Can people change personality?

I so often get this question by people I work with and it’s a great one. The fact is a qualified YES absolutely.

BUT ONLY IF THEY WANT TO!

and

In my opinion, we are a product of everything we have modelled and learnt all our lives. Therefore if we have been smashed around in a rough background and the way we dealt with that is to treat others in the same kind of way, then chances are why would we bother to change?

unless…

There are some really compelling reasons for it – Like What You Say???

Well you might be willing to change certain parts of your personality if you were about to loose your job, or that you knew you were hopeless in social situations and if you did not change you’d never make it to where you wanted to be. If your partner was about to leave you because you never left the house and they loved having coffee at cafes by the waterfront, you might be swayed to change certain parts of your personality in order to live a better life.

I personally when I started out in business, was hopeless at calling people to arrange meetings; I did not like it and had never done it. As all my clients now know, I’ll pick up the phone and call anyone we need at any time to get the result we need.

In fact in Australia one of the biggest department stores is Bunning’s and in a Sales workshop on “Getting New Business” presenting in front of 40 people I made a cold call, completely impromptu on speaker phone for the entire room to hear, and booked an appointment with the international head of operations. The feedback was great, I’d called on behalf of my own business of course, but Bunning’s were one of their biggest prospects.

You can change specific areas of a person’s personality if the person sees an absolute need to change; it may or may not be your role to create this need. The person may come to you and explain what is holding them back, if you can ask them all the questions needed for them to build up the motivation for the change, and then help them to implement it. In most cases you’ll be their friend for life.

  • I have seen people go from being complete introverts to complete extroverts
  • Very gentle people become tough as nails
  • People with a focus on the big picture and strategy get very good at the finest of details
  • Those who cant speak in front of 2-3 people to speaking in front of 1000’s

Check this out for food for thought!


Where could you or someone in your team change to get better results in yours or their lives?

Succession with performers

There are almost certainly some people in your business who if you were to loose them you are just not going to cry about it. There will however be others who are the life blood of your business perhaps in Project or Executive roles and when they go, it will be a big problem!

In many businesses, succession planning for high performers and talent management is done through a process like making sure you have where possible, at least one off site a ¼ then having drinks with those people you’re a little worried about, to find out what the true story is around their ambitions

The problem with this kind of process and it may not look exactly like this, as it might be a six monthly thing, or you might get one of your team a person you know really well to find out things for you.

Consider four ways of ensuring you know exactly where people are up to on your team, so you don’t get nasty surprises.

  1. Setup agreements with your people so that you’ll let them know if you were ever going to make a move somewhere else with some decent notice and be specific. Ensure in this moment that they also commit to letting you know if they were getting itchy feet or wanted new opportunities, and make sure they commit to giving you the same notice period.
  2. When new people start after 4-12 weeks consider having an up front “Performance Management” style type meeting, this is not to tell them they need to pull their socks up, but more to set the scene for the future, and yes you might even address some tiny niggles early.
  3. Keep the dialogue open between all your team members and understand where your market is at. Are there many opportunities and head hunters calling daily in order to try and snap up your best people. Or is the market really quiet in your neck of the woods.
  4. Find out what your best people value most and make sure you are delivering them what they value. In Sales environments part of this might be about money, but ironically often it may be more about recognition, and often people miss this, until it’s too late.

Have a look at what Jack Welch from GE says about the treatment of people, and just have a think about whether

1) You Agree
2) If you do, is your business treating its people like this? If you don’t, do you have a process that’s really working?

If you are in a business where you often have your people leaving and whether they are good or bad start to look more carefully at what you are and are not doing to mentor your people. The true cost of most team member losses is hidden in many monthly financial reports, why is this?

Well in the past financial reporting has not been smart enough and even today is not able to track the “True cost” of losing a person. Below are some things to consider, the numbers are rough but start to have a think, if you are losing people its probably costing you far more than you imagined! Below the salary is only $70K and being conservative true costs might look like.

If we were to track the true cost to the business of people leaving you would need to consider things like:

Person Leaving Average Salary $70K = $6K per month

  • Recruitment Costs
    – Cost $8K
  • The time it took to get them to full competency (4 months)
    – Cost $24K
  • Time other people “Internal Trainers” spent to get them confident
    – Cost $15K
  • The time peers in the business spent with them (2 months)
    – Cost $12K
  • All the Managers time $120K Salary spent (2 weeks across a year)
    – Cost $5K
  • Loss of productivity from down time while you the role filled
    – Cost $10K
  • HR Team member costs
    – Cost $10K

Total Cost $84K

Now that’s only on the outgoing person who may have only stayed 12 month’s to two years, you will now need to incur all these same costs on retraining the new recruit and if you get it wrong again…

Making OD & L&D Programs Work

Over the years you hear again and again that we are bringing in this major consulting firm, this one or this one. Most often millions of dollars are spent with the result being that at times little if any change occurs in team results or on the front line. Why is that?

Consider some of the following reasons and then some things to do to switch it around in order to get results.

Things to be careful of:

  • Bringing in a boxed solution or template not properly tailored from outside can be very risky. What “the best” safety managers, project managers, site teams do can be very different from what you need. Ignoring the “Local Context” seems to cost organisations a fortune over and over.
  • Avoid having a project led by an an area of the business that will not actually be using it or be fully accountable for the results that the project will or won’t get. E.g. HR make the decision with the business unit heads to go ahead with the specific solution, but the people “In” the business unit are only consulted in a token manner.
  • It is counterproductive to roll out “Great” personal change/new communication/new performance techniques to managers of business units without ensuring that they are accountable for then passing this on and/or teaching it to their reports. At times, managers go on courses, conferences, get great MBA learning themselves from other participants or students and there is never any accountability for them bringing this information back into their own business.

Try Instead:

1)   Understanding the metrics that you are trying to change at the front line.

Is it staff turnover? Greater productivity? Better performance management mechanisms? Then for every step of the way, ask the question “Will using this intervention move those metrics?” If not, then it’s probably the wrong one. E.g. teaching managers to better manage their own state of mind might be a great thing if it helps them be more focused, more present, more attentive in meetings and to manage their performance more effectively. But if this is not stated in the “Outcome,” then chances are this is less likely to occur.

2)Gain a true understanding of what is and is not working inside the business.

Don’t just listen to the managers. Go and ask the people at the very lowest level of the business what they think is wrong. At times, senior managers go out to market and buy things to roll out to their people when in fact they are far off the mark.

3)Ensure that people from all levels of the business can contribute to the program.

The more people who have access to interventions, the better the results. One of my clients had people going from very poor performance to very high performance fast once they knew what they weren’t doing right.

Getting results from Organisational Development and Learning and Development Programs is like any systemic change. Consider how  the system currently works and why. What kinds of things are going to help specific metrics? If you can’t link the key pieces of the intervention back to the metrics, then you may have the wrong pieces and/or provider!

In this short video, IBM looks at some change project statitistics and suggests based on research from at least 1500 companies that the toughest areas to change are people’s attitudes, mindsets and “The Culture”.

They recommend a focus into four key areas to make things work:

  1. Real Insights & Actions
  2. Solid Methods
  3. Better Skills
  4. Right Investment – Time/Resources

Good luck!

Time & business results

I have friends you can’t meet for morning tea for 8 weeks because they are booked out. Others, you can consistently book a catch-up with so long as you give them 7 days notice and that’s that, every time. Then there are people who will be available tomorrow at 3pm or Friday at 9am and any further out than that and you can forget it!

TIME – Why is that the case?

Is it true that the person booked up for 8 weeks is more important, successful or has more happening in their lives than those you could get an appointment with tomorrow?

INTERESTINGLY IN OUR EXPERIENCE, NO!

Funnily enough, some of the leaders of the biggest organisations in the country operate very much in the now. If it weren’t for some very smart assistants, things would look very different. How might this information influence you and your team’s ability to get results?

Is everybody different around time? What kinds of people are similar and why? We will deal with only one part of this major body of work that up until now been badly under-researched.

How do I know? Well, all the time I see organisations facing people issues where certain portions of populations are extremely reactive and others are the opposite, far too slow to react. Where do you sit? How about your best people when you are “Managing Your Talent”? Are they reactive or more strategic? What’s needed more in your environment?

“Your interpretation of time is not a right or a wrong one. However, if you are too extreme either way with regard to your specific work context and what’s required, you can really lose out.”

What should you do to ensure your thinking around time fits with your business role? Here are three suggestions to consider with regard to the people in your workplace.

1)In a fast-paced sales or back office production environment, you probably want to be able to move quickly and hence timeframes are almost certain to be shorter.

2)In a strategic planning or IT implementation environment, it might pay to have a medium-term time perspective. However, watch out! Get this to be more a long-term perspective and that $500 million dollar IT rollout can easily blow into costing twice as much.

3)In Strategy & Planning roles in major organisations, the people involved are better to have a really good understanding of time in the long term. But they still need to be able to partner with the people on the floor conducting the rollout.

So what if you’ve got people in completely the wrong place?

What if you have people (even managers) on the floor who think learning a set of specific behaviours will take 3 months when your best manager considers it can easily be learnt in 24 hours? A problem in many IT, HR and L&D departments is that when major rollouts occur, the third parties always talk about giving things some time… until the budget’s blown and the business is locked into making even tougher decisions!

Business results & collaboration

Collaboration is a funny word, and ironically many of us are not to good at it.

Think about it – when someone cooks dinner at your place, who does it, do you share the duties? Often one person will do all the cooking and another all the washing up. Often one person becomes great at one of these two things. In business you often have a similar occurrence.

John is great at the Project Management schedule but never gets it together around creating solid relationships. So his assistant becomes great at doing it, and does it so well John never gets out to see his people when part of his role was to be out on the work front. So how could you use collaboration in a way that it would absolutely revolutionise a team’s results in your business? Being able to identify and management your talent in such a way that the transfer of “What they know & do” starts to occur organically within your organisation.

  1. Look at how often you setup specific learning tasks for the people in your team who are not at the top?
  2. When you have meetings with the team what are the expectations you set?
  3. Do you have a selection of your team sharing the things that made the biggest difference to them across the past month, censored by you
  4. Do all team members leave the meeting with structured things to improve on based on where they are at?

How do you then meaningfully sit with all these people in order to ensure the skills, behaviours and attributes that matter are being learned? By consistently considering these factors organisational change can occur faster.

If some of the above is ringing bells also consider the %age greater sales or production & productivity your best people create against those struggling, and consider what changes could you make to your own style of leadership around knowledge transfer and collaboration.