Positives behind negative attention shrm talent mgt 2013

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Presentation Title Presenter’s Name • Date

The Positives BehindNegative Attention

Nate Regier, Ph.D.Next Element Consulting, LLC

+ + + +

Thursday, April 18, 13

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Learning Objectives

• Identify six patterns of unproductive workplace behavior

• List consequences to morale and productivity• Describe positive interventions for each behavior

pattern• List three applications to improve talent recruiting

and performance

personal. leadership. transformation.


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The Discovery of Process• Taibi Kahler, Ph.D., 1972• Observed that the process of communication is observable,

sequential, and measurable.• Showed that productive communication and unproductive

miscommunication can be distinguished, second by second, by observing words, tones, postures, gestures, and facial expressions.


Copyright Kahler Communications, Inc. 2013


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The Discovery of Process (continued)• Kahler identified six distinct communication styles /

personality types, each statistically correlated with discrete• perceptual frames of reference• character strengths• preferred channels of communication• leadership styles• motivational needs• distress sequences (negative attention behavior patterns)


Our focus for

today



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Process Communication Model (PCM®)

• An online assessment determines a person’s “structure”, including preferred order of the six types, along with current motivational preferences and distress behavior sequences.

• PCM training teaches diagnostic skills to identify and decode behavior, with strategies to invite more positive interactions.

• PCM has proven to be over 90% accurate in predicting behavior patterns and suggesting the most effective intervention.




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Taught or researched in 37 colleges and

universities worldwide

Psychodemographic tool for President Clinton’s campaigns

Pixa

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udio

s

Used by NASA to select and train

astronauts


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Selected PCM Applications

• Employee motivation and engagement • Executive recruitment, placement, and coaching• Leadership development• Customer service• Marketing• Internal Communications




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Distress behavior is observable, predictable, habitual, and sequential

Identifying and offering the unmet need is the most effective strategy to stop the negative behavior and invite more positive contribution.

The Positives Behind Negative AttentionKahler’s Discovery

Most unproductive behavior is a symptom of miscommunication and unmet psychological needs.


What does this mean?

If your efforts to deal with negative behavior

are focused on the behaviors themselves

(symptom) rather than the root causes, they

may be making the problem worse by

reinforcing the negative behaviors.



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Overcontrolling


“Great job on that project.”“I appreciate your hard work.”“Your plan helped us gain efficiencies.”“Your time is important.”Be on time. End on time.

positive interventionRecognition of Work & Time Structure

Low morale, high turnover, apathy, fear, low innovation, inefficiencies

Workplace Consequences

Micromanages others, critical of their thinking and work, obsessive around issues of fairness, order, time & money



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Pushes Beliefs


“Your opinion matters.”“I respect your conviction.”“You role model company values.”“I know you will follow through on your promises.”“You are so dedicated.”

positive intervention Conviction

Fear, compliance, resentment, prejudice, secrecy


Crusades around own beliefs, black & white thinking, suspicious of others who don’t share beliefs



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Makes Mistakes


“You are a special part of this team.”“We care about you.”“Your feelings matter.”“You look nice today.”“I baked you cookies for your birthday.”

positive interventionRecognition of Person & Sensory

Avoidance of conflict, loss of confidence, costly mistakes


Loses confidence, makes silly mistakes, invites criticism, puts self down, neglects self-care



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Blaming


“Hey man, this is gonna be fun!”“I know it sucks, and the deadline is still Friday!”“How about some hoops over lunch before we get back to work?”“If you stink, we all sink!!”

positive intervention Contact (upbeat & lively)

Low accountability and follow-through, loss of creativity


Blames others, avoids responsibility, acts blameless, whines and complains



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Withdrawal


“Make a list of priorities, and do the first one today.”“Organize your inbox and report back at lunch.”“Take time to yourself over lunch.”“Check in with me every Tuesday.”

positive intervention Solitude (with direction)

Productivity suffers, high chance of turnover


Isolates, starts projects but doesn’t finish them, doesn’t ask for direction, avoids people



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Manipulating


“Bet you can’t get that project done before Thursday.”“Make sure everyone is on board and you can take the afternoon off.”“Come up with a strategy to increase sales by 10% and you get a bonus.”

positive intervention Incidence

Problems with accountability, in-fighting, drama


Manipulates others, breaks or re-defines rules, starts negative drama, sets up unhealthy competition



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SHRM/Globoforce Employee Recognition Survey - April 2012.

• 29% of 770 employees surveyed were satisfied with their organization’s recognition efforts.

• 43% among organizations who had a formal recognition program.

4%8%

24%

22%

22%

20%

Contact

Person/Sensory

Conviction

Work/Time

Incidence

Solitude


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0102030405060708090

100

1 2 3 4 5 6 7 8 9 10 11 12

Who’s Included in Gallup Q12?

Work/Time ConvictionPerson/Sensory ContactIncidence Solitude

1) Do you know what is expected of you at work?2) Do you have the materials and equipment to do your work right?3) At work, do you have the opportunity to do what you do best every day?4) In the last seven days, have you received recognition or praise for doing good work?5) Does your supervisor, or someone at work, seem to care about you as a person?6) Is there someone at work who encourages your development?7) At work, do your opinions seem to count?8) Does the mission/purpose of your company make

you feel your job is important?9) Are your associates (fellow employees) committed to doing quality work?10) Do you have a best friend at work?11) In the last six months, has someone at work talked to you about your progress?12) In the last year, have you had opportunities to learn and grow?

Selective Hearing


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Treating everyone the same gets mediocre performance and reinforces unrealistic

expectations about fairness

A Few Implications...



Most incentive/reward systems are limited because they only address a few motivators.

Company polices that target negative attention behaviors are largely ineffective

Persons who get their needs met spend less time worrying about what others are getting,

focus more on their work, and are happier.


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So what?

What might this mean for your talent development efforts?




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Summer 2013

Meanwhile, take our free Drama Assessment at

drama.next-element.com


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Thank you for coming today!

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Positives behind negative attention shrm talent mgt 2013