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Intriguing article that speaks to the fact that we often don't know how others perceive us and that misconception can impact how we lead and manage. I do not necessarily agree with everything in it.

Also, be sure and read the comments. I found myself trying to match the DiSC profile with each commenter.-)

http://www.linkedin.com/today/post/article/20130602150416-35894743--are-...

Years ago, when I was a young middle manager who officed in our corporate office, I had a respected supervisor who was not in my chain of command pull me into an office. She said, "You know, Glenn, when you walk through the hallways, you never greet people. You have your head down and you just walk by without saying anything." She perceived that as poor manners. And she was right.

My paradigm immediately shifted and now, I make it a point to greet everyone I encounter with a smile and a verbal greeting. It's more fun. I also make it a point to greet my staff each morning per the recent podcast.

justinwithers's picture

 I had read the article early on and there were no comments there at the time and I haven't been back so now going through the forums here I see your note and go back. A very curious set of responses

 

And for the record: the consistency thing was the key learning for me

 

Justin

jrumple's picture

Glenn,

What I love about your example from years ago is that the respected supervisor used the Feedback Model.

She was specific. She accurately described your behaviors. She didn't describe your attitude. She told you the results of the behavior (i.e., she perceived poor manners). Since she wasn't in your chain of command, she used the Peer Feedback Model, which doesn't include Step 1 or Step 4. I think in that 'cast, the phrase "you know" was given as an example of how to open the Peer Feedback Model since you're not going to open with Step 1. It wasn't done in public. It took seconds.

Thanks for sharing.

Jack
Alabama
7-1-1-7