Communication? It’s about the response you get!

March 31, 2011 : General Team Building

Wouldn’t it be useful to know how to provide feedback to an employee, based on who they are as a person; to help them to be aware of their own individual working styles based on their own beliefs and values; and to know how to motivate them, both individually and as part of a team?

If your answer is yes to one or more of the above, Lead FacilitatorMartin Lawson invites you to read on…

Maximillion has managed hundreds of facilitated team building events over many years. The common issue that is raised in virtually every one of these sessions is communication. Communication is the one thing that every single employee takes part in from the minute they walk into the workplace until the minute they leave, and yet it is the biggest source of complaint in a workforce. Why is that?

It has been said that “communication is the response you get”. If you ask somebody to do something and they do it correctly, as they understood it, but it was not what you expected to be done, who was at fault? If you had a better understanding of how that person processes information and knew “their” preferred communication style, could you have modified “your” communication style to convey the information in a way that they would have better understood? By gaining an awareness of your preferred communication style, and developing the ability to recognise the style of others, the flow of information between individuals becomes effortless.

Now there is a new profiling tool that treats people as individuals. TheMPVI – Meta Programs Value Indicator – looks at the “programs” people run internally which help to define their “make-up”. The MPVI identifies peoples preferred communications styles, their motivators, their attitude to change, their preferred management style, and even how long they may stay in their job! The profile is unique to the individual, yet can be used by colleagues and managers to optimise working conditions, communications within the team, and even which new recruit to employ to best fit into the team.

Gaining an understanding of how your team members process information and why they react to situations in the way they do can give your team a real competitive edge in its performance. How powerful would it be, knowing this type of information about your own workforce? Knowing how to motivate individuals, how to ensure the most effective feedback methods are used in appraisals. Knowing how to communicate change in a way that motivates your workforce, not alienate them.

Once you have a group of individuals who understand each other at a much deeper level of awareness, who can naturally modify their communication styles to allow the flow of information to happen easily, then you have a group of individuals who can form a high performing team. By engaging in a personal development plan we as individuals can become aware of our behaviours. Once aware, then, and only then, do we have the ability to choose our behaviours.


Firstly ask yourself the following questions:

  • Do you know how you are motivated – with rewards or by the stick?
  • Do you know what needs to happen for you to know you have done a good job – do you need to be told or do you just know?
  • Do you know your own communication style – are you literal or inferential?
  • Do you know how you react to change – do you embrace it or resist it?

Then…get in touch with Maximillion to discuss your requirements.

In the meantime, go here for Martin’s Lead Facilitator profile.

For more information on the above or any related area of interest in organisation development and learning & development in Edinburgh, Scotland and across the UK please contact Sandy Smith on 0131 333 0066 and

« back to blog