GHP September 2015

ghp September 2015 | 67 DRIVER, EXPRESSIVE, AMIABLE and ANALYTICAL are four ‘frequencies’ that lead individuals to notice, inter- act and respond most frequently in quite different and predictable ways. We all have some of each frequency but are typically strongest in one. For example, DRIVERS make the best Leaders of new departments and teams as their focus is to create the service and align themselves with the community. EX- PRESSIVES are the best Leaders for consolidating de- partments and teams that are growing their reputation, as they will forge strong relationships with co-workers, patients and clients. AMIABLES are perfect Leaders for the successful depart- ments and teams who have a trusted niche and a busy schedule, as they will naturally focus on quality of care and patient support. ANALYTICALS are the best Leaders for departments and teams with a demanding commu- nity base who would benefit from a keep a keen eye on stretched budgets. One of the biggest errors made – and this applies across all industries – is putting the wrong person into the wrong position, with the choice being based more on their qualifications and knowledge than their natural passions and talents. “Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.” - Albert Einstein Down at the grass roots are the professionals and staff carrying out the work of the NHS, and they can be loosely profiled too. But each of the frequencies requires a different foundation to flourish. You may al- ready be wondering which of the four frequencies you and your staff are. See if you can recognise yourself from these slightly tongue in cheek descriptions. Drivers are great at starting things. Ask them a get a new project going or launch a new idea and they will take off like Google Earth envisioning the big picture. Trouble is they’re not so good at finishing things and there could be many loose ends; but then there’s always an exciting new project just over there... Expressives love talking to people. They’re great at building and working in teams. Mind you, they can be difficult to locate because they hate to be tied down and they walk around a lot. Trouble is that sometimes they’re not so good at the spreadsheets and detail part of the job. Amiables are fabulous at being well-organised and always deliver on time! Richard Branson (Driver) may have started an airline, but it’s the Amiables in his company that get the people on the plane. With the clarity of Google Street View, they’re good at noticing things others may have missed. But you wouldn’t choose them to envision and launch a new initiative. Analyticals are fantastic at knowing exactly where things are and keeping track of figures. They’re perfect for monitoring performance and budgets. But they’re not so hot on the people side of things; which can be a challenge if you are a manager. How does it work when a particular type of manager has different frequencies in their team? The answer is that by recognising their predominant frequency and that of their staff they can adjust their communication style easily and effortlessly. HOW DOES THIS ADDRESS THE THREE AREAS? MANAGEMENT : By understanding your own frequency and those of your staff, Leaders can begin to bond with the individuals and the team. This helps build trust and confidence in the manager, and will encour- age staff to feel they belong. The ripple effect of team bonding is lowered absenteeism as staff enjoy coming to work. PAPERWORK : This is a classic example of where being a particular frequency doesn’t let you off doing those parts of your job you may not enjoy. One of the main problems though is people randomly switching frequency rather than selecting the right one to do the task in hand! Trying to fit in the paperwork around answering the phone or caring for patients is exhausting. Setting aside some quiet time to get it all done will make the job more manageable and enjoyable. Mind you, enlisting help from an Analytical would make it even easier… STRESS : The opposite of stress is Flow. When you are in Flow, big problems become insignificant as you solve challenges and see opportunities at a different level. We’ve all experienced this in our life, when we cope so well despite the demands made upon us. Identifying the areas in which you will always excel and handling issues from your preferred style is the fastest way to lift stress. NEXT STEP To identify your real strengths and talents - and have a complete understanding of why certain things are more challenging – is nothing less than liberating. And as it all begins to make sense within the team there can be a huge sense of relief as people are able to increase their support for each other; because they know instinctively when they are the best person to help. But there’s another really good reason to identify team frequencies – and that is because it’s a real FUN thing to do. Of all our work, this is the one where there is most laughter, most bonding, most co-operation and most optimistic planning for a great future. If you would like to increase your ability to bond with and lead your team, the best place to start is by taking The Frequency Test. Click [http://bit.ly/FrequencyTest ] for a Token to The Frequency Test. To comment on this article or discuss solutions, please contact Caroline directly on: t 020 8213 5898 e [email protected] w www.wellbeingdynamics.com health and social care