Saturday, December 12, 2020

About the brand



About the brand

Branding, type setting, character determination, name it whatever you want, we're practicing it all the time. It is true that in business the ability to develop rapid knowledge could be invaluable. Imagine how great it would be if we all developed the ability to take a snapshot of each job applicant, to see where their strengths and weaknesses lie. Well, the silver lining, according to the lecture I received today, is that we already do it, unconsciously. We mark people the moment we see them. However, the downside remains that we don't always execute the branding process in the right way. It is this very mark, this snapshot of the first moment, that guides our approach to another person. It is the brand that makes us more open to some and too defensive towards others. There are some people we just can't stand, no matter what they do ... and some people who just can't go wrong with us, no matter how often we get warnings from third parties! 

Another funny thing I observed tonight is that people will easily tell you, when asked, that they prefer to hire employees who are their opposites, "so that the performance gaps but I don't understand the words of. Because in reality, it has been proven time and again that nobody really goes for diversity, because we have an innate tendency to stick with what is familiar to us, and that is ... correct! ... the person with most of the characteristics we know best: those that belong to us!

But in case we, as potential leaders, really want to establish an ideal work environment with the necessary diversity in characteristics, backgrounds and qualities; How can we take a mental snapshot to be sure that we are hiring the right people given our current team of workers?  therefore I need to find. If you know yourself, for example, that you are a fast-paced, goal-oriented decision maker (let's call it type 1), you want to get an analytical and stabilizing element to balance your team. People with persuasive tendencies (type 2) generally don't mind showing their emotions, while people of type 1? Will those with controlling personalities hide their feelings and just go to work? Quick! People with stabilizing skills (type 3) will seek to solve interpersonal problems. Those with analytical skills (type 4) will review and recheck the process incessantly before firing it into execution. Interestingly, most people have 2 types represented within them: a dominant type and an underlying type. The dominant is what it represents, while the underlying determines how it obtains its results.

It's an interesting skill for leaders to examine. And a revelation for people who thought they knew themselves for decades. However, here is a caveat, no matter what personality test you take, remember that these are mere snapshots that are subject to change over time and in different situations - one may, for example, be predominantly a controller at work , even more persuasive in the private realms of life.

Therefore, marking people from a first impression is never a good idea, although it can hardly be prevented. The only thing we can do, now that we are aware of this trend within us, is to keep an open mind for 2nd, 3rd, 4th and even 5th impressions. Sounds reasonable? I also thought the same!