Do you manage someone who is too "bossy" or "opinionated"? Those seemingly negative traits may actually provide clues to that employee's talents and strengths.
In considering the relationship between two colleagues, let's use the analogy of an intersection. When we approach an intersection that's clogged with traffic, we can't pass through. The same is true for the intersection between two people. If it's blocked by a tangle of negative labels and unflattering perceptions, then effective communication is severely impaired.
QUOTE: How can two people work well together when they describe each other in such disparaging ways?
How can managers eliminate the use of negative labels among employees in their workgroups and improve the flow of communication? I recently tackled this question with an executive group. We were discussing the Clifton StrengthsFinder, an online assessment that measures a person's 34 themes of talent and reveals his or her top five -- or Signature -- themes.
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