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The Benefits of Your Differences:
Unique thinking styles as a management tool
Why does one person's thinking style irritate some but not others? Knowing someone's personality type is only half the battle. Understanding about the different thinking styles is key to problem solving and decision making.
The Benefits of Your Differences intervention will help eliminate workplace hostility, anger, resentment and confusion.
The results
- Your teams will be able to take advantage of the strengths different thinking styles bring to the table.
- Communication among team members will improve.
- Complex problems become easier to solve.
- Change is no longer a problem for individuals and the organization.
- Your teams simply perform better than ever.
The process
- We conduct an Active Listening Session where your intentions, goals, issues and strategy are explored.
- You confirm the goals, expectations and financial implications of the issue.
- Working with you we identify the gaps between what works well and what doesn't.
- Next your challenges and opportunities are clearly defined.
- Working within the reality of your situation, we recommend what will work best to achieve your goals.
- With your team, we develop timelines, assign responsibilities and impliment the recommended programs.
- At a set time, we come back to work with you to review successes, measure outcomes and recomment next steps.
An example from my world
The situation
A not-for-profit company had personality problems with some managers. The CEO was a micro-manager, who often procrastinated when urgent decisions were needed. The result was conflict, stress and frustration among the managers and staff.
The solution
The executive team and five of the managers were were analysed for their thinking styles. This revealed their problem-soving and decision-making strengths and weaknessess.
The results were shared among the group.
The group discussed the results and gained greater understanding of the implications of their own styles and those of others.
By understanding each others' strengths and weaknesses, they began to see how their differences were an asset rather than a liability.
The result
Because the CEO was involved in the process and learned more about his own strengths and weaknesses, and the strengths of his staff, he felt better able to delegate and give various managers greater responsibility. By working more closely with senior managers, decisions became implimented rather than having them “sit on the shelf” as in the past.
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"I worked with Lorraine Weygman … using her innovative problem solving with the Simplex System. These sessions … helped me understand my own preferred thinking style.
"I loved the direction that I was taken–to look at issues of being ‘stuck’ in a refreshing and innovative manner. Through this invigorating process, I increased my self awareness feeling hopeful and ready to take on new challenges."
Rosalie Moscoe, RHN, RNCP Stress Relief and Nutritional Consultant Health In Harmony
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