About Branding People as Coaches
| February 1st, 2010About Positioning People as Coaches
Branding, type-establishment, character-determination, call it whatever you like, we are practicing it all the time. Admitted, in business the skill of developing a rapid discernment may be useful. Think how great it might be if we might all develop the power to make a snapshot of every job-applicant, to see where his/her strengths and weaknesses were? On, the positive side, according to the information I received today is, that we already do that - unconsciously. We as leaders ‘brand’ people the moment we see them. However , the negative side remains that we do not always carry out the branding process in the correct way. It is this very labeling - this first moment image - that colors our approach toward another person. It is branding that makes us extra positive to some and overly closed toward others. There are some folks that we just can’t stand, irrespective of what they do… And some that just can’t go wrong with us, no matter how often we are going to receive warnings from third parties! As I also llearned tonight, we tend to ignore those warnings, and occasionally even their awareness, because we don’t like to admit to ourselves that our initial take was incorrect?
Another strange thing I observed tonight is, that folk will easily tell you, when asked, that they like to hire staff that are their opposites,’so that performance openings can be filled.’ This, as we all know by this time, is merely an idealistic dream, a song that we all know by heart and so sing so well ; yet don’t comprehend the words of. For in reality, it’s been proven time and again that nobody truly goes for variety, because we have an inborn tendency to stick with whatever is familiar to us, and that is…right! The person who has most of the traits we all know best : the ones we own ourselves!
But in case we, as future coaches, really want to establish an ideal work-environment with the mandatory diversity in traits, backgrounds, and qualities ; how can we, make a psychological picture to be sure that we are hiring the right folk given our present team of workers? Well, easy : if you know what you have, you also know what you lack, and ? So - need to find. If you know about yourself, as an example, that you are a fast paced, goal-oriented decision-maker ( let’s call this sort one ), you need to get an analytical and stabilizing part to balance your team. Folk with persuasive biases ( type 2 ) often do not mind showing their emotions, while the type 1 individuals ? The ones with controlling personalities - will disguise their feelings and just go for the job? Fast! People with stabilizing abilities ( type 3 ) will try to work out interpersonal Problems. The ones with analytical talents ( type four ) will review and re-review the method continually before shooting it to execution. Interestingly , the majority have 2 types represented within them : a dominant and a basal type. The main one is the one you represent, while the underlying one determines how you get your results.
it is an fascinating ability for coaches to look into. And a surprise for folk who thought they knew themselves for years. a word of caution is in place here, regardless of what character test you take, remember that these are mere images that are subject to change through time and in different scenarios : one can, for example, generally be a controller at work, yet more of a persuader in the private domains of life. See a sample of this at Million Dollar Story
Branding people on basis of a first impression is so never an excellent idea, although it’s barely avoidable. The single thing we can do, now that we are conscious of this disposition within us, is to keep an unprejudiced mind for 2nd, third, 4th and even 5th impressions. Sounds reasonable? I presumed so too mentor!
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