Students:
One who worries about always getting things just right,
One who you believe has untapped potential, and
One who reminds you of yourself as a student.
Workers:
One who worries about pleasing everyone, never confronts,
One who is not very engaged in the work, doing minimum, and
One who reminds you of yourself.
Post your comments to this blog post. Post the challenge you would create for each type of learner by adding a COMMENT to this post.
I think my support for these students would be:
ReplyDeleteOne who worries about always getting things just right:
Stay positive, praise them for their dedication, conceptualize goals for them so get wider perspective what matters, “improve feeling”.
One who you believe has untapped potential:
Honor and activate their strengths, make sure student has information (thinking, reflection enough) to build to his success.
One who reminds you of yourself as a student:
Honor their need to understand how they will use what they have learned.
Student #1: Praise their dedication, but help them conceptualize, that is, figure our what is important and what is less important. It is good counseling to improve their perspectives because they tend to worry about everything. Good strategies, Nico.
DeleteStudent #2: Most important to remind them of their strengths. I would add the possibilities if they begin working full strength.
Checking on their level of information as well. Yes.
Student #3: That's the Three in you speaking. Would work.
One who worries about pleasing everyone, never confronts:
ReplyDeleteListen and validate their feelings: Encourage the person to talk about his/her concerns and validate his/her feelings. Let him/her know that it's normal to feel anxious about confrontation and that you're there to support them.
Offer perspective: Help the person see the situation from a different perspective. Remind him/her that pleasing everyone is not always possible and that standing up for himself/herself and speaking their mind can actually help build respect and credibility in the long run.
Encourage the eprson to practice assertiveness. I might role play some scenarios to help them become more confident in expressing their needs and wants.
One who is not very engaged in the work, doing minimum:
Try to understand why this worker is not engaged. A lack of motivation? boredom? lack of understanding of the work? or personal or professional challenges outside of work, etc. (feeling part)
Then schedule a private conversation with the person to discuss my observations and to find out if there is anything I can do to support them. (what it is)
Based on the conversation, offer constructive feedback in a non-judgmental way. Encourage them to identify what they need to improve their performance and be open to suggestions. Encourage the person to be more collaborative and to seek help from others. Being part of a team can help to build motivation and increase engagement. (how to do)
One who reminds you of yourself:
It's important to approach the person with empathy and understanding.
Encourage the person to prioritize their own well-being and to take time for themselves. This can help to prevent burnout and ensure that they have the energy and resources they need to be effective at work.
Encourage the person to delegate tasks and responsibilities to others. Explain that delegation can help to ensure that work is distributed fairly.
Your comments are a joy to read.
DeleteWorker #1: Listen, encourage, talk concerns. Helping this learner to understand how respect is earned, that it has risks. This is a gutsy approach and surprisingly usually successful.
Worker #2: Personal talking is necessary after you have dealt with your own wondering. Feedback, putting them to work on choosing their own improvements, building the team sense.
All fine strategies, Ran.
Worker #3: Delegation yes, Threes tend to do whatever needs to be done and sometimes do burn out. Nice work,
A participant who worries about always getting things just right.
ReplyDeleteEncourage out-of-the box thinking through creative activities that don't have "right" or "wrong" solutions, lego serious play activity, for example.
A participant who you believe has untapped potential.
Design an activity where participants give each other appreciative feedback.
Worker#1: That's a great strategy for perfectionists, who tend to be Twos.
DeleteWorker #2: Yes, that would work, and add a nudge or two.
Worker #3:
One who worries about pleasing everyone, never confronts, - I would ask this worker to do something that s/he likes or prefers in spite of what the others think and then analyze how s/he felt and what the others’ reactions were. I would ask him/her to make a list of what s/he won/learned by doing this experience.
ReplyDeleteOne who is not very engaged in the work, doing minimum, and
- I would ask him/her what would be a topic s/he is interested in and I would put him/her in a group with other colleagues to work on that specific topic. I would then give him/her greater responsibility when doing that task of coordination.
One who reminds you of yourself.
I am a type 2, so I would ask specifically this worker to complete task through a visual / audio / artistic perspective; I would encourage developing creativity and skills, hands on exercises and experiments.