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GROUP DYNAMICS

GROUP DYNAMICS. How do personality types impact group dynamics. Anna Stubbs. GROUP DYNAMICS. GROUP DYNAMICS. What do you think about these statements ?. I have never been the cause of a conflict in a group , it’s always someone else . I know my own personality pretty well.

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GROUP DYNAMICS

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  1. GROUP DYNAMICS How do personality types impact group dynamics Anna Stubbs

  2. GROUP DYNAMICS GROUP DYNAMICS What do youthinkaboutthesestatements? I haveneverbeenthe cause of a conflict in a group, it’salwayssomeoneelse. I know my ownpersonalityprettywell.

  3. GROUP DYNAMICS DISC at a glance Whichpersonalitytype are/ aren’tyou?

  4. GROUP DYNAMICS DISC in more detail Circle the words that most reflect your personality. In which section do you have the most/ least words?

  5. GROUP DYNAMICS Didyoutakethe DISC Personality Test? • This test contains 28 groups of four statements. • You have 10 minutes to complete it. • Select the one description that you consider most like you • Select the one description you consider least like you https://www.123test.com/disc-personality-test/

  6. GROUP DYNAMICS Here are 2 profiles of 2 colleagues: What are the strengths and weaknesses of each of these colleagues? What potential conflicts might occur? Is there anything positive that could come out of this relationship? Profile 2 Profile 1

  7. GROUP DYNAMICS Conflict can typically occur between opposite personality types. (Anna and Duncan!)

  8. GROUP DYNAMICS With a partner discuss: People you know and their DISC type(s). Can you identify any colleagues/ students/ staff members/ friends/ family members in these profiles? Given your dominant type, what kinds of potential conflicts might you have with each of the other types? Which of the styles do you think will be the most difficult for you to deal with? How can you communicate with these people most effectively?

  9. GROUP DYNAMICS • Be social and friendly with them, building the relationship • Listen to them talk about their ideas • Help them find ways to translate the talk into useful action • Don’t spend much time on the details • Motivate them to follow through to complete tasks • Deliver praise publicly for specific ideas and actions • Provide criticism in private. Allow discussion time • Limit the predictability of tasks if possible • Let them know that others appreciate their energy and enthusiasm • Let them collaborate but provide opportunities for them to be in the limelight • Reinforce and encourage their optimism with enthusiasm • They need to work on follow-through, speaking candidly and staying focused for long periods.

  10. GROUP DYNAMICS • Build respect to avoid conflict • Focus on facts and ideas rather than the people • Have evidence to support your argument • Be quick, focused, and to the point • Talk about how problems will hinder accomplishments • Show them how they can succeed • Explain the big picture and purpose of projects • Provide direct compliments for specific ideas and actions. • Avoid giving routine/ mundane tasks • Give opportunities to work independently and set own goals. • Encourage ambition by rewarding performance with responsibility and autonomy • They need to work on patience, sensitivity and allowing deliberation

  11. GROUP DYNAMICS • Warn them in time and generally avoid surprises • Be prepared. Don't ad-lib with them if you can • Be logical, accurate and use clear data • Show how things fit into the bigger picture • Be specific in disagreement and focus on the facts • Be patient, persistent and diplomatic • Avoid forcing quick responses • Provide opportunities for independent projects • Prepare for a potential defensive reaction • Provide praise in private by highlighting specific aspects of their performance • They often need work on letting go of tasks and delegating, joining in social events and making quick decisions

  12. GROUP DYNAMICS • Be genuinely interest in them as a person • Create a human working environment for them • Give them time to adjust to change • Clearly define goals for them and provide ongoing support • Recognize and appreciate their achievements before giving constructive criticism • Avoid hurry and pressure • Present new ideas carefully • Allow for small talk, listen closely and responsively to them • Avoid being demanding or forceful • Provide praise in private but keep it sincere • Let them know they are a vital part of the team • They need to work on assertiveness, ability to multitask and quickly adapt to change

  13. GROUP DYNAMICS • With a partner: • Set the scene: Explain a conflict you have had: • The situation and cause of conflict • Your and their DISC profiles • Role play: • Your role: the person you are in conflict with • Your partner’s role: You. • Can you find a solution? Use the DISC sheet to help • Reflect: • How can you communicate with this person most effectively? • What can you do to adapt your behaviour to this person that would help impact the situation? • Can you compliment each other?

  14. GROUP DYNAMICS Some tips for Managing workplace conflict: Build good relationships before conflict occurs. Do not let small problems escalate, deal with them as they arise. Respect differences Listen to others’ perspective on the conflict situation. Acknowledge feelings before focusing on facts. Focus on solving problems, not changing people. If you can’t resolve the problem, turn to someone who can help. Remember to adapt your style to the situation and people involved.

  15. GROUP DYNAMICS Any questions?

  16. Thankyouforyourattention

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