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您想要在您的团队中拥有的人格特征

October 18, 2017
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假设你正前往一个新部门,你已经获得了汇集了一个团队的许可证。你不确定在哪里开始,但你一直处于糟糕的团队和良好的球队,你想做到这一点。所以你做一些研究。

你发现哈佛商业评论looked into how personality traits factor into group dynamics。虽然每个人应该有一个功能作用在本集团内,他们也有一个不太明显的心理作用。您已经知道您需要雇用的功能角色 - 产品经理,两名工程师,分析师和设计师。必威app手机下载版虽然功能作用当然是重要的,但HBR发现某人必须发挥的心理作用是同样重要为了团队的可行性和生产力。通过他们的研究,HBR提出了五种不同的个性特征,必须对成功进行成功。

The great thing is, now you’re ahead of the game. You were lucky enough to have had a team at an old job that were a good balance of the above -- some of them had 2-3 qualities, even -- so you know what these traits look like in real life:

1. What HBR calls it: Results-oriented.“自然组织工作和负责的团队成员往往是社会自信,竞争和精力充沛的。”

你如何看待它:经典的过度准备者。当你与这个人交谈时,他们完全倾听并倾向于关注,但他们也在制作几个报告和列出的大脑中。他们的眼睛像终结者一样脱落,尽可能多地收集你的信息,并以温暖和兴奋的方式回应让你走开的人,如果他们实际上听,这是你的错误。他们最有可能过去听到一路解决方案。他们永远不会忘记你的生日,总是最终让你让你这么完美的礼物,你觉得有尴尬,因为你的生日不知道。

2. HBR调用它:关注关系。“Team members who naturally focus on relationships, are attuned to others’ feelings, and are good at building cohesion tend to be warm, diplomatic, and approachable.”

How you see it: The natural diplomat.You are probably already friends with the diplomat, but if you are not, it is only a matter of time. You don’t know it, but they are plotting your friendship as you read this; they’re just wondering the best way to approach you. One day you will end up having a really intense conversation with them about your feelings. It’ll be weirdly uplifting in a way you’ll remember weeks, maybe even months later.

3. What HBR calls it: Process and rule followers. “注意细节,流程和规则的团队成员往往是可靠的,有组织的和尽切主义的。“

你如何看待它:人类倒计时时钟。They’re the ones keeping you guys on track. They are amazing at reading minds, in that they always seem to ask very exact questions like “When’s the next meeting?” or “Have you sent in that form yet?” just as you realize you have no idea what the answer is. But do not worry: they know none of you have set up a meeting time. They know you have yet to send in that form. But they’re usually asking because their fingers are hovering over a calendar invite, or because they have the form already signed and sealed and are on their way to deliver it.

4. What HBR calls it: Innovative and disruptive thinkers. “自然关注创新,预测问题的团队成员,并识别团队需要改变的时候往往是富有想象力的,好奇的,并且对新经验开放。“

你如何看待它:每个学位的风险。They’re the one who, when you’re stuck on a certain problem, suggests throwing out your original idea, what you’ve been currently working on, or even the reason your team was created -- but does so with a replacement idea that everyone actuallylikes。这是一个人,当你在与“我不知道的会议上的意见时,因为你认为你的想法太过于那里,”好吧,“你好do知道。你为什么不这么说?“

5. HBR称之为:务实。“Team members who are practical, hard-headed challengers of ideas and theories tend to be prudent, emotionally stable, and level-headed.”

How you see it: The realist.This is the person always going, “Okay, but….” when you bring up an idea. Your first reaction might be defensive, because often realists don’t know how they come across. However, they aren’t talking down your idea -- they’re pointing out an element you have to figure out before advancing, and they want to solve it before it threatens the infrastructure of your precious idea. They’re unlikely to take your defensiveness personally, though. Instead, they are most interested in helping you and thus, the team, come up with the best and most well-thought out solution.

很高兴地注意到这些是特质,而不仅仅是个性 - 人格可以是流体,特别是在团队中,人们可能表现出多个特质。当然,有时这可以抛出整个群体动态的离窑。例如,在HBR的实验中,当所有团队成员都表现出务实的现实主义特质时,他们都不是外交官,团队缺乏内部凝聚力。但是,当没有团队成员是现实主义者或过度准备者时,该团队难以前进或实现结果。

这是与这些理想有关,以至于您观察您的员工和潜在雇员,并提出强大的团队:

1.您的过度准备者:You pick an engineer who seems perfect for this -- all his hobbies feel “relevant” to something else in his life. For example, how he’s taken on swimming daily because he’s sure climate change is going to put all coastal cities under the ocean anyway.

2.您的风险 - 接受者:你选择了一个与几乎秃头的面试进入的设计师,她做了“只是为了嘲笑它”。她也在,荒谬,仍然是真正的专业,只是冷却器。

你的外交官:Your second interview with your second engineer is one of the pleasantest interviews you’ve ever had in your life. You feel like you end up telling him as much about your life as you ask about his.

4. Your realist:在采访的采访中,您的产品经理真的采取了问题,“你认为我们应该有什么不同的?”必威app手机下载版当然,她仍然会给公司的举行举行尊重这个公司的尊重感,但她的见解足以让你晚上留下来。

5.你的人类倒计时时钟:您选择的分析师是最迅速的受访者 - 她还没有太晚而不是太早。她的电子邮件此刻到了您有时间阅读它们的那一刻,她问她对薪水,面试时间表和船上的所有问题,具有精确性,让您尽可能诚实地提出诚实和直截了当。

你很高兴能够与你的新团队合作,甚至想知道这是否对招聘具有更大的影响。你将你的想法带到你的老板上,谁意识到这一点也可以是避免招聘“文化健康”时避免偏见的关键,因为有时意味着雇用不同的功能角色,而且同样同样的心理作用。虽然你总是渴望雇用最佳人的功能作用,但你建议招聘心理职位。你认为它可能意味着更加长期的成功,因为它承诺多样化的思想和工作。