Managing Diversity of Personality and Style in the Workplace

March 1st, 2013 Walnut Creek, CA

WELCOME REMARKS Carol Evans CEO Diversity Best Practices

Diversity Best Practices | www.diversitybestpractices.com

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Welcome new Diversity Best Practices Members! •Gap Inc. •HealthSouth Corporation •International Monetary Fund •Abbott Laboratories •BCBSNC •Kimpton Hotels •Land O Lakes •Union Bank California •UPS

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TWITTER

Join the conversation! @NxtGenDiversity #DBPMC

Diversity Best Practices | www.diversitybestpractices.com

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AAA Northern California, Nevada & Utah Insurance Exchange

WELCOME REMARKS Rose Guilbault VP, Communications & Social Responsibility AAA Northern California, Nevada & Utah Insurance Exchange

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Managing Diversity of Personality and Style in the Workplace

March 1st, 2013 Walnut Creek, CA

PERSONALITY AND STYLE DIVERSITY Andrés Tapia President Diversity Best Practices

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Style Diversity

Personality (DNA)

+

Culture (Environment)

+

Formative

Diversity Best Practices | www.diversitybestpractices.com

Aspiration (Goals)

=

Behavior (Cognition + Action)

Choices

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Managing Diversity of Personality and Style in the Workplace

March 1st, 2013 Walnut Creek, CA

EXTROVERT/INTROVERT EXPLORATION AND GROUP EXERCISE

Angela Johnson Meadows Content Director Diversity Best Practices

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Group Exercise – Part 1 Exploring stereotypes about introverts and extroverts

2 volunteers – 1 introvert, 1 extrovert Reactions?

Diversity Best Practices | www.diversitybestpractices.com

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Group Exercise – Part 2 Pair up with the person next to you and share the following: • Are you an introvert or extrovert?

• What do you like about your orientation? • How do you think others perceive you as a leader? • What frustrates you about working with those of the opposite type orientation? • What you like or admire about your opposite type?

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Group Exercise Thoughts? Reactions?

Diversity Best Practices | www.diversitybestpractices.com

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Managing Diversity of Personality and Style in the Workplace

March 1st, 2013 Walnut Creek, CA

Laurie Helgoe, Ph.D. Psychologist and Author Introvert Power: Why Your Inner Life is Your Hidden Strength

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Follow @NxtGenDiversity at the #DBPMC + join the game-changing diversity and inclusion conversation! 17

Managing Diversity of Personality and Style in the Workplace

March 1st, 2013 Walnut Creek, CA

Best Practices Panel: Tools and Measures to Assess Personality and Style

Antoine L. Andrews

Joyce Ibardolasa

Patty Nishimura Dingle

Senior Director, Diversity and Inclusion Gap Inc.

Director, Performance and Inclusion Pacific Gas & Electric Company

Senior Diversity & Inclusion Consultant AAA Northern California, Nevada & Utah Insurance Exchange

Diversity Best Practices | www.diversitybestpractices.com

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BEST PRACTICES PANEL

Antoine L. Andrews Senior Director, Diversity and Inclusion Gap Inc.

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Gap Inc. Key Facts • Founded in 1969 • Brands: Gap, Banana Republic, Old Navy, Piperlime, Athleta and Intermix • Outlet stores: Gap Outlet and Banana Republic Factory Stores • Over 3,250 stores worldwide • Online ~ 90 countries

Diversity Best Practices | www.diversitybestpractices.com

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Owned and Franchise Gap Inc. stores

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StandOut Assessment The StandOut assessment helps you accelerate your performance by pinpointing your comparative advantage, and showing you actions you can take to capitalize on this advantage. OVERVIEW: The assessment measures how well you match 9 Roles and reveals your lead Role and secondary Role. These top two Roles are the focal point of all your talents and skills and your instinctive way of making a difference in the world. Diversity Best Practices | www.diversitybestpractices.com

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STANDOUT IS AN ACTION-ORIENTED STRENGTHS ASSESSMENT THAT REVEALS YOUR PERSONAL EDGE TO HELP YOU WIN AT WORK. Follow @NxtGenDiversity at the #DBPMC + join the game-changing diversity and inclusion conversation!

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9 StandOut Roles 1. Connector 2. Advisor 3. 4. 5. 6. 7. 8. 9. Diversity Best Practices | www.diversitybestpractices.com

Influencer Equalizer Stimulator Pioneer Provider Teacher Creator 25

How is Gap Inc. using StandOut • • • • • •

Team Engagement Individual Talent Development Leadership Assessment & Development Team Building Diverse Talent Development Programs Certified StandOut Coaches

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BEST PRACTICES PANEL

Joyce Ibardolasa Director, Performance and Inclusion Pacific Gas & Electric Company

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Pacific Gas and Electric Company Provide safe, reliable and affordable customer-focused gas and electric service to approximately 15 million people in northern and central California • Serves 1 in 20 Americans

• 70,000-square-mile service area in northern and central California • 5.1 million electric customer accounts • 4.3 million gas customer accounts • More than 141,215 circuit miles of electric line • More than 42,141 miles of natural gas pipelines

Diversity Best Practices | www.diversitybestpractices.com

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Whole Brain Model CEREBRAL MODE

Thinking Processes

B

Thinking Processes LOGICAL

HOLISTIC

ANALYTICAL

INTUITIVE

FACT BASED

INTEGRATING

QUANTITATIVE

SYNTHESIZING

(UPPER LEFT)

(UPPER RIGHT)

(LOWER LEFT)

(LOWER RIGHT)

SEQUENTIAL

INTERPERSONAL

ORGANIZED

FEELING BASED

DETAILED

KINESTHETIC

PLANNED

EMOTIONAL

Thinking Processes

D

Thinking Processes

LEFT MODE

A

C

LIMBIC MODE

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Whole Brain Model Uses facts to illustrate points

Speaks in phrases

Very straightforward

Stops in mid-sentence, thinking others obviously know

Applies logic Appears to display little or no emotion regardless of the situation

A

Very abstract in speaking –– uses metaphors and musical words Asks questions that lead to other questions: Why?

How the Brain Communicates

Speaks in complete sentences and paragraphs

Processes sequentially Very concrete in speaking

D

Face is animated – eyes flash, etc. Uses extensive nonverbal gestures

Uses stories to illustrate points Talks out loud or to self to learn

Asks questions that have answers: Who? When? How? B What? Where? Diversity Best Practices | www.diversitybestpractices.com

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C

© 2012 Herrmann International; www.hbdi.com

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StrengthsFinder Achiever Adaptability Arranger Command Competition Consistency Deliberation Discipline Focus Harmony Includer Input Learner Positivity Responsibility Self-Assurance Strategic

Activator Analytical Belief Communication Connectedness Context Developer Empathy Futuristic Ideation Individualization Intellection Maximizer Relator Restorative Significance Woo

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StrengthsFinder Four Leadership Domains Relationship Executing Influencing Building Achiever Activator Adaptability Arranger Command Developer Belief Communication Connectedness Consistency Competition Empathy Deliberative Maximizer Harmony Discipline Self-Assurance Includer Focus Significance Individualization Responsibility Woo Positivity Relator Restorative

Diversity Best Practices | www.diversitybestpractices.com

Strategic Thinking Analytical Context Futuristic Ideation Input Intellectuion Learner Strategic

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StrengthsFinder OUR TEAM B

Strategic

Relator

Individualization

Achiever

Ideation

I

Learner

Achiever

Input

Individualization

Relator

S

Positivity

Arranger

Responsibility

Woo

Communication

W

Relator

Activator

Maximizer

Positivity

Strategic

L

Learner

Achiever

Relator

Self-Assurance

Arranger

R

Strategic

Arranger

Developer

Communication

Positivity

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BEST PRACTICES PANEL

Patty Nishimura Dingle Senior Diversity & Inclusion Consultant AAA Northern California, Nevada & Utah Insurance Exchange

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Have you ever… • Thought you had a clear agreement with someone …and later on discovered they meant the opposite of what they’d said?

• Wondered “Why don’t they just come out and say what’s on their mind … …instead of expecting me to guess their meaning?!” …Then you are probably a low-context communicator.

Diversity Best Practices | www.diversitybestpractices.com

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Have you ever… • Wondered why some people just can’t seem to understand you … when you’re being as clear as you possibly can be while remaining polite and socially appropriate? … Then you are probably a high context communicator.

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Low context • • • • • • •

Relies on literal, precise meaning of words Explicit (direct) The message is in the words “No” means no; “Yes” means yes Low context groups may prefer written communication Things are clearly explained Low context communicators may come from cultures that tend to be more informal

Diversity Best Practices | www.diversitybestpractices.com

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High context • • • •

• • • •

Relies on non-verbal, nuanced cues Implicit (indirect) The complete message is not in the words Vocal tone, body language and other “cues” can be as important as the words Individual words are carefully chosen “No” could mean yes; “Yes” could mean no High context communicators may come from cultures that tend to be more formal Meant to signal shared cultural assumptions and values Follow @NxtGenDiversity at the #DBPMC + join the game-changing diversity and inclusion conversation!

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When Low Context and High Context Collide • Direct (low context) communicators may think that indirect (high context) communicators: – – – – –

Are evasive Are dishonest Can’t take a stand Have no opinion Increase tension by not dealing with issues directly

• Indirect (high context) communicators may think that direct (low context) communicators: – – – – –

Are insensitive Talk too much Are insulting Are harsh Increase tension by dealing with issues in a direct manner (not allowing people to “save face”)

Diversity Best Practices | www.diversitybestpractices.com

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Managing Diversity of Personality and Style in the Workplace

March 1st, 2013 Walnut Creek, CA

STYLE AND INFLUENCE: A Look at Communication Styles Andrés Tapia President Diversity Best Practices Follow @NxtGenDiversity at the #DBPMC + join the game-changing diversity and inclusion conversation!

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Informal (People-Oriented) 4.0

Advocate

Facilitator

1.0

1.75

2.5

3.25

4.0

Easy-Going (Introvert)

Dominant (Extrovert)

3.25

1.75

Controller

1.0

Analyzer

Formal (Task-Oriented)

Diversity Best Practices | www.diversitybestpractices.com

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The Styles

ADVOCATE (El Revolucionario)

FACILITATOR (El Buena Gente)

CONTROLLER (El Caudillo)

ANALYZER (El Cráneo)

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Business Behavior Types Spontaneous “People Oriented” ADVOCATE

FACILITATOR

• High energy

• People person • Likes meetings • Team oriented

• Competitive • Creative thinker • Ego Driven • Low attention to detail • Ambitious

Dominant “Tell”

• • • •

ANALYTICAL

CONTROLLER • • • • • • • •

Likes consensus Sociable Unassuming Avoids conflict

Outcome oriented Time is important Yes/No answers Impatient Objection driven Direct Doesn’t mind conflict Often a Decision Maker

Easy-going “Ask”

• Process oriented

• High attention to detail • Low sense of urgency • Likes opinions • Methodical • Systematic • Rational, key influencer

Controlled “Task Oriented”

Diversity Best Practices | www.diversitybestpractices.com

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Facilitators: Advocates: Jae Requiro / National Manager, Diversity and Inclusion / Toyota Analyzers: Regina Yabut / Diversity Specialist, Corporate Diversity & Inclusion / Genentech Facilitators: Linda Bowers / West Coast Account Director / Diversity Best Practices Controllers: Melissa Jones / Human Resources Executive / AAA Northern California, Nevada & Utah Insurance Exchange

Diversity Best Practices | www.diversitybestpractices.com

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The Influence Game Advocates: Influence the Analyzers to provide a onsite daycare for employees Analyzers: Influence the Advocates to invest in a new enterprisewide Financial Controls software Facilitators: Influence the Controllers to allow for more virtual work arrangements Controllers: Influence the Facilitators to set up attendance policy for the company

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Report Out: The Influence Game Advocates: Influence the Analyzers to provide a onsite daycare for employees Analyzers: Influence the Advocates to invest in a new enterprisewide Financial Controls software Facilitators: Influence the Controllers to allow for more virtual work arrangements Controllers: Influence the Facilitators to set up attendance policy for the company

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Managing Diversity of Personality and Style in the Workplace

March 1st, 2013 Walnut Creek, CA

CLOSING REMARKS Andrés Tapia President Diversity Best Practices

Diversity Best Practices | www.diversitybestpractices.com

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CLOSING REMARKS Rose Guilbault VP, Communications & Social Responsibility AAA Northern California, Nevada & Utah Insurance Exchange

Follow @NxtGenDiversity at the #DBPMC + join the game-changing diversity and inclusion conversation!

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CLOSING REMARKS Carol Evans CEO Diversity Best Practices

Diversity Best Practices | www.diversitybestpractices.com

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Upcoming DBP Events • March 8th International Women’s Day Web Seminar: Boosting Women’s Rights Through Corporate Responsibility

• May 3rd Member Conference: Engaging Middle Managers as if Their Careers Depended On It, Charlotte NC • June 5th-6th Network+Affinity Leadership Congress, New York NY Follow @NxtGenDiversity at the #DBPMC + join the game-changing diversity and inclusion conversation!

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Upcoming DBP Events • July 16th Generational Diversity Web Seminar • August 1st Member Conference: Addressing the Talent Pipeline, Charlotte NC • August Global Teleconference • September 19th-20th Network+Affinity Leadership Congress, Chicago, IL • October 8th Next Generation Metrics: Predictive Analysis Web Seminar • November 8th Benchmarking Web Seminar • December 12th Member Conference: Product+Service Development

Diversity Best Practices | www.diversitybestpractices.com

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AAA Northern California, Nevada & Utah Insurance Exchange

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