This Forbes article addresses one of the most important aspects of an interview – the communication style alignment between the hiring manager and the candidate. The article is written from the candidate’s perspective, but offers great insights into the hiring manager’s mindset.
A supervisor isn’t going to hire someone that he doesn’t believe he can work with. Managers come in all shapes and sizes–some are hands-off and expect their employees to do what they need to do with little or no supervision. Others like to receive daily updates, religiously review timecards and schedule regular check-in meetings with their staff.
This style topic is important in hiring, but should never be the deciding factor in a sales hire. The reason is this – one of the worst hiring mistakes is for the hiring manager to clone themselves in their hiring. The outcome of “clone hiring” is a team that shares the same communication approach in the marketplace and, more importantly, contains the same group weaknesses.
The strongest teams have a wide variety of communication styles to match the wide variety of prospects’ styles. You can learn more about styles here.
Stereotypes abound around introverts and extroverts-most of them are simply untrue. The stereotypes go too far in categorizing behaviors. Part of the issue flows from the Myers-Briggs and its binary assignment of introversion/extroversion. You are simply one or the other…completely, according to that tool (of which I am not a big fan).
This article provides a succinct, accurate definition based on Jung’s work:
Shyness and being outgoing don’t have anything to do with it; it’s more about where we get our energy from. In fact, the differences are pretty simple:
- Introverts get exhausted by social interaction and need solitude to recharge.
- Extroverts get anxious when left alone and get energy from social interaction.
That’s it. There’s nothing about shyness, being a homebody, or how adventurous you are. Both types can be social, both can creative, both can be leaders, and so on.
Remarkably simple, is it not? The binary issue still exists as there truly is a spectrum to introversion/extroversion. People tend to vary, or move, between them. Jung called these people “ambiverts.” This is key in leadership. People definitely have a preference and lean towards one side or the other. But rarely do you find someone who is categorically wired one way, though there are some.
I often tell leaders to focus on the energy of the salesperson. Some gain energy in the group while others lose it. Neither one is better, just be cognizant of the difference and you will be a more effective leader.
Well, that is my paraphrasing of this author’s post. The Myers-Briggs test is common throughout many business-world assessments and it serves a purpose. The difficulty I have always had with it is the binary aspect of the assessment. You are either Extroverted or Introverted…there is no grey area. I think the author explains it well:
More problematic, though, is that it classifies personalities by a binary preference for a particular trait. In reality, however, most people exist on a spectrum between the two and can vary between them from week to week…
Agreed. People are the ultimate variable and far from binary. I think the best use of the Myers-Briggs assessment is to define preferences, but not to make hiring decisions based off of it.
If you are looking for a reliable assessment tool that does provide grayscale depth, I recommend our DISC-based, Selling Style Assessment (more details here).
This is one of those topics I always believe people inherently know…and then I come across a robotic salesperson. Apparently not everyone is aware of this truth. This quick post from Selling Power speaks to the importance of rapport-building and successful selling (and I lifted the title from them).
A quick refresher:
1. Match your customer’s style. Pay attention to how your customer prefers to communicate and get in step. Does your customer prefer to get right down to business or warm up by engaging in some small talk? What kind of a sense of humor does your customer have? If your customer talks fast and loud, you certainly won’t build rapport by talking slow and soft.
So true and yet many salespeople miss it. Matching, not mimicking, your prospect is an important tool on a first call. It is simple to do if you pay attention to their communication style. The implication here is that you have to listen to them which means you are not talking. Most of the communication trouble I see when riding along with salespeople is their desire to simply show up and throw up. We live by this rule – if you are talking, you are not selling.
From today’s Herman Trend report (emphasis mine):
The other highlights of the study are fascinating: the least happy of the generations is the Baby Boomers. They expressed the strongest discontent with their employers and the greatest frustration that their loyalty and hard work have been neither recognized nor rewarded. “Almost one-third (32 percent) of Baby Boomers surveyed say a lack of trust in leadership is a top turnover trigger—the highest ranking by any workforce generation.”
Employers are most vulnerable to lose their Generation X workers. Lack of career progress is their top exit trigger (65 percent). Only 28 percent of Gen X employees surveyed expect to stay. This intention to leave is a clear signal to employers to expect a significant exodus by employees viewed as future leaders.
For the Millennials, their employers’ commitment to "corporate responsibility/volunteerism" was very important. Millennials are also nearly three times more likely to say a "fun work environment" is important than their Baby Boomers counterparts.
On the other hand, “employees who plan to stay with their current employers (35 percent) say their companies have strong talent programs, characterized by clear career paths, leadership development initiatives, trust and confidence in corporate leadership, superior programs to retain top talent, and effective communication.”
Did you catch that last topic? Communication – this is almost a free move for any company, but it requires commitment. The Gen X’ers are a generally skeptical bunch as I can attest – I am one. I value all of the programs listed, yet it all starts with effective communication within the company and specifically within the manager-employee relationship.