by Trigena Halley | Jun 19, 2016 | Blog
When most of us think about working together effectively we think about how we communicate, how we show empathy, how we collaborate and how we handle conflict. Very rarely do we consider the impact that “structure” has on our relationships and our ability to work together effectively. According to the Myers-Briggs Type Indicator (MBTI) - one of the most widely used personality assessments in the world - there are two ways in which we structure our world – as a Judger or a Perceiver. When most of us hear Judger and Perceiver we generally think of the common following definitions: Judger – judgmental of others Perceiver – how we perceive the world around us According to the MBTI, when it comes to our personality we have different definitions of Judger and Perceiver. Individuals who structure their world in an orderly fashion, make a plan and work the plan, like to make decisions, come to closure, and move on are likely to be Judgers. Perceiver’s, on the other hand, are defined by their ability to adapt quickly, turn on a dime, leave their options open and seek out more data in situations. Judgers and Perceivers both have of structure – the difference is how they operationalize that structure. For Perceivers, the key word is flexibility – an 8:00am appointment means showing up between 8:00-8:15am – time is flexible and more information and data is always better than making a decision too quickly or coming to closure prematurely. Leaving your options open is preferable; plans usually are made, and changed, at the last minute with no anxiety. For Judgers, the key...
by Trigena Halley | May 11, 2016 | Blog, Leadership, News
Salt Lake City — (KUTV) Life Coach Trigena Halley visited Fresh Living to talk about Introverts and Extroverts and what you need to know in order to make the most of your communication. Introverts and Extroverts - What You Need to Know When most of us think about communicating effectively we think about how we show up with others, not necessarily about what energizes others and us in terms of communication. According to the Myers-Briggs Type Indicator - one of the most widely used personality assessments in the world - there are two ways in which we are “energized”. This energy focus has a large impact on how we communicate, like to be communicated with, and, importantly, how we are energized. When most of us hear introvert and extrovert we generally think of the common following definitions: Extroverts - loud, gregarious, talks more than listens Introverts - quiet, shy, listens more than speaks While some of those traits might be accurate, when we think of personality and what energizes someone they are not completely accurate. Individuals who are energized by people and external events are likely to be an extrovert while an introvert is energized by their internal world of ideas and thoughts. When we talk in terms of energy, it has to do with how drained or invigorated we are in regards to our interactions. Extroverts and introverts can both speak in front of groups or spend time working alone on a project and do it equally well - the difference is in their energy levels during and after the engagement. For introverts, a speaking engagement, volunteer group...
by Trigena Halley | Mar 19, 2016 | Blog
Giving feedback is one of the most common things we do as parents, spouses and co-workers. When feedback is done well it leads to increased satisfaction, performance and motivation, when not done well it can cause conflict, stress and confusion. As parents one of the best things we can do for our children is to provide both motivational and developmental feedback that contributes to their success. There are typically two forms of feedback – motivational and developmental. Motivational feedback identifies what was done well and why it was important – the individual receiving the feedback understands the positive impact and how to replicate the behavior or action in the future. Developmental feedback identifies what needs to be improved or changed and why that change is necessary. Giving feedback can either be a distributing or contributing process. Distributing feedback is a one-way communication process whereby on person provides their viewpoint while contributing feedback is where a discussion occurs and both parties provide input. Two questions to consider as we give feedback: Am I doing it effectively so behavior can be replicated or changed? Is my feedback distributing (telling) or contributing (designed to impact behavior)? A good feedback model is the STAR approach: S/T (Situation or Task) – Situation or Task – the behavior, action or task. A (Action) – the action taken or not taken R (Result) – the result of the action taken or not taken Emotional vocabulary also gets us in trouble when we give feedback – these are words such as always, never, everybody and nobody. These allness words tend to over exaggerate and cause the other...
by Trigena Halley | Feb 19, 2016 | Blog
One of the great things about Utah is the four seasons; my favorite is Fall because it is the season that signals the most change….change in schedule (for me, kids are back in school), temperature, color, winter is coming (which brings ski season) etc. As I think about the seasonal change it draws my thoughts to how we think about, approach and go forward when change occurs in our lives. Much like life, nature doesn’t give us a choice in change, it happens whether we are ready or not! Watching the mountains change with the seasons made me think how the mountains don’t necessarily change but the seasons themselves change the look of mountains. Much like us, who we are generally stays the same, how we approach the “seasons of life” are what changes and grows. William Bridges, author and expert on change leadership makes a distinction between change and transition. According to Bridges, “change is external and tied to a certain situation, transition is the internal, emotional process of how you respond and come to terms with that change.” The understanding between change and transition is key to working with change and helping others navigate change successfully. William Bridges following perspective: The Ending (Change Occurs) Neutral Zone (Evaluation Time) New Beginning (New Normal) Whether good, bad or indifferent, driven by us or happened upon us, change requires a new pattern of doing, thinking and behaving. The Ending (Change Occurs) – most of us know when we are here, it happens - we move, change jobs, have kids, get married, get divorced, lose our job, start a job….the list...
by Trigena Halley | Feb 19, 2015 | Blog
Giving feedback is one of the most common things leaders do in support of their team members, yet it can be on of the quickest ways to put team members into threat mode. According to Dr. David Rock, founder of the Neuroleadership Institute and author of several books on the topic, leaders unknowingly put their teams into a threat mode. The latest information regarding neuroscience suggests the brain craves “rewards” and works to stay out of what it perceives as “threats”. Practically speaking, this means the brain does best in situations producing “reward” status. Reward status is found in situations where individuals experience autonomy within their jobs, situations in which they are treated fairly and the development and sustainment of strong relationships with those in their life. Conversely, brains work to avoid situations perceived as “threats”. Threat status is experienced when individuals receive developmental feedback, conflict situations that threaten relationships between one or more individuals or individuals perceive other individuals are treating them unfairly and/or the situation is unfair. When the brain goes into threat mode the pre-fontal cortex (where higher level thinking occurs) is overridden by the amygdala (where fear circuitry is located) and resources go toward restoring reward status thereby reducing the ability of individuals to be productive and creative. As leaders how do we give feedback in a manner that supports the needs of team members and minimizes possible threat responses? Here are a few guidelines: DISCUSS vs LECTURE – How the request for the meeting is made is as important as the meeting itself. Set the stage for a discussion, not a lecture, by inviting...
