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.

  1. Dominant (D) — Direct, task-oriented, outgoing, determined, fast-paced, likes to win
  1. Influencing (I) — Direct, people-oriented, spontaneous, motivators, imaginative, likes the big picture
  1. Steadiness (S) — Indirect, people-oriented, non-emotional, supportive, good listeners, stick to what they know best
  1. 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 assessment to help clients determine their individual communication style. “It has nothing to do with color, race, eye color or hair color. It’s how you behaviorally function,” he says. “It’s a neutral diversity process or perspective.”

When using the DISC assessment, you’re trying to determine an individual’s natural style of function and adaptive style of function.

Natural style of function is where an individual tends to be the most comfortable. Although sometimes people will say or do things to cause an individual to adapt his or her style to fit a particular circumstance and/or environment, which can in turn create discomfort.

“For some people, they are very much aware of how they function; and other people don’t have a clue,” Jim says. “What we’re trying to accomplish is to find out where an individual is most comfortable or why he or she is adapting dramatically and causing himself or herself issues.”

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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 subject matter experts are asked to go online and answer a series of questions to get a better idea of what the job is all about. Often times, the subject matter experts come back with their own biases, which sometimes can lead to a change the group’s view on the key accountabilities.

Once the set of skills, along with behavioral and motivational/driver’s characteristics have been finalized, organizations can then go out into the marketplace and create a job advertisement specific to the skills that they are looking for.

“This is a very objective way of looking at core skills,” Jim says. “You either fit the position or you don’t. You get people that have the skills and abilities that fit the job. More than likely they like the job; and if they like the job, they will stay on the job as opposed to looking elsewhere.”

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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 by Mary Beth and Jim Bos, MBJ Group is a talent management company. The husband-and-wife team has over 60 years of combined experience paired with the creativity, human capital and strategic resources to get the optimal performance from an organization. The premier provider’s services include employee, group and individual talent management solutions, job placement, staff development and strategic services and executive training. For more information, visit www.MBJGroup.com.

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Career transition: finding the right fit for you

 

There’s a distinct difference between career transition and career coaching. Although, more often than not, people have a hard time distinguishing between the two.

So what separates these two talent management services? The answer is simple.

Career transition helps individuals determine their skills and talents, through a series of online assessments, and applying them in today’s marketplace. On the other hand, career coaching assists individuals in finding an opportunity that fits best.

“Usually in transition, people don’t have a clue, but with coaching, they know where they are going and just need help getting there,” says MBJ Group co-owner Jim Bos.

Founded in 2000 by Sarasota residents Jim and Mary Beth Bos, MBJ Group, a talent management company, has spent the past 17 years offering both services to clients and business professionals.

In recent years, the Bos’ have seen a rise in the number of career transition clients due to the ever-changing job market, relocation and other life circumstances.

Whether individuals in their 50s who suddenly realizes they’re not happy with what they have been doing and are in need of a change; a client who has grown tired of the cold and is looking to relocate to sunny Sarasota with little knowledge of the marketplace; or individuals in their 20s who hasn’t quite figured out where they’re meant to be yet, MBJ Group has seen it all.

While each client has his or her own individual story, the process remains the same. Each career transition client completes a series of assessments to determine their individual skills, talents and passions.

At that point, focus becomes key. The Bos’ stress the importance of taking a step back, looking at your own skills and abilities and then determining which types of organizations will best utilize those skills and talents.

Internships and part-time jobs are two of the easiest and most important ways in helping individuals understand where they’ll find the best fit.

“For some people it becomes a step-by-step process to get where they finally want to be because they don’t have all of the skills to fit the job that they really want,” Jim says. “The hardest person is the one that has no clue and has on multiple hats because it’s hard to get them focused.”

Typically, MBJ Group sees a rise in the number of career transition clients in the middle of January and the beginning of September. Clients are looking to either start the New Year off right or can’t imagine staying in their current job for another year and need help looking for something else.

Although that doesn’t necessarily mean that’s the most ideal time to be in the marketplace. The last quarter of every year tends to be when the majority of businesses are planning their budgets for the coming year and will be looking to fill any open positions. The same goes for companies whose fiscal year begins July 1.

So how do you know which job is right for you?

“There’s a difference between matching the job with the skills than matching the job with the organization,” says Jim. “The former is skills and the latter is culture.”

Once a client’s skills have been determined, the interview process and meeting new potential management becomes key. That’s when you find out if you truly fit the company.

Will you be able to utilize your skills to the benefit of the organization? Does the company culture fit your style? Most importantly, are you passionate about the job and are you willing to be the first one to say that you actually want the position?

“Our goal is to find the fit, the leadership, the passion and the style,” Jim says.

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