15HR SUMMIT & EXPO ASIA 2017 - FREE EXPO GUIDE

ANDREW CHOWFEATURE

How can an understanding of different personality types and working styles help HR professionals influence their organisations?Personality is defined as a set of behaviours,

thoughts and even language patterns used by

different individuals that reflects

their values, motivation, fears,

and views of the world.

Identifying different

personalities at work will help HR

professionals to:

• Place the right people in

the same work group. There

will also be more cohesive

working relationships with some

personality types than the others.

• Customise the style of

presentation according to the

resistance focus of different

personalities. Getting buy-in or

consensus sooner will reduce time

and resources over meetings and

discussion that are not making proudly owned by

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A PASSION FOR PERSONALITY

Andrew Chow is a successful social media and public relations strategist, entrepreneur, and best-selling author of the “24/7” series of books. In his HR Summit and Expo Asia 2017 power talk, he’ll be explaining how the art of building rapport is the key to success in communication.

BIO BRIEFAndrew Chow Andrew Chow is known in Singapore as a successful social media and public relations strategist, entrepreneur and speaker. He is also the best-selling author of a highly popular series of books: Social Media 247, Public Relations 247 and Personal Branding 247.

His 30-year career has seen him work with an array of clients, and he has made successful presentations in over 15 countries in the last five years, addressing more than 20,000 people.

Chow was listed among the Top 10 Most Influential Speaker in Singapore by the Singapore Business Review in 2013.

16 HR SUMMIT & EXPO ASIA 2017 - FREE EXPO GUIDE

much progress

• Build rapport with almost

anyone in the organisation,

even if their viewpoints

may be different. People

like people who are like

themselves. If we can mirror

personality; we will be able to

connect more effectively.

What types of people are the most difficult to have uncomfortable conversations with, and do you have any tips on tackling this challenge?People who always think they

are right. In this situation,

offering proof of alternative

viewpoints from the majority is

a good place to start.

People who like to be overly

friendly at the workplace – to

the point of invading your

personal space – are another

challenge. Making the excuse

that you are busy and prefer

to keep your personal life out

of the office is generally an

effective repellant for their

intrusion.

Then there are those who

claim credit where credit

simply isn’t due. For these

people, it is important to

highlight the contributions

of others and explain their

positive impacts.

Finally, there are the people

who play devil’s advocate all

the time. They always imagine

the worst possible things

that can happen in any given

situation and they lack trust in

almost everyone around them.

The way to connect with these

people is to actually ask them

what is the worst case scenario.

Allowing them to speak their

mind and fears will help

them to confront danger in a

cautious, sensible way.

Are there advantages to having different personalities at work, and how can HR professionals maximise these?Absolutely. There is firstly

the law of balance. Even

when two distinctly opposite

personalities are working

together, there could be a

dynamic of balance in terms of

viewpoints, approaches, and

decision making.

Diverse personalities are

also important for the personal

growth of individuals.

No matter how experienced

we are in life and at work,

there will always be blind spots

which others can help us to be

more evolved.

Finally, whole group

dynamics are also improved.

We cannot expect creativity

among a group with the same

personality. Neither would we

expect a steadfast group when

there are only two groups of

vastly different personalities

in the workplace to work

well together. To achieve the

full development of human

capital, we need diversity in

cultural background, as well as

personality.

Is building rapport with staff the same as getting their buy-in and respect?They are not the same. Building

rapport is a way of life and

must be the foundation for

any productive and engaged

organisation. It cannot be

done only when we want to get

buy in or approval for a quick

decision.

Likewise, rapport building

must not be just confined to

peer level. Leaders today must

not only lead by example but

by connections too. People

today respect our leaders not

just because of their position

but also because of their

personality.

What happens if different personalities clash more often than they benefit the organisation? HR needs to focus on the

common traits between

different personalities and

channel their energy and focus

towards the bigger goals.

There is also a need for the

organisation to adopt the dame

personality and working styles

profiling so that there is a

common understanding across

the workforce. When everyone

speaks the same language

of describing and reading

personality, individuals will

tend to be less judgmental of

each other.

Managers should also be

equipped with coaching skills

to empower and guide staff to

resolve their differences.

So how can leaders build rapport with staff without crossing the lines?All managers and leaders need

to weave building rapport into

their corporate cultures and

training protocals. One of the

best places to do this is through

existing coaching programmes,

where the following key

questions will help get to the

crux of the issue:

• What are the existing ways

of building rapport that we

should continue doing?

• What are the things we

should also start doing to

build better rapport?

• What are the things we

should stop doing because

they are not adding any value

in understanding each other

better in the workplace.

What can the audience expect from your Power Talk at HR Summit and Expo Asia 2017?Within just 20 minutes,

participants will learn

to identify the different

personalities and their

working styles within their

organisations.

Participants will also be

able to receive quick rapport-

building skills according to the

nine different personalities

presented.