Trevor E. S. Smith | Are Not Yourself At Work. - 3 Important Reasons Why Trevor E. S. Smith

The difference in your behaviour at work and at home could not be more distinct.

You are scared to let your guard down and be your true self.

You regard the suppression of your natural instincts as the price you pay for your financial well-being.

This situation is not unusual. You may be concerned that your natural behavioural style is not a good fit for your work environment and job. Consequently, you spend most of your waking hours being someone else.

 

Phases

 

Sometimes, when this role is played for an extended period, the individual might actually experience some confusion as to who they are at the core.

At the outset, you face the question of authenticity. Am I being genuine? Hypocritical?

That is followed by the rationalisation that you need to do this to survive.

Later comes bitterness and the potential loss of self-worth. Are you good enough? If so, why can't you be yourself?

This type of thinking is painful and so it is easier to get lost in your adopted 'acceptable' self, your true self faded into the background.

 

Behavioural Assessments

 

Assessments on the revolutionary FinxS platform from Extended DISC identify your natural behavioural style as well as how you perceive you ought to behave in order to get the best results.

It is amazing how many people have lost the sense of who they are at the core. Many identify with their adjusted behavioural style and need prompting and reflection to recognise their natural style.

This revelation is of tremendous value to the individual and ultimately to their organisation. Armed with this information, the individual can reconnect with aspects of their being with which they have lost touch.

 

Why two personas?

 

#1. Personal perception

People sometimes feel as if their natural behavioural style may not mesh well with the culture of the organisation. Consequently, they tone down their behaviour or even adapt an alien persona.

They are not exactly happy campers. They feel the need to be constantly on alert lest they show their true self.

This is an emotional prison sentence.

#2. Success strategy

Individuals make a conscious decision to modify their natural behaviour as part of a career-advancement plan. They identify areas in which they can grow and make concerted efforts to incorporate the new behaviours in their daily activities.

This is a healthy situation. You might not feel comfortable at the start, but you see the value in the adjustment and celebrate your progress.

#3. Appraisal advisory

Ouch!

Your supervisor marks you down in your performance appraisal. She lists actions that are expected of you in your role and at your level.

Some of this is a stretch and not aligned with your natural behavioural style.

For example, the speed with which she wants you to make decisions does not fit well with the care that you take in collecting facts prior to making decisions.

Your desire for variety and multitasking does not work well with her single-minded approach.

This case is scary on the surface. You might even experience some level of frustration with your supervisor and the appraisal process.

However, on reflection this might be an opportunity to transform your career. Adjusting your behaviour to meet the requirements of your job is a major step forward.

Welcome the challenge, ace the next appraisal and chart your climb up the corporate ladder.

 

For Organisations

 

Unlock one benefit of the double profile of the Extended DISC assessment on the FinxS platform by showing greater appreciation for the transition that individuals may need to make from their natural style to exhibiting the desired behaviour.

The detailed reports provide an excellent coaching guide. They list the degree of match between the natural behavioural style and the perceived need to adjust on a competence-by-competence basis. There is great clarity as to priorities and the nature of the adjustment that is required.

 

BOTTOM LINE

 

Not being yourself at work can be beneficial. It is negative when it is linked to self-doubt. However, a change of behaviour that is geared at growing and enhancing performance is desirable.

 

ACTION

 

Learn more about our DISCerning Model of Communication & Leadership. Request a free copy of our publication: DISCerning Communication - Comprehensive Guide to Interpersonal Relations, Leadership and Coaching at info@successwithpeople.org.

Learn more about the turnkey Coach-Mentor Certification programme here:

https://leadercoach.successwithpeople.org/engage

Complete your enrolment for the Certified Behavioural Coach programme: http://www.successwithpeople.org/cbcprogram.

Learn more about our DISCerning Model of Communication & Leadership. Request a free copy of our publication: DISCerning Communication - Comprehensive Guide to Interpersonal Relations, Leadership and Coaching at info@successwithpeople.org.

Learn more about the turnkey Coach-Mentor Certification programme here:

https://leadercoach.successwithpeople.org/engage

Complete your enrolment for the Certified Behavioural Coach programme: http://www.successwithpeople.org/cbcprogram.

- Trevor E. S. Smith and the Success with People Academy team prepare and certify leadership professionals and coach/mentors and develop engaged, high-performing teams. Hire smart with their recruitment solutions. Now enrolling coaches in the ICF/SHRM-accredited Certified Behavioural Coach programme. Email: info@successwithpeople.org.