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HR Summit 2017 Guide - A Passion for Personality

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Andrew Chow's Power Talk on 3rd May 2017
www.andrewchow.sg

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HR Summit 2017 Guide - A Passion for Personality

  1. 1. 15HR SUMMIT & EXPO ASIA 2017 - FREE EXPO GUIDE ANDREW CHOW FEATURE How can an understanding of different personality types and working styles help HR professionals influence their organisations? Personality is defined as a set of behaviours, thoughts and even language patterns used by different individuals that reflects their values, motivation, fears, and views of the world. Identifying different personalities at work will help HR professionals to: • Place the right people in the same work group. There will also be more cohesive working relationships with some personality types than the others. • Customise the style of presentation according to the resistance focus of different personalities. Getting buy-in or consensus sooner will reduce time and resources over meetings and discussion that are not making A PASSION FOR PERSONALITY Andrew Chow is a successful social media and public relations strategist, entrepreneur, and best-selling author of the “24/7” series of books. In his HR Summit and Expo Asia 2017 power talk, he’ll be explaining how the art of building rapport is the key to success in communication. BIO BRIEF Andrew Chow Andrew Chow is known in Singapore as a successful social media and public relations strategist, entrepreneur and speaker. He is also the best-selling author of a highly popular series of books: Social Media 247, Public Relations 247 and Personal Branding 247. His 30-year career has seen him work with an array of clients, and he has made successful presentations in over 15 countries in the last five years, addressing more than 20,000 people. Chow was listed among the Top 10 Most Influential Speaker in Singapore by the Singapore Business Review in 2013.
  2. 2. 16 HR SUMMIT & EXPO ASIA 2017 - FREE EXPO GUIDE much progress • Build rapport with almost anyone in the organisation, even if their viewpoints may be different. People like people who are like themselves. If we can mirror personality; we will be able to connect more effectively. What types of people are the most difficult to have uncomfortable conversations with, and do you have any tips on tackling this challenge? People who always think they are right. In this situation, offering proof of alternative viewpoints from the majority is a good place to start. People who like to be overly friendly at the workplace – to the point of invading your personal space – are another challenge. Making the excuse that you are busy and prefer to keep your personal life out of the office is generally an effective repellant for their intrusion. Then there are those who claim credit where credit simply isn’t due. For these people, it is important to highlight the contributions of others and explain their positive impacts. Finally, there are the people who play devil’s advocate all the time. They always imagine the worst possible things that can happen in any given situation and they lack trust in almost everyone around them. The way to connect with these people is to actually ask them what is the worst case scenario. Allowing them to speak their mind and fears will help them to confront danger in a cautious, sensible way. Are there advantages to having different personalities at work, and how can HR professionals maximise these? Absolutely. There is firstly the law of balance. Even when two distinctly opposite personalities are working together, there could be a dynamic of balance in terms of viewpoints, approaches, and decision making. Diverse personalities are also important for the personal growth of individuals. No matter how experienced we are in life and at work, there will always be blind spots which others can help us to be more evolved. Finally, whole group dynamics are also improved. We cannot expect creativity among a group with the same personality. Neither would we expect a steadfast group when there are only two groups of vastly different personalities in the workplace to work well together. To achieve the full development of human capital, we need diversity in cultural background, as well as personality. Is building rapport with staff the same as getting their buy-in and respect? They are not the same. Building rapport is a way of life and must be the foundation for any productive and engaged organisation. It cannot be done only when we want to get buy in or approval for a quick decision. Likewise, rapport building must not be just confined to peer level. Leaders today must not only lead by example but by connections too. People today respect our leaders not just because of their position but also because of their personality. What happens if different personalities clash more often than they benefit the organisation? HR needs to focus on the common traits between different personalities and channel their energy and focus towards the bigger goals. There is also a need for the organisation to adopt the dame personality and working styles profiling so that there is a common understanding across the workforce. When everyone speaks the same language of describing and reading personality, individuals will tend to be less judgmental of each other. Managers should also be equipped with coaching skills to empower and guide staff to resolve their differences. So how can leaders build rapport with staff without crossing the lines? All managers and leaders need to weave building rapport into their corporate cultures and training protocals. One of the best places to do this is through existing coaching programmes, where the following key questions will help get to the crux of the issue: •  What are the existing ways of building rapport that we should continue doing? •  What are the things we should also start doing to build better rapport? •  What are the things we should stop doing because they are not adding any value in understanding each other better in the workplace. What can the audience expect from your Power Talk at HR Summit and Expo Asia 2017? Within just 20 minutes, participants will learn to identify the different personalities and their working styles within their organisations. Participants will also be able to receive quick rapport- building skills according to the nine different personalities presented.

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