Using the “Myers-Briggs” Assessment to Understand your Co-Workers and Employees

iStock_000030444460LargeMany different personalities show up at work every day. These distinctions between people and the way they work can present huge challenges if they go misunderstood. Using the Myers-Briggs assessment, you can reach a new level of understanding about your employees, the way they work and lead, as well as the way that your personality impacts your professional self.

The Myers-Briggs test is a series of personality profiles based on the work of Isabel Briggs Myers and her mother, Katharine Briggs, “who developed their theory of personality type using psychologist Carl Jung’s text Psychological Types.” The sixteen personality types are based on four areas, each area with a “pair” of tendencies. Every person has a preference between the two tendencies. “These pairs include extraversion and introversion, sensing and intuition, thinking and feeling, and judging and perceiving.” These characteristics are labeled E/I, S/N, T/F, and J/P.
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10 Questions Answered to Help You Better Manage Your Multi-Generational Workforce

customer-service-employeesThroughout our webinar on Managing Multiple Generations in the Workforce, we received many thoughtful questions and comments from attendees – so many, in fact, that we didn’t have time to answer each one.

Fortunately our great panelists agreed to follow up on the questions they weren’t able to answer during the webinar Q&A. Questions include:

  • Why do we have to change for young workers, why can’t they adjust to the way things are?
  • What are the best ways to create two-way mentorships between younger and more mature employees?
  • How would you address the seeming lack of boundaries between younger managers and their employees?

Continue reading for answers to these and other questions from our four panelists.
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Webinar Wrap-Up: Managing a Multi-Generational Workforce in a Customer Service Environment

employee-growth-metricsManaging the differences between the generations in the workplace has proven to be difficult for many business leaders. Generational challenges and dissimilar working styles are ever-present and can cause a disconnect between employers and employees. When you add the headaches associated with a customer service environment to these generational differences, serious operational issues can arise and impact your bottom line. Adecco’s recent webinar, “Managing a Multi-Generational Workforce in a Customer Service Environment,” helps leaders and managers mitigate these issues. In the webinar, topics include a detailed look at the generations in the workforce, leveraging generational strengths, best practices for addressing generational challenges, management tips and advice for helping the younger generations provide excellent service.

Panelists for the webinar include Bruce Tulgan (Author, Founder & CEO of RainmakerThinking), Wendy Slayton (Senior Vice President of Human Resources for Adecco Group North America), Kristen Leverone (Senior Vice President & Global Talent Development Practice Leader for Lee Hecht Harrison) and Lauren Griffin (Senior Vice President of Adecco Staffing, USA). Individuals who attended the webinar earned Human Resources Certification Institute (HRCI) credit, which counts toward the certification and recertification process for HR professionals.

If you are interested in viewing the “Managing a Multi-Generational Workforce in a Customer Service Environment” webinar, click here. For those wishing to receive HRCI credit, we will be granting accreditation through October 10, 2014 for those who watch the webinar in its entirety. Please note: In order to receive credit, you MUST complete the form that appears and provide valid information. Your HRCI credit information will be sent within a week of viewing.

If you wish to view only the slides presented in the webinar and are not interested in receiving HRCI credit, click here.
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USOC Athlete Career Program: Diversity of thought

Adecco recruits and retains a dynamic workforce — where people are recognized for their abilities and career goals.  We’ve partnered with the USOC for the Athlete Career Program — a program which helps aspiring Olympic and Paralympic athletes find work that allows them the flexibility and financial resources to train.

With over 70,000 associates on assignment, Adecco supports initiatives that promote diversity. In this video blog entitled “Diversity of thought”, find out how participation in the Athlete Career Program can assist in your company’s diverse workforce.

Click here to learn more about the USOC Athlete Career Program sponsored by Adecco.


Hiring Mature Workers

Now, more than ever, might A manager giving his millennial worker feedback to better improve his overall performance on the job.be the right time to add a mature worker to your team.

There are many benefits to hiring someone with plenty of workforce experience; chief-among them are problem-solving ability, maturity, motivation, and seasoned communication skills.

There are a lot of misconceptions out there about mature workers; in reality, hiring a mature employee can add an extra dimension of skills, diversity and experience to your workforce.
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Webinar: Disability Etiquette in the Workplace

Implementing measures to ensure that your workplace treats all employees equally and fairly is no small task. In tomorrow’s webinar at 2 pm EST, we’ll be discussing how to make sure you’re a truly inclusive leader.

You can also earn one general re-certification hour credit towards PHR, SPHR and GPHR recertification through the HR Certification Institute.

Topics we’ll cover include:
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