Today’s blog post is written by Rebekah Pearson, Digital Learning Specialist, PatronManager.
When my family gets together, it never fails that we find ourselves sitting in the living room around 5:00 PM asking the age-old question: What should we have for dinner?
I don’t know how your family solves this dilemma, but in my family, it’s not just a simple question. Putting aside the personal food preferences and restrictions of individuals in the group; under the stress of this seemingly trivial task, the distinct personalities of each person in the room comes out.
I’ve also seen this mirrored in the workplace. Perhaps you’ve had the same experience when working with colleagues on a project — like brainstorming fundraising ideas for a new season, changing your group sales strategy, deciding on a lineup of shows, or improving the process for thanking your major donors.
Having different personalities on a team can be extremely beneficial. It contributes to better decision-making, a more balanced workplace, and increased efficiency. Everyone tends to view the world through the lens of their own experience, which means others can see what you can’t, and vice versa. But this can also come with challenges when people with various perspectives try to communicate effectively. Especially when you likely have a number of different personality types in your organization.
Over the years, many different personality tests and psychological questionnaires have been put out into the world to help people discover their “personality type.” Once identified, a person’s results can be used to help improve relationships and communication with others. Some familiar approaches include Myers-Briggs or DISC. While these assessments, and many others, hold a lot of value, your team may benefit from diving into a centuries-old personality strategy that has recently taken popular hold: The Enneagram.Read the Article