairman can explain these ground rules. These could be summarized as :–
a)      Participants should speak precisely and avoid verbosity.
b)      Only one person should speak at time.
c)      The point which is already made by one participant should not be repeated by the other and
d)      No one should take the discussion on a personal level.
4)      The organizer must contemplate on what could be the problems. Necessary steps to avoid these problems should be taken.
5)      Getting results and action: minutes of the meeting should be written sooner than later, these should be circulated among the participants with or without a note by the chairman.
6)      There should be follow up action plan and the action need to be monitored.
Thanks for reading. For more: Visit: http://satishkakriconsultants.com

Stretched Goals

Goals
Setting Stretched Goals

Today I’ll talk to you about the importance of goals in life. Anything that we do in life, we spend our precious time and money must bring about desired results. But often it does not happen. Why? Do we always try to figure out the reasons? If not, then why not? Because our goals are not clear. Because our desire to achieve the results is not so strong.
So what should we do? Sit back and think that everything will be alright? Or, that our luck is bad? No!
We must clearly define what we want to achieve. Write these clearly on our diary/journal. Make it known to the friends, family members, peers wherever it is necessary. Particularly to our well wishers. When we make our goals known to others, we become more committed.
Then, we should create a strong desire within us to achieve our goals. We need to contemplate on these as often as possible. Further, we need to plan how to achieve our goals. Work out the plan and write it down. Spend some time, contribute something, however small, daily towards achievement of what you want to do in life. It is worth it. And, you will be surprised to find how effective this process is for achieving what you want.
What are stretched goals? Goals should be short-term, medium-term, and long-term. In other words, what you want to achieve in the current year, next five years, ten years, twenty years, etc. Never think about obscurity of the future and changing times. Instead think that I have the ‘right’ and possibility of modifying my goals as per the needs of the changing times.
Furthermore, you need to work about a practical plan to achieve each of your goals. This should be backed up with action, you genuine effort to follow the plan. Life will be a lot more meaningful when the goals are well-defined and the plan to achieve these is followed.
You must define your goals in all aspects of life. Work out your own priorities, but you goals must cover all the following areas:

  1. Your Career Goals
  2. Financial Goals.
  3. Your Health Goals
  4. You Family Goals
  5. Social Goals
  6. Your Hobby Goals
  7. And, your Spiritual Goals.

Thanks for reading.

Are you listening?

While talking on the telephone often you ask the listener – “Are you Listening?” If there is no sound of response such as ‘hmm’, ‘yes’, ‘please go ahead’, ‘I understand’, etc. you tend to feel that your words are falling on deaf ears. More so when you are negotiating on the telephone.
But what happens when you talk face to face?
The significance of your words is reduced to just 10 to 15%. ‘How you say it?’ – becomes more important than what you say. Even when you are articulate the efficacy of your words will not go down unless you compliment your words with voice modulation. Modulation is your ability to bring variance in Pace, Pause, Pitch, Emphasis on the keywords and the Tone.
Further, you body language* too is extremely important for making the communication convincing and effective.
Attentive listening to others is the key to build good relations. Listen to others and they will listen to you!
*(facial expression, posture, gestures, eye contact)

Interpersonal Relations

Our interpersonal relations with others depend upon various factors. Two most important factors are one – our behavior towards the concerned persons, and two and how we speak to the concerned persons.

The contents of what we convey to our peers and friends will primarily depend upon our behavior. If our conduct to certain persons has been consistently good. It shows our regard towards them. But how we speak to them, is equally important if not more. The efficacy of our speech can be improved by making our speech articulate. Besides, we also need to become good listeners. People want that when they speak, total attention of the listener/listeners should be focused on their speech. Their ego is hurt if they find listeners inattentive.

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