Ms.Stella Lin demystifies ‘how to win employees’ heart?’
NUS Business School NCAN Reading Club activity successfully kicked off in Beijing
Twenty alumni gathered at Nanjing Great Hotel on August 18 for a talk by Ms Stella Lin (BBA 1975), founder of Evolve International Executive Search & Consultancy (Singapore), on her insight and the importance of establishing trust in the workplace, based on her latest book What Do Bosses Want? The talk was organised by the NUS Business School Northern China Alumni Network, where she shared.
She first divided people into four colours of personality citing the example of how different people come at different time points to a meeting that is scheduled to start at 9 o’clock sharp. She said that those who arrive 15 minutes ahead of schedule fall into the category of ‘blue’ personality. Such people are logical, rational and hellbent on learning from analysis. But they may strike people as over aggressive sometimes. Those who arrive on time belong to the category of ‘green’ personality. These people are characterised by being attentive to details, methodical and a systematical way of doing things. But they may become too attentive to details, too rigid, too methodical and even carping. Those who arrive half an hour later are ‘red’ personalities. Such people usually take calls from friends while on the go. They are people person, friendly and caring. But they tend to be emotional, unreasonable and oversensitive. Those who ‘cannot recall such a meeting’ are ‘yellow’ personalities who tend to be talented, creative and imaginative with a holistic view. But they may be wildly imaginative and careless at times.
In view of these four different types of personalities, she pointed out the importance of understanding them in their own thought, language and feeling at times of communication. ‘The operative word is‘respect’. It is not until you understand the pros and cons of these four personalities can you spot their respective talents and use them accordingly,’she said. ‘A team can only be complete when these four types of personalities are available and are allocated proper roles. There is no perfect person. But there are perfect teams.’
She also shared her unique insight on how to establish trust. “The management should be willing to communicate their ideas to their team so as to increase transparency. It is only by doing so can consistency be established and objectives clarified in team building. Results will be delivered forthwith. Bosses also need to have good listening skills because listening to others means possibility and potential. ”
When it comes to the use of such knowledge, Stella proposed three measures. First, trust people and predict their changes. Second, communicate to employees what motivates you and what you are up to. Third, honour the commitment you make, which is the fastest way to build trust.
The talk, which lasted nearly three hours, saw an interactive participation amongst the alumni, and a few also shared their insights on how to use, retain and nurture talents.