No matter the size of a company, and no matter what sort of product or service it provides, one factor remains constant: the human element. All companies have human employees, and these people must be able to cooperate and get along on a professional and personal level alike. Doing this means respecting one another and each other’s capabilities and personal background, as well as using proper negotiation skills, presentation skills, and more. These “soft skills” and their importance are sometimes underestimated, but if an office is populated with many people with poor soft skills, serious conflict will often bring the office grinding to a halt. Fortunately, enneagram and negotiation training is always possible, and a concerned manager may look up “enneagram and negotiation training services nearby” if one or more employees are proving troublesome. That, or the manager may look for enneagram and negotiation training if several employees are hired at once and the manager wants them to get along perfectly. Similar ideas to enneagram and negotiation training may include knowing how to hire and use a keynote speaker, not to mention settling workplace disputes.
Personalities and Cooperation
Ideally, all employees at an office are professional and perfectly rational people, and thus there will be no workplace conflicts. But human beings are more varied than that. Working at an office, and interacting with clients or business partners, means that enneagram and negotiation training may sometimes be necessary. Why? According to the enneagram model, there are nine types of people who may be in an office. Each type has its own characteristic role, virtues, fears, and more, and if certain types are mixed incorrectly in the office, interpersonal clashes may be more likely. Workplace mediation may come up often, and that can really slow down the office.
A manager can get their own training to help them recognize brewing trouble in the office, and know best how to arrange employees by not only their workplace role, but also their personality and their behavior. Of course, outright abuse of harassment is different from an “alpha male” or “strong woman” personality, and should be addressed at once. A strong will is not the same as an abusive personality, and a responsible manager will know the difference. Strong leaders with vision and courage can be placed in the right role to allow their talents to shine, while troublesome people may be dealt with through the HR department or mediation.
Training on mediation may be common for some managers in an office, whenever a workplace dispute flares up. It is an unfortunate fact that harassment, bullying, and discrimination sometimes happen at the office, and the victim may be targeted due to their real or perceived ethnicity, sexual orientation, religious views, disability, or similar factors. Should this happen, the victim is discouraged from lashing out or retaliating. Rather, that employee is urged to consult the HR department and arrange for a manager to mediate and resolve that dispute. The victim’s case may move forward if they keep a cool head (anger or outbursts may sabotage their case), and recall any relevant facts accurately. Facts such as the instigator’s name, the time and place of the incident, and any spoken or written words may help the case move forward. Often, this is enough to resolve disputes, and in the most serious cases, the victim may turn to local law firms and hire an attorney to represent them in litigation.
Meanwhile, the human element of the office extends to inspiring and motivating anyone who listens to a keynote speaker. Often, these speakers deliver their speeches at conferences, trade shows, and the like. To hire such a speaker, an office manager may look up speakers who have free time in their work schedule to make a speech for them, and some keynote speakers might have many requests on their hands. The manager should also consider the speaker’s need to travel, such as distance covered, plane or train ticket prices, lodgings, etc. The demographic of the event’s attendees and the nature of the event may also be considered, as some speakers may be more of a natural fit for some audiences or subject matter than others. The same material from one person’s mouth may seem odd (or seem unqualified) as compared to another.