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4 Personality Traits that Create Conflicts in The Workplace

4 Personality Traits that Create Conflicts in The Workplace

No matter how careful you are, difficult situations in the workplace are going to happen. They are unavoidable. Unlike your friends, you can’t choose who you work with. Unlike your family, you won’t have the same experiences or share similar values with your co-workers.

People from all different backgrounds are being asked to work together. There will be differences and there will be conflicts from time to time. For many of us, we will spend more time with our coworkers than anyone else. That’s 8+ hours per day, 5 days a week, over and over again. You are stuck together, you have to work together, and you will not always see eye to eye on everything.

In our social lives, we can simply distance ourselves from those that are creating friction in our lives. Friends, acquaintances or strangers that cause more problems than they are worth can be removed from the complicated equation that we call life. At the workplace, however, it is not that easy. When you are working with difficult people in the workplace, you are stuck with them. You can either ignore it or take it on face to face.

To add further complications to the situation, the environment that you are in expects you to be able to maintain a professional demeanor, regardless of how unprofessional your coworker may be acting.

Employers Trending Towards Team Project Implementation

There has been a growing trend among employers assigning teams to projects as opposed to individuals. The idea is that a group of people will be able to specialize in the areas of the project that best fit their skill sets, allowing other members to work on portions of the project that they themselves may not excel at. This, in theory, will lead to better results for the employer and project.

team in the workplace

    The downside to the growing trend of teams in the workplace is that it places certain personalities together that may not be compatible. This leads to conflicts in the workplace within the team which can hinder efficiency and slow down progress.

    It’s hard to tell who will thrive in a team environment and who will struggle. Often, it will come down to the personality traits of each member and how well those traits complement (or clash) with each other.

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    Personality Types in the Workplace that Clash

    There are four main personality traits that show themselves in a group setting. These main traits are impulsiveness, skepticism, willingness to accept others and their ideas, and their systematic approach to the task at hand.

    Most team members will demonstrate the traits of two of these personality types:

    1. Dominant Personalities: Skeptical and Impulsive

    People with a dominant personality are direct and confrontational. They will address an issue head on, sometimes too quickly. They are impulsive and will have a tendency to go “all-in” with something they feel strongly about.

    They are skeptical people. If they do not see eye to eye on something, they are going to be hard to convince. They don’t have a lot of patience, but they will keep the group pushing forward.

    Dominant Personalities – Skeptical and Impulsive

      2. Conscientious Personalities – Skeptical and Methodical

      People with a conscientious personality are just as skeptical as those with dominant personality traits. They are set in their ways and difficult to convince otherwise. Conscientious people take a systematic approach to everything they do.

      They are more patient, sometimes a fault. They are detail oriented and very logical thinkers. They are less likely to rush things or leave any mistakes, but they can really drag down the timeline of a project within a team environment.

      3. Influential Personalities – Accepting and Impulsive

      People with an influential personality will feel at home in a team environment. They work well with others and show enthusiasm for group settings.

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      They act impulsively. They are quick to take an idea and run with it. They will have some trouble turning down conflicting ideas, often leading to difficulties when those ideas clash. They are great support members within a team, but they will often lack in the leadership department.

      4. Steady Personalities – Accepting and Methodical

      People with a steady personality are consistent and predictable. They will not cause distractions within a group atmosphere. They prioritize group harmony above all else.

      Much like influential personalities, they are great team members but lack leadership skills. They don’t push projects along very effectively, but they don’t create distractions or issues that could slow progress down.

      Why these Personality Profiles can Clash

      Between these four personality types, the conflict will often arise in group settings between the opposite types.

      Steady personalities will not respond will those with dominant traits and vice versa. Steady personalities will be more passive-aggressive while dominant personalities will be more assertive and aggressive.

      Likewise, conscientious people will not always work well with influential people. Influential personalities are too impulsive. This will not sit well with a detail oriented conscientious person.

      On the other hand, a conscientious person may nit-pick at things that aren’t needed, sometimes slowing the project down to a halt. This conflict in the pace of the project will create friction between the two sides.

      These Personality Traits Clash on Two Levels:

      Impulsive and methodical approaches do not alight with each other. This will often create conflict with the speed vs. attention to detail that the group is applying as they progress through the project.

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      Skepticism and acceptance will have contradictory effects. While skeptical people will be hesitant to accept new or alternative ideas until they are thoroughly convinced, more accepting team members will be eager to implement new ideas as they come.

      Dealing with Personality

        Dealing with Personality Differences as an Employee

        Understanding these personality types will help you handle conflicts more effectively. By knowing what to expect, you will be less likely to be caught off guard when there is a conflict and you will be better equipped to diffuse the situation and work in harmony with one another.

        This works in two ways:

        • Understanding the personality types of your group members

        Think about the traits that your coworkers have displayed in the past. How do they handle conflict? How do they express themselves? You can profile their personality traits based their past behavior. Expect them to exhibit the same traits going forward.

        • Understanding your own personality traits

        Are you an assertive person, or more passive? If things aren’t going the way you want them to go, will you speak out or will you let it fester? When an idea that you know is wrong is brought up, is your first instinct to try and figure out how you can implement it, or will you shoot it down quickly? Think about these questions and try to figure out what traits you display in a group setting.

        Be critical of yourself when you are doing this. It’s easy to give yourself the benefit of the doubt and place yourself above all of these categories. Of course, most people will fall somewhere in the middle of all of these traits, but chances are, your personality will skew more one way or the other.

        If you are truly stumped, think about the personality traits of the people you don’t get along with. You are probably the opposite of them.

        How to Manage These Personality Conflicts

        • Accepting that Conflicts Will Happen

        The first step in managing these conflicts is to accept that they will occur. Even if you’ve never had an issue with a team member in the past, it is always better to err on the side of caution and assume they will occur eventually.

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        Best case, no conflict occurs at all. Worst case, your personalities clash and you will know what is happening. Either way, it’s better to be prepared than unprepared.

        managing conflict at the workplace
          • It’s Not Their Fault

          Understand that it is not anyone’s fault. No one can change their personality. When personalities clash, it’s usually not a matter of who is right or wrong. Instead, it’s a simple fact that your natural personality traits will clash in a team setting.

          If you look at it that way, it’s no one’s fault. If you are caught up in a conflict with one of your coworkers, don’t focus on defending your actions or criticizing them. Instead, recognize that it is simply a matter of your opposing personality traits clashing and focus your energy on finding a middle ground that you can both use to move forward with the work.

          • Focus on Letting It Go

          After establishing why these conflicts occur, don’t spend your energy trying to change them. It won’t work. The natural response is to battle it out; defend your actions and criticize theirs. This will never lead to a long-term solution.

          The best way to handle conflicts like this is to understand that people make mistakes and everyone won’t always get along perfectly. It may be due to poor communication, confusion, or it could simply be that one of you has misinterpreted the other. In any case, conflicts will often stem from a place where neither party is completely at fault.

          Focus on finding a way to move past the problem and prevent it from affecting the project. Don’t take it personally because it is not an intentional attack towards you.

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          Anand Mishra

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          Last Updated on November 15, 2018

          Success In Reaching Goals Is Determined By Mindset

          Success In Reaching Goals Is Determined By Mindset

          What do you think it takes to achieve your goals? Hard work? Lots of actions? While these are paramount to becoming successful in reaching our goals, neither of these are possible without a positive mindset.

          As humans, we naturally tend to lean towards a negative outlook when it comes to our hopes and dreams. We are prone to believing that we have limitations either from within ourselves or from external forces keeping us from truly getting to where we want to be in life. Our tendency to think that we’ll “believe it when we see it” suggests that our mindsets are focused on our goals not really being attainable until they’ve been achieved. The problem with this is that this common mindset fuels our limiting beliefs and shows a lack of faith in ourselves.

          The Success Mindset

          Success in achieving our goals comes down to a ‘success mindset’. Successful mindsets are those focused on victory, based on positive mental attitudes, empowering inclinations and good habits. Acquiring a success mindset is the sure-fire way to dramatically increase your chance to achieve your goals.

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          The idea that achieving our goals comes down to our habits and actions is actually a typical type of mindset that misses a crucial point; that our mindset is, in fact, the determiner of our energy and what actions we take. A negative mindset will tend to create negative actions and similarly if we have a mindset that will only set into action once we see ‘proof’ that our goals are achievable, then the road will be much longer and arduous. This is why, instead of thinking “I’ll believe it when I see it”, a success mindset will think “I’ll see it when I believe it.”

          The Placebo Effect and What It Shows Us About The Power of Mindset

          The placebo effect is a perfect example of how mindset really can be powerful. In scientific trials, a group of participants were told they received medication that will heal an ailment but were actually given a sugar pill that does nothing (the placebo). Yet after the trial the participants believed it’s had a positive effect – sometimes even cured their ailment even though nothing has changed. This is the power of mindset.

          How do we apply this to our goals? Well, when we set goals and dreams how often do we really believe they’ll come to fruition? Have absolute faith that they can be achieved? Have a complete unwavering expectation? Most of us don’t because we hold on to negative mindsets and limiting beliefs about ourselves that stop us from fully believing we are capable or that it’s at all possible. We tend to listen to the opinions of others despite them misaligning with our own or bow to societal pressures that make us believe we should think and act a certain way. There are many reasons why we possess these types of mindsets but a success mindset can be achieved.

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          How To Create a Success Mindset

          People with success mindsets have a particular way of perceiving things. They have positive outlooks and are able to put faith fully in their ability to succeed. With that in mind, here are a few ways that can turn a negative mindset into a successful one.

          1. A Success Mindset Comes From a Growth Mindset

          How does a mindset even manifest itself? It comes from the way you talk to yourself in the privacy of your own head. Realising this will go a long way towards noticing how you speak to yourself and others around you. If it’s mainly negative language you use when you talk about your goals and aspirations then this is an example of a fixed mindset.

          A negative mindset brings with it a huge number of limiting beliefs. It creates a fixed mindset – one that can’t see beyond it’s own limitations. A growth mindset sees these limitations and looks beyond them – it finds ways to overcome obstacles and believes that this will result in success. When you think of your goal, a fixed mindset may think “what if I fail?” A growth mindset would look at the same goal and think “failures happen but that doesn’t mean I won’t be successful.”

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          There’s a lot of power in changing your perspective.

          2. Look For The Successes

          It’s really important to get your mind focused on positive aspects of your goal. Finding inspiration through others can be really uplifting and keep you on track with developing your success mindset; reinforcing your belief that your dreams can be achieved. Find people that you can talk with about how they achieved their goals and seek out and surround yourself with positive people. This is crucial if you’re learning to develop a positive mindset.

          3. Eliminate Negativity

          You can come up against a lot of negativity sometimes either through other people or within yourself. Understanding that other people’s negative opinions are created through their own fears and limiting beliefs will go a long way in sustaining your success mindset. But for a lot of us, negative chatter can come from within and these usually manifest as negative words such as can’t, won’t, shouldn’t. Sometimes, when we think of how we’re going to achieve our goals, statements in our minds come out as negative absolutes: ‘It never works out for me’ or ‘I always fail.’

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          When you notice these coming up you need to turn them around with ‘It always works out for me!’ and ‘I never fail!’ The trick is to believe it no matter what’s happened in the past. Remember that every new day is a clean slate and for you to adjust your mindset.

          4. Create a Vision

          Envisioning your end goal and seeing it in your mind is an important trait of a success mindset. Allowing ourselves to imagine our success creates a powerful excitement that shouldn’t be underestimated. When our brain becomes excited at the thought of achieving our goals, we become more committed, work harder towards achieving it and more likely to do whatever it takes to make it happen.

          If this involves creating a vision board that you can look at to remind yourself every day then go for it. Small techniques like this go a long way in sustaining your success mindset and shouldn’t be dismissed.

          An Inspirational Story…

          For centuries experts said that running a mile in under 4 minutes was humanly impossible. On the 6th May 1954, Rodger Bannister did just that. As part of his training, Bannister relentlessly visualised the achievement, believing he could accomplish what everyone said wasn’t possible…and he did it.

          What’s more amazing is that, as soon as Bannister achieved the 4-minute mile, more and more people also achieved it. How was this possible after so many years of no one achieving it? Because in people’s minds it was suddenly possible – once people knew that it was achievable it created a mindset of success and now, after over fifty years since Bannister did the ‘impossible’, his record has been lowered by 17 seconds – the power of the success mindset!

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