How getting insight into your colleagues can improve team communication

Communication is an integral part of our daily lives. It’s all around us; and yet many people don’t know how to communicate effectively with their colleagues. The problem lies in their inability to fully understand their audience. How can you expect to communicate effectively if you don’t know where the person is coming from? If you want to be able to relate to your colleagues on a personal and professional level, you first need to know what drives and motivates them. Who are they as individuals? What are their likes and dislikes? “Until they know what drives their behavior and until they know what their behavioral styles are, they can’t relate to each other,” says Jim Bos, co-owner of MBJ Group, a talent management company. So how do you determine your behavioral style is and use it to relate to someone else? That’s where communication tools come into play. Communication tools are essentially categories to define human motivation, drive and behavior. The assessments help individuals understand what their styles say about them and their team members. Until you recognize these elements, he or she may have difficulty effectively relating to other team members. “If I don’t relate to you, then I’m basically talking past you so you do not understand what I am trying to communicate,” says Jim. “We have to figure out how the various styles of functioning work together.” Your driving forces – based on six keywords on a continuum – allows you to see the impact they have on each other and you as a unique person. Each of us is a combination of all our driving forces, and looking at them in clusters allows us to truly understand our underlying causes for motivation. Then, behaviorally, there are four styles of functioning: Dominance, Influence, Steadiness and Compliance. Each style has a specific way to communicate to that particular style. By delving into your specific style characteristics, you can determine the type of person you are based on how you do and don’t do different things. In this way, business professionals can get a better idea of their individual styles and how to use these styles to relate to other members of their organization. This is can be done in a communication seminar for individual groups or teams. The communication team seminar, can last anywhere between two to four hours, depending on the number of individuals involved. Business professionals complete a pair of assessments online, which develops reports giving the professional insights into their passions and how they compare to others on their team. “You have to understand where people are coming from,” says Jim. “If I know what excites you and what your passion is, then...

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What does your communication style say about you?

What does your communication style say about you?  Communication is the fabric of our daily lives. It’s how we interact. It’s how we share our stories. It’s how we live. Whether verbal, written or silent, communication plays a vital role in how we process our environment. With so much of our time centered on communication, it’s important to understand how to communicate effectively. That understanding comes in large part from knowing your own communication style and what is says about you. Are you guided by emotion or driven by facts? Are you the life of the party or do you tend to shy away from social situations? Do you prefer to follow a detailed agenda or would you rather spend the first hour of a business meeting rehashing the latest episodes of “This is Us” and “Dancing with the Stars”? The answers to questions like these help determine your communication style. Once you know what your communication style is, you’ll have a better idea of whether or not you’ll be a potential fit for a specific job or career path. You’ll also have a better understanding of family, friends and colleague’s communication styles, and you can adapt your communication style to meet theirs. Although adaption doesn’t mean you are short changing yourself. You’re simply adapting your style to make sure your communication is effective. So how do you go about determining your communication style? First, you need to determine what drives your behavior. In order to be successful, people need to fully recognize their strengths and weaknesses so they understand how to thrive in their environment. Once you’ve figured out how your mind works, you can begin to ask yourself why do you act or feel a certain way in a given situation and how best to respond to others in those situations. That’s where the DISC assessment comes into play. The DISC assessment provides a comprehensive overview of how someone thinks, acts and interacts based on four different behavioral styles. Dominant (D) — Direct, task-oriented, outgoing, determined, fast-paced, likes to win Influencing (I) — Direct, people-oriented, spontaneous, motivators, imaginative, likes the big picture Steadiness (S) — Indirect, people-oriented, non-emotional, supportive, good listeners, stick to what they know best Compliance (C) — Indirect, task-oriented, logical, quality controllers, objective, consistent, likes to be right As a whole, the population is made up of a certain percentage of each style with 18 percent being Dominant, 29 percent Influencing, 45 percent Steadiness and 8 percent Compliance. DISC assessments aren’t personality assessments. Rather they are behavioral assessments designed to help gauge current and future behavior. “This is the ultimate in diversity,” says Jim Bos, co-owner of MBJ Group, a talent management company that routinely uses the DISC...

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Benchmark for success: How to find the right person for the job?

Do you want a body in the position or do you want the skills and competencies that fit the job? It’s the main question that organizations should be asking themselves whenever they are looking to fill a position. Every job requires certain characteristics for an individual to be successful, and it’s up to the organization to figure out what specific competencies are needed for an individual to fit a particular job. Organizations often focus their attention solely on the interview process itself and their initial reaction to a specific applicant. If they like the person they are interviewing, they are more likely to offer them the position. However, that may not translate into long-term success. “That doesn’t mean you’re securing the right people for a particular job,” says MBJ Group co-owner Jim Bos. Founded in 2000 by Sarasota residents Jim and Mary Beth Bos, MBJ Group, a talent management company, works with organizations to determine what they want in a specific position through a process called benchmarking. Benchmarking is a multi-step process that essentially answers one question: What does the job require? The benchmarking process can be used to fill any job at any level within the organization by helping the organization determine what exactly they are looking for in any given position. More often than not, companies don’t even realize benchmarking exists. “The more they know about this process, the more potential benefits it’ll have on the organization,” he says. The first step is to find three to 10 people who are subject matter experts within the organization and already know about the job. The goal is to find people who are not only successful in the position but also those who aren’t so successful. Once the subject matter experts have been identified, MBJ Group has them answer a series of questions related to the job itself. Those answers relating to the details and responsibilities of the job, such as customer service, are then placed into anywhere between four and seven groupings. “What are the key accountabilities that should be met with a fully trained person,” says Jim. “A lot of organizations miss doing this step.” Once the top key accountabilities have been determined, the next step is to figure out what percent of time an individual should be doing any one of those items and which item could be cause for termination if an individual is not performing in that category. “There are certain people that fit certain jobs,” he says. “We’re trying to objectively look at what the job needs for an individual to be successful. Once we’ve identified what those competencies or skills are, now we can go look for them.” At that point, the...

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MBJ Group celebrates 17th anniversary

MBJ Group (MBJGroup.com), a talent management company, welcomed the New Year by celebrating its 17th anniversary in business on Jan. 1, 2017. Sarasota residents and co-owners Jim and Mary Beth Bos founded MBJ Group in 2000 as a way to help business owners build their companies through executive coaching, staff development and strategic services, among other innovative tools. “I think the joy for me is working in the company for 17 years and consistently performing and gaining integrity, respect and referrals from clients,” Mary Beth Bos said. “That really is icing on the cake. We truly enjoy what we are doing and foresee doing this for a long time. It’s renewing and keeps us on our toes.” Over the past 17 years, the Bos’, who balance nearly 20 corporate and career transition clients at any given time, have expanded their service offerings based on feedback they’ve received from their customers and clients. Whether it’s a client forging a new career path or an established company searching for an executive, the Bos’ provide each of their clients with a similar focus and attention to detail. In doing so, MBJ Group has gained a reputation in the community for going above and beyond to put the client first. Having graduated from Corporate Coach U, the couple utilizes its business coaching designation and Jim’s four-year coach teaching experience in all aspects of their business. Today, MBJ Group focuses on four areas, including facilitating searches for nonprofit and for-profit organizations, working with professionals in career transition, utilizing career assessments to assist organizations in the hiring process and coaching senior-level executives. “It takes a long time for people to see that you’re in it for the long haul,” Mary Beth Bos said. “It doesn’t matter what you did before. It’s what you’re doing now. For us, that’s being diligent and delivering great results for our clients. It’s gaining trust and establishing credibility and integrity. That’s what it’s all about for our business.” Prior to starting MBJ Group, Mary Beth Bos spent more than 25 years working in the nonprofit sector as a CEO of two foundations, executive director of several organizations, including United Way, and in various marketing, communications and development officer roles. Jim Bos’ leadership background includes 30 years of experience in senior executive management in banking and insurance. His management/marketing experience includes operational management, sales, executive level presentations, corporate communication, advertising, media spokesperson and community relations advocate. “Our goal this year is to make people aware of who we are and what we offer,” Jim Bos said. “You just don’t know where your next customer or client is coming from. It’s all about talking to people.” About MBJ Group Founded in 2000...

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