Hell /hel/ noun: A state or place of great suffering; an unbearable experience.
Example usage: “I’ve been through hell”
Synonyms: a misery, torture, agony, a torment, a nightmare, an ordeal;
We’d like you to think about what type of work environment fits in with your own definition of an unbearable environment. The types of things people do that zap your potential.
Do you love the details or detest them? Are you a free thinker or would you prefer more structure? Do you prefer working with the broader team or are you focused on individual contributions?
We all have differences and preferences. Understanding more about these can help everyone learn how to work better together and lead to a more productive workplace. Take our poll below and tell us what type of work environment that causes you great frustration.
As your board considers its own succession planning, or the next time your board embarks on any kind of change, don’t just look to the usual suspects.
Successful leaders recognize the power that diversity of perspective offers. When people with different ways of thinking and working come together, there’s great potential for more creative problem solving, sounder decision making, and stronger performance — all enviable outcomes. But, what impact does could this have on the Board of Directors? Read the entire Wall Street Journal to find out why they may benefit.
What is the link between empathy and leadership performance? Find out in a new and interesting podcast from “Getting to Yes, And” hosted by Kelly Leonard, Executive Director, Insights + Applied Improvisation at The Second City Works.
Kelly is the co-author of “Yes, And,” a book that explores the power of improvisation to transform businesses and individuals. In this episode, Kelly sits down with KimChristfort, co-author of the book, “Practical Magic for Crafting Powerful Work Relationships,” to discuss the magic and science to crafting powerful work relationships.
The Second City “has produced some of the most unforgettable influential comedians of the last sixty years. Its pioneering methods inspire the mindsets and behaviors that lead to rapid innovation and incomparable content. Second City Works uses those same methods to create programs that drive personal growth and organizational improvement.”
Don’t miss this podcast from WGN Radio. #TuesdayThoughts #TuesdayMotivation
Are you headed to the Indiana Conference for Women next week? Us, too! Dr. Suzanne Vickberg, Business Chemistry’s Lead Researcher, is scheduled to speak on Nov. 8 at one of the largest one-day events for professional and entrepreneurial women in the Midwest. Come join us at this exciting conference!
Suzanne will introduce the power of Business Chemistry during this educational and inspirational women’s conference, which seeks to build a strong ecosystem to help women build careers, create companies, and experience lives that are rewarding, healthy and fulfilling. The Founders believe (and research shows) that environments that foster the growth and development of women lead to healthier and more resilient communities and stronger economic growth.
To support the goal of personal growth and development, Dr. Suz will lead participants through an interactive and engaging experience that will help them learn about what makes some teams excel, while others fumble. She’ll introduce techniques that help teams thrive, tips for leaders that will motivate individuals, and insights that can help you build powerful work relationships. It will be an engaging and fun learning event you don’t want to miss.
My boss, who is a Pioneer and a big Halloween fan, challenged our team to submit our Halloween costume photos for our next team meeting. A few of the team members instantly began to get excited and collaborate on costume ideas, while others were less enthusiastic. As I was observing the ideas by my colleagues, I quietly pondered the question: Do Business Chemistry types align with particular costume preferences?
So, in the spirit of Halloween fun, we thought we’d hunch about what one’s costume selection might say about their working style (now you know how we have fun when we’re not working at the Deloitte Greenhouse):
Beneath a warrior, superhero, or king costume you could find a Driver. These characters are focused and competitive, and let nothing stand in the way of making progress on achieving their goals. They save the world from impending doom and make it home for supper—on time. They’re not particularly worried that they tore up an entire city to save you from an alien invasion because it had to get done. And, when facing their nemesis, they are logical in finding a solution to thwart the evil-doer’s plans.
The good witch, friendly ghost, or furry animal costume just might have an Integrator inside. These characters are diplomatic and non-confrontational. They are found in fairy-tales in which everyone gets along, finds the other slipper, and lives happily-ever-after. They say hello to everyone in the village and do no harm. Integrators’ costumes aren’t scary and encourage the spirit of sharing candy.
A Pioneer may choose a costume no one saw coming. They are the “hanging chad,” the Southern belle turned into “Taco Belle,” or the couple that shows up as peanut butter and jelly. They didn’t buy their costume ahead of time when there were plenty of choices. Instead, they must go through everyone’s closet a couple of hours before the party to pull together something you’ll never forget.
A Guardian might be a bit reluctant to embrace this whole dressing up thing. They may feel they’ll look silly, or be concerned they won’t have time to find the right costume, or want more specific parameters for dressing like something they are not. Or, they just might surprise everyone by using a costume as an opportunity to leave their reserve behind and become their alter ego for a day. A Guardian, who doesn’t want to dress up, may want to join the fun by serving as a judge for the costume contest. They will judge everyone fairly, ignore crowd influence, and follow to the letter the rules and guidelines set for the contest.
Of course, while the Business Chemistry types are based on a mathematical algorithm, our costume theory is just a fun hunch. What’s your take? Does your Halloween costume fit with your type? Send your photos and let us know!
Watch the call-in show with authors Kim Christfort and Suzanne Vickberg to learn more about applying Business Chemistry to real-life team challenges.
Ever wonder what it is that makes two people click or clash? Or why some groups excel while others fumble? Or how you, as a leader, can make or break team potential? Amazon’s Best Seller, Business Chemistry: Practical Magic for Crafting Powerful Work Relationships holds the answers.
What are effective approaches for assembling new teams?
How can existing teams put the hammer down on harmony and creativity?
What can you do with the “sticking gear” in the group—even if it’s you?
Ursula Jorch’s latest Work Alchemy podcast features managing director of The Deloitte Greenhouse Experience team, Kim Christfort. In this interview, Ursula discusses the impact of business relationships using Business Chemistry.
You’ve heard of personality assessment tests before. You’ve probably taken one (or two, or three). But can you remember your personality type? Can you identify the type of the person sitting next to you? Probably not. That’s why Suzanne Vickberg and her co-author Kim Christfort developed Business Chemistry, a system that’s easy to remember and easy for teams to put into practice. Listen to the entire interview on American Management Association’s podcast, Edgewise.
Most organizations hire suppliers based on their capabilities and cost, but integrating five attributes of cultural fit to the mix can lead to healthier and more sustainable supplier relationships. Forbes contributor Kate Vitasek covers a recent social debate about typical hiring practices, and whether they apply to supplier relationships, sparked by the authors of Practical Magic for Crafting Powerful Work Relationships, Deloitte’s Kim Christfort and Suzanne Vickberg.
When you have the opportunity to add a new member to your team, there are lots of ways to go about making your selection. Beyond screening for the proper experience and skills, many selection methods involve some element of testing for fit. Is their working style the right one for the role? Is their personality a fit for the culture? Or, employing the infamous airport test, would you enjoy yourself if you were stuck in an airport together?
Next time you’re selecting a new team member, imagine you’re not stuck in the airport. But the plane makes a crash landing at sea and you’re now floating in a life raft with no hope of immediate rescue. Would you want everyone on that raft to have the same strengths and weaknesses?