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Get to know your team and have a management with exponential results.

Updated: Jul 26, 2022

“Leaders know what they want, why they want it, and how to communicate it to others in order to gain their cooperation and support.” Warren Bennis

In order to become more prepared for the highly complex and competitive scenario, leaders need to take a strategic look at emerging trends and adapt their leadership approach to changes in the way society thinks, works and lives.

One of the necessary changes is to find a management model that helps each professional to develop their best. And that is exactly what positive management proposes in its way of acting. It is a style of leadership that has been increasingly aligned with the current needs of the market, as it is the qualities of people that make a company unique.

One of the main pillars of positive leadership is to focus on the skills and experiences of those being led and not on their failures. Therefore, in practice the positive leader works on the strengths of the team, as a whole, and of each employee, individually. For this, he bets on self-knowledge (looking inside himself) and on the knowledge of his collaborators.

One of the ways to know yourself and others is through the behavioral profile. Mapping the Behavioral Profile of employees is a way of enhancing the work, helping each person to find their place in a happy and comfortable way. It is based on four basic and distinct profiles, existing in all of us, in different proportions, and on the possible combinations of predominance of these four profiles, which generate unique personalities, with different perceptions of the world, and yet belonging to a group.

To facilitate, a simple presentation of the predominant behavior in each type of behavioral profile follows. It should be noted, again, that we all present the four, with one or two that stand out:

• Analytical — is very rational and weighs his decisions carefully, not caring too much about other opinions. It uses its rationality and is usually resistant and difficult to convince without plausible data;

• planner — values ​​your interpersonal relationships and cares about the opinions of your group. Likes harmony, routine and avoids changes;

• doer — likes to be in control of the situation and is often a leader. You make quick decisions, but that doesn't mean you're impulsive. Likes autonomy, being focused on the scope of the task;

• communicator —communicative and expressive individual who has great power of dialogue. It is dynamic and interactive.

The profile discovery can be done by behavioral analysis software, so that the leader and the company can identify the competencies related to people's attitudes, that is, it is possible to detect their aptitudes and also how they react to different situations. Thus, the application of the behavioral profile ensures more assertiveness for the company's strategies.

And how should the leader act from the knowledge that the behavioral profile can bring?

1. identify and develop strengths of each team member;

2. stimulate and reinforce positive relationships, creating united and connected teams;

3. give autonomy to employees, implementing or strengthening in their management the work cycle that involves: training, autonomy and support;

4. intensify the meanings of work, of the team and of the company.

Practical examples would be: valuing the work delivered, acting with empathy (without neglecting assertiveness), generating an environment of psychological safety and working with purpose. These are some of the paths that lead a team to a positive leadership model.

This type of management that begins with the much talked about, but not always carried out, view, “the right person, the right place”, the recognition of strengths and the practice of autonomy with self-responsibility, positively impacts professionals, creating a culture that results in increased trust and respect between the team and leadership, as well as more talent retention.

And you, how much do you know about each employee to achieve exponential results management?

Édila Souza, Executive Educator and Columnist Gente Mais

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