It's no secret that many organizations are constantly seeking ways to work efficiently. A common solution is standardization, such as procedures and processes. While this can be effective, it's not always the best approach for every situation. Consider your workplace, for instance. It significantly impacts your work performance – a 'one size fits all' environment can be very demotivating. Thanks to the pandemic, remote and hybrid work has rapidly gained momentum. This also highlights how crucial the workplace is for an individual's well-being and productivity.
Imagine you ask the leaders in your organization; how would they answer these questions?
Have you ever:
- Have you noticed that some people enjoy meetings, while others disengage or withdraw?
- experiencing low engagement during a virtual meeting?
- Have you noticed that people naturally prefer a certain type of workplace?
- Seen that people tend to personalize their workspace when given the chance?
- have you ever wondered why some people prefer to be in an interactive group, while others prefer to work alone, without distractions?
Whether they work remotely, are on-site with others, travel for work, or a combination of these three; effective leaders always find an environment (or adapt it) for ultimate well-being and optimal performance. They also help others to do the same.
How much choice and control do your employees have over their workplace? Do your leaders create environments where diverse individuals can function optimally?
Changing your mindset about workplaces can make a difference. This is the fifth of eight mindset shifts that can transform the impact of leaders.
Leadership Mindset Shift #5 – One size does not fit all
Kay Sargent is doing groundbreaking work in neurodiverse design. Together with her colleagues, she is discovering more and more about the significant influence our workplace has on our well-being and performance.
We are all different, so we must stop assuming that everyone is just like us. People should be given the opportunity to discover environments where they can truly thrive. – Kay Sargent
Kay advises companies to examine HR policies and procedures that allow for personal adjustments to create a tailored environment. Why? Because, on average, 80% of a company's revenue is spent on its people. Kay says: “When the workplace negatively impacts someone's ability to perform at a higher level, it costs a company a lot of money.”
Environmental Preferences and Personality
Personality is a form of neurodiversity because it greatly influences how someone perceives and reacts to the world around them. The Process Communication Model® offers a useful framework for recognizing and adapting environments for different personality types.
The PCM Assessment Matrix
Some individuals are internally motivated to achieve their goals. They look within themselves to decide what's important and what steps to take. They excel at taking Responsibility.
Some individuals are externally motivated to achieve their goals. They are energized by stimuli from the world around them. Their strength lies in their Responsiveness.
Some individuals are more engaged with others and prefer a social environment where they can connect. They excel at building Relationships.
Some individuals tend to be more reserved and prefer less interaction with others. Their strength lies in their Imagination.
At the intersection of Goals and People, you'll find four different quadrants, each representing an environmental preference.
Environmental Preferences
In a group
People who are internally motivated and engaged prefer groups. They gain energy from social interactions and are motivated to build and maintain relationships. They want to work in a safe, stimulating environment with many opportunities to stay in touch with the people they like.
One-on-one
People who are internally motivated and withdrawn prefer one-on-one settings. They gain energy from focused conversations about ideas, values, and concepts. They work best in an environment with fewer distractions and more time and space to concentrate and think.
From group to group
People who are externally motivated and engaged also enjoy being with others, but for a different reason. They thrive on the energy around them, so they are naturally drawn to where all the action and fun is. They work best in environments that are dynamic, creative, stimulating, exciting, and enjoyable.
Only
People who are externally motivated and withdrawn prefer to be alone. They need time and space to think and gain energy from solitude. They appreciate direction in the form of tasks and concepts to work on, but prefer to do the work independently.
Do you want to leverage the power of environmental preferences and avoid the pitfall of “one size fits all”? Then ask yourself the following two questions.
1. Do my employees have a choice in where and how they work?
2. Do my employees have a say in where and how they can work?
The more options and control you can offer your employees, the better their chances are of finding a suitable workplace. This is especially relevant now that companies are struggling to attract and retain top talent.
Be flexible with your workplaces to attract and retain top talent
Imagine if you considered different preferences for a workplace. How might you approach virtual meetings differently? How can you incorporate more options and employee input when designing physical workspaces?
Read this excellent article on designing a neurodiverse workplace
“If you leave someone out of the mix, you don't have inclusion. Then you have distortion.” – Olivet Jones
Change your mindset, become a better leader
Learning how to recognize and adapt to the environmental preferences of different personality types is the focus of this module in the PCM Leadership Program.
In this module, leaders learn:
- to create personality-inclusive workplaces;
- to improve the well-being and performance of your employees;
- to improve the effectiveness of meetings and other gatherings.
Do you want to start strengthening your leadership? Contact us.
