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BRING IT ON… STRATEGIES TO CREATE A POSITIVE WORKPLACE

MRS. MEG SOPER

TUESDAY, OCTOBER 19, 2021 FROM 9:00 A.M. TO 11:30 A.M.

ROOM 516D

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Meg Soper JDIQ Session Handout – October 2021 Bring it on … Strategies to Create a Positive Workplace

We are better together but we are DIFFERENT.

Understanding the different generations and personalities helps us understand the dynamics of a team and know what motivates people. We all view the world through a different lens.

We cannot change people’s behavior but when we understand them it helps us create an atmosphere where we can communicate more effectively.

Creating a positive environment will help us inspire, mentor, and support the people we work and live with.

Generational Workforce Key Traits

Traditionalists (<1945)

Save! Save! Save! Respect authority Hardworking Value lessons of history Prefer Structure Tradition

Boomers (1946-1964)

Buy what you can afford Live to work Prefer ‘in person’ contact Respect Authority Like Structure Resist Change

Gen X (1965-1979)

Family & friends come 1st Independent Self-reliant Don’t trust large institutions Project Focused Aware of Balance

Millennials (1980-1996)

Work to live Tech Savvy Seek opportunities for growth Value diversity & teamwork Financial Stability Look for Employer that cares

Gen Z (1997-2012)

Politically progressive Technology dependent Influenced by Parents More Racial Diversity Motivated by Security Look for Employer that cares

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Behavioral Science researchers have determined that 75% of the population is significantly different from you based on personality styles.

These personality types are found in our colleagues, stakeholders, patients, family and friends.

They challenge our weaknesses and provide diversity in our thinking.

We can bring out the strengths of the people on our team and navigate difficult conversations when we better understand ourselves and others.

Communicating effectively with others depends on 2 things

1. Understanding the ________________

2. Responding appropriately to it

Understanding Behavioral Styles:

All four styles are equally valuable.

All styles have strengths and limitations.

Everyone is a blend of all 4 styles.

Each of us has within us 4 of these behavioral styles. Our dominant style has been with us since an early age.

We have created and nurtured new behaviors to adapt to our environment.

Being able to identify the different behavioral styles will help us to communicate better, motivate moreappropriately and understand the people in our lives.

This will save us time, lower our stress levels, and help us respond to everyday situations in a better way.

The Golden Rule _________________________________

The Platinum Rule ________________________________

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What is your dominant style?

The Four Personality Types and their Characteristics

DIRECTOR INFLUENCER D Style I Style

Direct Decisive Determined

Inspiring Influencing Interactive

Support their Goals

Support their Ideas

CRITICAL THINKER

SUPPORTER

C Style S Style

Cautious Conscientious Calculating

Supportive Stable Steady

Support their Procedures

Support their Feelings

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Conflict - Defined as ______________________________________________________ Conflicts are going to happen. They are part of the process.

________________ of conflict is situational

________________ of conflict is strategic

Conflict can result in a positive outcome. It can …

• _____________________________________________ • _____________________________________________ • _____________________________________________

What might be a negative outcome of conflict?

• _____________________________________________ • _____________________________________________ • _____________________________________________

What might be a Potential Barrier to Effective Conflict Management?

___________________________________________________________________

___________________________________________________________________

___________________________________________________________________

Sources of Conflict:

1. Relationships: _________________________________________________________________

2. Task: _________________________________________________________________________

3. Process: ______________________________________________________________________

4. Power: _______________________________________________________________________

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Understanding Conflict Style Researchers have determined that there are five common strategies or styles that people use when dealing with conflict and that each of us has a personal and sometimes habitual way of dealing with conflict which takes over when we are under pressure. How we as individuals deal with conflict is a complex matter, determined by our past experiences, personality style and maturity. Alexander Hiam developed the Dealing with Conflict Model to help people become more competent and confident in conflict situations. His instrument plots conflict handling styles within a grid consisting of two basic dimensions.

Conflict Resolution Style – Which One Should You Use?

Importance of the Outcome (Assertiveness): this relates to behaviors intended to satisfy one’s concerns or to attain one’s goals; and Importance of the Relationship (Cooperativeness): this relates to behaviors intended to meet the other individual’s needs, where emphasis is placed on maintaining the relationship.

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Each style is appropriate in certain situations. Learning how to be strategic in conflict situations is a skill. A combination of these dimensions results in Five Conflict Styles:

1. Accommodating: I ________ You __________

2. Avoiding: I ___________ You ____________

3. Competing: I ___________ You _____________

4. Compromise: We both _________ We both __________

5. Collaboration: I __________ You ___________

Accommodating – This conflict style is ideal when Outcome is not important but Relationship is.

Go to Phrase: ______________________________________________________________

Positive of Style: ____________________________________________________________

Negative of Style: ___________________________________________________________

Avoiding – This conflict style is ideal when both Outcome and Relationship are not important.

Go to Phrase: _______________________________________________________________

Positive of Style: ____________________________________________________________

Negative of Style: ____________________________________________________________

Competing – This conflict style is ideal when Outcome is the most important.

Go to Phrase: ________________________________________________________________

Positive of Style: _____________________________________________________________

Negative of Style: _____________________________________________________________

Compromise – This conflict style is ideal when Outcome AND Relationship are relatively important.

Go to Phrase: _________________________________________________________________

Positive of Style: ______________________________________________________________

Negative of Style: ______________________________________________________________

Collaboration – This conflict style is ideal when Outcome AND Relationship are both very important

Go to Phrase: ___________________________________________________________________

Positive of Style: ________________________________________________________________

Negative of Style: _______________________________________________________________

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It is useful to consider conflict styles according to context. Any of the styles described can be appropriate in specific circumstances. One specific style is not necessarily ‘better’ or ‘worse’ than another. Each style is useful according to the situation. Accommodating - This conflict style can be considered the opposite of ____________________ Collaboration - This conflict style can be considered the opposite of _________________________ Navigating Difficult Conversations – Reframe and Refocus A Conversation is … __________________________________________________________________________ The key elements of Above the Line conversation:

1. ___________________

2. ___________________

3. ____________________

4. _____________________

Reframe: “Why did you do that?” __________________________________________________ “You made me upset” __________________________________________________ “I like your idea but …” _________________________________________________ Below the Line Language is absolute and limiting _______________________________________________________________________ Above the Line Listening … P___________ O_________ Curious.

Does your video match your audio?

Even when you are not saying anything – you are sending a message. Be mindful of your body language. Increase your awareness. How are you affecting the people around you?

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We Are Better Together WORKING EFFECTIVELY WITH “D” STYLE When Trying to Connect: 1. Make efficient use of time 2. Get right to the point 3. Expect candor When Problems need to be solved: Tackle problems boldly and avoid sugar-coating or over analysis When Things get Tense: Face issues quickly and directly and avoid taking bluntness personally WORKING EFFECTIVELY WITH “i” STYLE When Trying to Connect: 1. Convey Enthusiasm 2. Make a Personal Connection 3. Be Collaborative When Problems need to be solved: Remain optimistic, be open to change and expect spontaneity When Things get Tense: Stay Calm, acknowledge their feelings, and avoid personal attacks WORKING EFFECTIVELY WITH “S” STYLE When trying to Connect: 1. Show warmth 2. Take an easy going approach 3. Be Collaborative When Problems need to be solved: Respect their caution, acknowledge people’s needs, and set a timeline When Things get Tense: Practice patience and diplomacy to avoid shutting them down WORKING EFFECTIVELY WITH “C” STYLE When trying to Connect: 1. Focus on the facts 2. Avoid rushing them 3. Expect skepticism When Problems need to be solved: Show appreciation for their logic but don’t let them get bogged down When Things get Tense: Allow them time to process and avoid becoming forceful or emotional

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FOCUS ON THINGS YOU CAN CONTROL

• BE MINDFUL OF THE ENERGY YOU BRING WITH YOU TO WORK AND LIFE. • EACH PERSONALITY STYLE HAS DIFFERENT NEEDS, VALUES AND LEVELS OF ASSERTIVENESS. • WE ARE ALL RESPONSIBLE FOR CREATING A HEALTHY AND RESPECTFUL WORKPLACE.

• WE CAN LEARN TO RECOGNIZE EACH STYLE THROUGH VISUAL, VERBAL AND VOCAL CUES.

• SELF AWARENESS – KNOW YOURSELF

• SOCIAL AWARENESS – UNDERSTAND OTHERS

• SOCIAL SKILLS – CONNECTING WITH OTHERS

PEOPLE ARE DIFFERENT … NOT NECESSARILY DIFFICULT TRAINING IS AN EVENT … LEARNING IS A PROCESS WE CAN LEARN TO RECOGNIZE EACH OTHERS’S STYLE AND ADAPT TO OTHERS IF YOU ARE NOT GETTING THE RESULTS YOU WANT…CHANGE YOUR APPROACH LEAN IN AND CREATE A POSITIVE ENVIRONMENT BRING OUT THE STRENGTHS OF THE PEOPLE ON YOUR TEAM FLEX YOUR STYLE TO CONNECT WITH OTHERS COMMUNICATE IN A WAY THAT PEOPLE WANT TO LISTEN We are better and stronger together and we all contribute to the positive workplace culture.

We have the opportunity to inspire and empower the people we work with and live with every day. Thank you for the difference that you make with your Dental Community.