When you enter a C-Suite level position, you have certain expectations and preconceived notions. You’ve likely spent years in the industry and seen it all. Yet nothing can adequately prepare you for the various personalities you’ll encounter as CEO and how they work (or don’t work) together.
While we wish everyone got along regardless of circumstances, it’s an unrealistic expectation. That's why a certain skill set is needed to mediate employee relations effectively and fairly.
Here are four key areas all CEOs should focus on when managing different personalities in the workplace:
Evaluate company culture- Each business operates as a unique microcosm. What worked previously may not be the case in a new company. Observing company climate is perhaps one of the most important things you can do in your new role.
To do this effectively, make a point of connecting individually with employees. Find out what motivates and drives them, but also what can hinder their performance. This information is necessary for successful team building and collaboration.
Lead by example- A positive work environment starts from the top, so use opportunities to demonstrate the communication and reciprocity you’re seeking. The way you speak to colleagues impacts how employees speak to each other. Be mindful of this and lead by example.
Avoid labeling- We all make assumptions, and rightfully so. After all, it’s easy to distinguish an introvert from an extrovert or someone skilled in web design versus public relations. But when people are pigeonholed into a certain niche, it limits their current capacities—plus the development of new ones.
Of course, you’ll want to emphasize individual strengths and weaknesses. Just be sure to consider the broader range of talent your employees possess. Check in from time to time on their level of satisfaction to avoid burnout. Doing so ensures a diversified skillset and keeps the company fresh and forward-thinking.
Don’t fear conflict- It may sound counterintuitive, but conflict isn’t always a bad thing. "Managers have to be comfortable with conflict and know it's for the better of the organization," said Tracey Adams, Ph.D., founder of ThriveOn Seminars, a Portland, Oregon based firm focused on developing emotional intelligence.
Different (and sometimes clashing) opinions are par for the course but serve a purpose. They shed light on company blind spots and allow for growth and development in select areas of performance. As long as you remain fair and firm, you’ll be well-suited to handle conflicting personalities when they pop up.
Let’s face it. Managing different personalities isn’t always easy. But with the right strategies, you’ll handle these challenges with success.
Health Recruitment
Pharma Recruitment
Digital Health Recruiter
Health Recruiter
Pharma Recruiter
Clinical Recruiter
HealthTech Recruiter