Personality Puzzle: Cracking the Code for Team Trust and Authenticity with Tech

In this episode of the podcast, we discuss the impact of technology on human connection, particularly in the workplace. While technology has brought numerous benefits, it has also decreased face-to-face interaction and authenticity in relationships. 

We explore how technology can be used to build trust and foster authentic relationships within a team dynamic, including setting up periodic in-person meetings, purposeful banter, and online personality assessments to understand team members' unique strengths and communication styles. 

What’s important?  (i) being intentional, (ii) checking biases, and (iii) recognizing the significance of team dynamics in building authentic connections.  

Check it out and tell us what you think!  And next week join us for… personality tests!

Transcript

[Music]
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welcome to two minds today with your
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host Charlene Authority and leadership
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development and Hala an expert Community
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Builder the Pod all about best practices
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to get you noticed and ahead in your
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professional life
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hi Ella hey Charlene it's so good to see
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you our once a week Coast to Coast
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connection how you doing I'm good it's
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good to see you too I am excited today
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because I feel like one I feel like
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personally like we are in a rhythm now
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like we're every week and I was like oh
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let's pick up from where we talked about
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last week and uh and it's exciting we
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feel like it is have a continued
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conversation with everybody let's do it
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I love it
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um so last week we sort of ended off
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with um learn a little and we got into a
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bit of that conversation around
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technology right and we talked about
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okay you have to learn more so that you
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can like understand what is possible and
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and uh I think every week we're talking
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a little bit about Ai and so today we
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thought we would like continue this
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conversation on
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um technology and how is it interacting
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with personalities and team and Team
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Dynamics so today we are doing
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personality puzzle cracking the code for
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team trust and authenticity with tech
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cool Charlene
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I we are not gonna lie sounds very
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catchy okay I'm gonna tell you that that
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sounds catchy so we are we are not gonna
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lie to our audience because we
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absolutely believe in building trust and
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we will tell you that chat tpd came up
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with the um title for today's podcast so
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if you don't like it take it up with
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chat gbt if you do like it use it for
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yourself
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um chat chat gbt not this title
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um so let let's start with because that
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is our intellectual property is that
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what you're saying definitely I don't
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know no I don't know you're the lawyer
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you tell me I'm sure this is pretty
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interesting we put in the prompts chat
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EBT came up with it is it ours I think
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it is I I don't know there's so much
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going around about
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um uh AI uses what's available so we
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absolutely have stolen something from
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somebody in one point at the internet so
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so with that let's start off with how do
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you think technology has impacted our
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ability to really form those authentic
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relationships in the in the workplace is
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what we're we're talking about right
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yeah I think um I think that's a really
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great question because it has right the
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inability to see everybody all the time
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and I think most people now unless you
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have a job that requires you to be in
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the office every day I think most
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offices and most corporate entities are
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allowing us to have some level of uh
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work from home in order to get things
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done so I do think that it has
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significantly impacted our ability to
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see each other your question is does it
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affect our ability to form real
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authentic relationships I think it does
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what do you think
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I just had a conversation with someone
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yesterday
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um they are very interesting over there
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wrapping up their MBA and operations and
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I was like oh what an interesting time
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to like be diving into this with
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everything with covet and
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it is no secret that like five of I
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don't know the text CEOs held out
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together and we're like oh we're gonna
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make everybody go back in person now
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um Disney like like there's a lot of um
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who was it somebody was like if you're
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not in the office you're fired
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um three days a week
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um listen to Tesla and maybe that sounds
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like a neon Mustang yeah it was an Elon
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Musk thing and I
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um my actually my Global that is like
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who's gonna win that war right is it
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gonna be the workforce that does not
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want to come in and has proven to be
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equally
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um productive or is it going to be the
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CEOs who are fighting for what I think
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this is the culture and I think what we
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are coming up against with personality
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is the newer generation of workers are
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not getting their friend group from work
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they're going to work so personality
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plays a little bit of a different role
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right when in the old days for like
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Helena and I we met at work and we are
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really good friends and
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um
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but that was part of the culture of work
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was I'm gonna make my friends at work if
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you are taking that out what does what
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role does personality play and I and I
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think that the if if we are assuming
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you're not there to make friends we're
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assuming that you're gonna go you're
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gonna do a good job and you're gonna get
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your paycheck and you're out because
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that is what people are saying right now
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then personality is very much used to be
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productivity how can we use our and
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connect
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um and so relationships like
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they move from the personal
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to the professional and it's no less
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authentic it's just really different and
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really hard to wrap your head around so
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it's a little bit It's Tricky right
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because the glue of successful
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professional relationships does have to
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do with a personal connection right this
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is where we talk about the importance of
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having mentors and having an advocate in
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the workforce and why it is that people
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who look like the leaders who are there
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are able to succeed more it's really
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because they're capable of making that
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personal connection so I can't hear what
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you're saying that maybe all that matter
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the only piece of your personality that
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matters is the piece that can show how
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professional and how productive it is
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but I still think that the glue that
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holds people together in a Workforce is
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the ability to connect with each other
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on a personal level so you need that
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still I think I like I'm like jumping
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because I feel like you said something
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so interesting and it was also the
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thread of what people are coming against
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with personal biases so there was um a
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tick tock back and forth on HR
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recruiters I have not been in the HR
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world I cannot speak to which one is
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correct and which one's not correct but
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there was a one HR professional who was
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like ask this question in your interview
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like try and find like interest you'd
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like to ski I like to ski and then there
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was and and this person was newer in the
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world and then a more seasoned
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professional I cannot tell you which one
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is right and which is wrong but the more
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seasoned professional was like
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absolutely do not do that that is biased
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that's discriminatory and that is where
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you are getting into so much trouble and
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that is where like is hiring like and
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your Workforce just becomes a bubble of
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you and that is not going to actually
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make you stronger or better in the
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future and by the way it's illegal so
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it's all true okay all true I I I get
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all of that
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at the end of that day though when
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you're interviewing someone you need to
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be able to connect on a personal level
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for the interview to be at its best even
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if you're you know I I gotta tell you I
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very much was one of those people who
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was all about the professional and put
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my stuff forward professionally because
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I didn't come from this country and I
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wasn't able to connect in that banter
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when I first came and I have to say did
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not serve me well it didn't matter that
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I double and triple produced everybody
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else it didn't matter that I was
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respectful and I would come up with
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ideas and all of that the person who
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went to lunch with someone and laughed
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with the person was the one who would
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get the benefit of the doubt when
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someone made a mistake or was the one
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who was able to rub it off so what wait
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so pause there by the way I think I
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think you hit on something so important
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when we like someone we give them more
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of a benefit out of a doubt and I will
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say and that is a bias that should not
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have right yeah
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one by recognizing yeah so that I took a
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manager training course and that's the
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very first thing they said it said are
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you treating each of your people equally
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whether you like them or not and and I
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was like we just don't do that right
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absolutely if there's someone I like
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that is so nice and they do a job that's
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not great I'm like okay and someone I
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don't want you for whatever reason you
8:35
don't like maybe they maybe you could
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have absolutely legitimate reasons
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nothing to do with personality right
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like they just haven't done as good of a
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job for you in the past Etc you we are
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so much more like I used to have like an
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access this is really bad not a real one
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but like how nice you are and how
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confident you are if you want to I think
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we've talked about this if you're super
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confident you could be less nice if
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you're super nice can you be less
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confident you can be because the reason
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is the reason is that most workforces
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also have a team element to it and the
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nice person is the person who can bring
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the group together sometime and so you
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can you know you can make up for their
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lack of Competency by their ability to
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be the glue that pulls the group
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together and so going back to whether
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Tech has helped or hurt us
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um it hurts if we forget that it's
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important to make those personal
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relationships so I would say that if
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you're in a Workforce whether you're a
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manager or whether you're not a manager
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it's important to set up scheduled
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meetings once a week for sure to connect
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with people even though it's like
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contrived because you don't have the
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accidental bump into someone at the
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water cooler anymore so you have to like
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create those spaces to make these
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connections where you could say oh guess
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what I just got stuck in traffic and oh
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did you try this new restaurant and do
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they have this on the other side of the
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country like that's where people
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connect a little
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I so absolutely we've talked I think
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about this before too
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um there is no more accidental
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connections everything is is on purpose
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so yes are you absolutely scheduling
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check-ins are you doing cross team
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check-ins and maybe you have nothing to
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say but you're saving that time once a
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month to like check in and be humans and
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people because you are going to work
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with everybody in the future and that
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makes everything easier I think one
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thing that and I already see we are
10:33
flying through this podcast today I have
10:34
some so much to say I want to make sure
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we we talk a little bit like tangible
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right so we know that everyone is coming
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in with different personalities and one
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piece of technology that I think could
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be really beneficial is using technology
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to understand each team's personality
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and what they contribute to Team
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Dynamics so this is moving a little bit
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way of from like personality who I am as
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a human and back to personality who I am
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as work am I um a technical person do I
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love detail am I a big visioning person
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you're talking about personality tests
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and all of that good stuff okay so I
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love that and I would love to take it on
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next week I really want because I think
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I could talk about that for for hours
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and that's a really exciting one so
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let's say for today though what would
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you what's your takeaway of your
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highlight yeah okay so I think what we
11:25
what personality is so important however
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it comes out I I strongly think that um
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first thing first like you really do
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have to understand the bias you have
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um and who are you applying it to right
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that's that's first and foremost
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understanding your own biases what are
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you coming into a relationship with
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because if you got to start on yourself
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before you can start to interact with
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other people because maybe you're like
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oh I'm really hard it could be random
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right this person can remind you of your
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gradient that you just don't like and
12:00
then you're coming into that interaction
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and you're like I already don't like you
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because of this really random thing that
12:06
that my own baggage I'm coming into I
12:09
mean I think evolved of you I think like
12:11
that's incredible really
12:13
does one need to go through to get to
12:16
like truly getting which I want I think
12:18
it's wonderful and I hope that the tech
12:20
that we have will make our work less
12:23
strenuous so we have time to delve into
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ourselves and understand our body there
12:27
are I I listen to a great grammarly
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um I'm obsessed with grammarly
12:33
um and people are using it to understand
12:36
their tone diction detail like how
12:37
they're coming across and you can do the
12:39
same with fgpt so you can use any
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technology to run your language through
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an algorithm say like hey how does this
12:47
sound how am I appearing to somebody
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else I I wrote a letter to a hockey
12:52
coach and I'm like hey well let's be
12:54
honest chat with you wrote the letter I
12:55
edited it we went back and forth a lot
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and I said hey how is this sounding to
13:00
the coach because I do not want to come
13:02
across as a crazy mom and it like
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outputted all right all right we're
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definitely gonna have to continue this
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next week but I do want to brush your
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bubble with that and say the the
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analysis even the objective chat gbt
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analysis is based on an amalgam of a
13:19
biased perception of how you're
13:21
perceiving somebody else right so like
13:23
let's uh
13:25
yes it's so true
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um all right so I think number one is
13:30
understanding what you're coming into
13:31
the personality
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um with like just thinking about
13:35
yourself and how you're interacting and
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I think number two make sure you make a
13:41
point of interacting scheduling it if
13:44
you're remote and also truthfully you
13:46
know we know we didn't hit on them
13:47
giving it to you at the last hour here
13:49
but make an effort to periodically see
13:52
the people in person
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that's why yes if you can pull it off
13:56
get that face to face because there's so
13:58
much non-verbal Etc that happens when
14:01
you see an individual face to face we're
14:03
we're going a little over on this one so
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yes so absolutely everything has to be
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intentional is number two and the number
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three I would leave us with I think is
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really just surrounding the idea of
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just how important interaction with
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teams is right it can get you for their
14:25
head it can set you back and just
14:27
acknowledging just acknowledging the
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truth that that the Team Dynamics you
14:33
matter and your place in the team
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matters
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agreed agreed 100 and so till next week
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we're going to talk about that place in
14:43
your team and delve into personality
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tests and what you think of that I know
14:48
a lot of us are taking it these days and
14:50
a lot of worker a lot of managers are
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using it so you'll have to tune in next
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week to hear about that yeah thank you
14:57
everyone thanks for coming I'm gonna end
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us with a little outro music let's see
15:01
if it works
15:04
thank you



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