GRAPHOLOGY | HANDWRITING AND CHARACTERS ANALYSIS FOR PERSONALITY DEVELOPMENT AND EVENTS - GRAPHOLISTIC INTERNATIONAL
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SOLUTIONS for Employers to IDENTIFY Employees' Procrastination and Non-Completion of Projects | EMPLOYEES GRAPHOLOGY REPORTS | GRAPHOLISTIC INTERNATIONAL

3/30/2023

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This Graphology tutorial is brought to you by Grapholistic International - Your Handwritings and Characters Analyst. Procrastination can be a common problem among employees which will affect you as an employer and your business operations. It can lead to non-completion of projects, missed deadlines, and poor productivity.

However, by analyzing employees' handwriting, you can identify their personality traits and tailor strategies to help them overcome procrastination.

In this tutorial, we will discuss the techniques for employees to eliminate procrastination and non-completion of projects by identifying their personalities through their handwriting.

The first step is to know what is the science of handwriting analysis and how it works.

Handwriting analysis or another term that we use is Graphology, is a technique used to identify personality traits by examining the strokes and patterns of handwriting.

Handwriting analysis can reveal an individual's level of self-discipline, motivation, and focus, which are important factors in eliminating procrastination.

There are different types of handwriting, including cursive, print, and a mixture of both.

The second step is to find handwriting samples of your employees. Obtain your employee's handwriting through the notes they wrote, and letters. Or you can get them to write on a paper on topics like their opinions, feedbacks, plans or essays. Natural handwriting is required for an accurate analysis.

Once you had collected the samples, it is time to go to the next step that is to analyze 
the handwritings and find out more about their personality traits.

These are several handwriting traits that can indicate a tendency towards procrastination and incomplete work. If an individual's handwriting has irregular letter size, it may indicate a lack of focus and attention to detail, which can lead to procrastination and incomplete work. Inconsistent spacing between words or letters
can indicate a lack of structure and organization, which can lead to difficulty in completing tasks and procrastination.

Handwriting with heavy pressure can indicate tension, stress, and a tendency towards perfectionism, which can lead to tiredness and losing unnecessary energy.

A lack of connectives, such as loops or curls, can indicate a lack of follow-through and commitment to tasks, which can contribute to tasks in-completion.

Excessive loops and curves in handwriting can indicate a tendency towards overthinking and indecisiveness, which can lead to focusing on areas that are not necessary.

Handwriting with an uneven baseline can indicate a lack of structure and organization, which can lead to a roller-coaster of emotion and self-perspective. Leading to inferiority and low self-confident to complete the job.

Inconsistent slant in handwriting can indicate a lack of emotional control and instability, which can contribute to low self-confident and worries in completing the project.

T-bars that are incomplete, can indicate laziness and low energy which will lead to doing tasks halfway and losing focus of the objective.

Short t-bars can indicate low ambition. Doing only the bare minimum and may not be
meeting the project requirements. Last but not least, wide right margin can indicate over cautiousness.

Employee may be unsure, insecure, or without self-confidence that he can complete the project as required.

You can also consult our professional graphologist to help with the analysis.

The next step after you managed to identify the personality traits that are relevant to procrastination, such as impulsiveness, lack of focus, low self-esteem, or perfectionism.

Discuss with the employees how these traits can affect their ability to complete tasks on time and provide examples.

Once the personality traits have been identified, it's time to tailor strategies that can help each employee overcome their procrastination tendencies.

For example, if your employee has low self-esteem, they feel that they are not qualified to do the job. You can suggest positive affirmations, setting achievable goals, and focusing on their strengths. If your employee is perfectionist, high possibility your employee feels overwhelmed as they need the results to be perfect which eventually will cause delays and stress to themselves and the team.

You can suggest setting realistic expectations, breaking down large projects into smaller tasks, and prioritizing tasks. Finally, provide your employees with resources that can help them overcome procrastination, such as books, articles, and apps that focus on time management, goal setting, and productivity.

Encourage them to explore these resources and share their insights with their colleagues.

In conclusion, identifying personality traits through handwriting analysis can be an effective technique to help employees overcome procrastination and improve productivity.

By tailoring strategies to their personality traits, employees can develop better habits and achieve their goals.

Remember to provide ongoing support and encouragement to help employees stay on track and continue to grow. It's important to note that handwriting analysis should be approached with caution. These traits should not be taken as definitive proof of procrastination or incomplete work.

However, by identifying these traits, employees can become more aware of their tendencies. And both employer and employee can work together to take steps to overcome the problem of procrastination and the in-completion of projects and tasks assigned.

To become proficient in studying handwritings of your employees, it's recommended to attend training sessions and workshops, or read books and articles on the subject.

Grapholistic International also provides handwriting analysis services for companies to learn more about your employees personality. This will reduce your burden in making decisions related to your employees' performances.

This Graphology tutorial is brought to you by Grapholistic International - Your Handwritings and Characters Analyst.

To watch more videos related to handwriting analysis and managing your employees' personality like in this tutorial, subscribe to our channel or visit our website, grapholistic.com
To re-post these contents on your website, social media, blogs, articles, YouTube etc, please remember to cite the Author's name, S.Sulianah, and link to her company's website www.grapholistic.com
#graphology #handwritinganalysis #humanresourcemanagement #grapholisticinternational #employeesperformance #graphologist #handwritinganalyst
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Underperforming Employees Handwriting analysis | Graphology report for hiring managers and hr professional | grapholistic international

3/18/2023

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This Graphology tutorial is brought to you by Grapholistic International - Your Handwritings and Characters Analyst.
 
 Identifying handwriting traits that signify employees' underperforming in a job can help employers and managers recognize the limitations of their employees, and then take necessary actions to improve their performance.
 
 In this short tutorial, we will identify the indicators that employees are underperforming in their jobs. And then identify the handwriting traits that signifies these characteristics of underperformance.
 
Here are some useful information on this subject.
 
The first step in identifying handwriting traits that signify underperformance, is to understand the basics of handwriting analysis.
 
Handwriting analysis is a scientific method of interpreting an individual's personality traits, emotions, and behavior based on their handwriting.
 
There are several factors that handwriting analysts consider, including letter shape, size, spacing, slant, pressure, and rhythm.
​
Underperforming employees often display certain characteristics in their handwriting.
 
For example, they may have irregular spacing between words and letters, inconsistent letter size, and uneven slant.
 
They may also use excessive pressure or have an erratic rhythm in their writing. These characteristics can indicate a lack of focus, disorganization, and low motivation.
 
Another handwriting trait that can indicate underperformance is low confidence.
 
Employees who lack confidence may have small, cramped handwriting, and they may use light pressure when writing. They may also have a tendency to cross out and erase frequently, indicating indecision and a lack of self-assurance.
 
Stress and anxiety can also affect an employee's handwriting.
 
Signs of stress and anxiety may include shaky, uneven writing, and inconsistent slant. Employees may also use excessive pressure, indicating tension and nervousness.
 
It's important to note that handwriting analysis should be viewed in context. Handwriting traits alone cannot determine an employee's performance. It's important to consider other factors, such as job duties, personal circumstances, and past performance. By understanding handwriting traits that signify underperformance, employers and managers can take proactive steps to address these issues and improve employee performance.
 
Handwriting analysis can be a useful tool for employers and managers to identify potential issues with employee performance. It can also be used to assess job candidates during the hiring process. However, it's important to use handwriting analysis ethically and with caution. Handwriting analysis should not be the sole basis for employment decisions, and it should always be used in conjunction with other assessment methods.
 
To become proficient in studying handwritings of your employees, it's recommended to attend training sessions and workshops, or read books and articles on the subject.
 
Grapholistic International also provides handwriting analysis of employees and job applicants to reduce your burden in making decisions related to employees performances and recruitment.
 
To watch more videos related to handwriting analysis and managing your employees' personality like in this tutorial, subscribe to our channel or visit our website, grapholistic.com
 
Remember to like this video and share your experiences with us at the comments section.  Thank you for watching!
To re-post these contents on your website, social media, blogs, articles, YouTube etc, please remember to cite the Author's name, S.Sulianah, and link to her company's website www.grapholistic.com
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HAPPY NEW YEAR 2023 TO OUR CLIENTS AND EVERYONE | GRAPHOLISTIC INTERNATIONAL | YOUR HANDWRITINGS AND CHARACTERS ANALYST S.SULIANAH

12/28/2022

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It is the new year. 
Remember to write a letter to yourself. Paragraphs of thanks and appreciation, and everything you are grateful for that you managed to overcome for the past 365 days. From us at Grapholistic International, Stay healthy!

Sincerely, Your Handwriting and Characters Analyst
​S.Sulianah
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We’ve Analyzed 27,853 Handwritings So Far, Here’s What We Learned | Graphologist-Handwriting Analyst S.Sulianah | Grapholistic International

8/17/2022

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I had the opportunities to analyze handwritings for the past 24 years of close encounters, friends, family members, strangers, clients, interview candidates and employees. In which, all of them were from different backgrounds.

The best part?

None of any of these handwritings is the same. Not even one in comparison to another. 

In short: if you want to know more about what I had learnt from analyzing handwritings, you will enjoy reading this.

Let’s get started.

When I analyzed group of friends mainly in events such as employees' retreat, product launch, campaigns, it is like similar attracts similar. For instance, if that one friend has a trait that shows a positive mindset, the other three will too. And if not, based on my observation, that one person will stand out in a way that he or she seems like do not fit in the group. 
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Similar attracts similar article Grapholistic International Group Friends Graphology S.Sulianah
Corporate Event Product Launch Graphology Graphologist S.Sulianah Grapholistic International
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​When I analyzed handwritings in events, I gained motivation and positive energy from the crowds. Usually individuals are curious of how their handwriting could tell about their personality. There were those who came for the event just to get their handwriting analyzed. I can say 9 out of 10 will be so open to know more about themselves. Only a handful will not be comfortable getting their handwriting analysed especially in front of their friends, spouse or family members.
Individuals are also usually more intrigued if they realized that by changing their handwriting, they could improve on a specific trait. These traits are usually something that might hinder them from moving forward, such as fear to move forward, not confident or overthinking. So, the value of any analysis will be when I shared with them how they could improve themselves with Graphotherapy. This will be as simple as altering the size of their signature. 
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There will be times that I will meet with individuals who are open to get their handwritings analyzed even when they  had built a wall of defense around them. It was invisible but with experiences and exposure as an analyst, I could personally feel as if I am in their shoes. They will appear uncomfortable or seems defensive to listen to what I would like to share with them. Case by case basis I will mellow down the atmosphere by sharing their positive sides first. On the other hand, I will conditioned the way I speak and approach the situations depending on the traits that I had observed on their handwriting. These traits might or might not be the reason for them acting that way. It could be their inclination to be secretive, denial or sometimes ego. And all the time, after that they will changed their composure. They will start to smile and release their breath that they have been holding since the beginning. This will be when they will be more open to talk about themselves too.
HR and Management Consultant Graphology Graphologist S.Sulianah Grapholistic International
Personality reflected on handwritings are usually a copy of how the individuals portray themselves through their physical appearance, the way they expressed themselves, the way they speak, their thought process and the perception they have towards themselves. So, most of the time it is subconscious and an automatic response. For example, I remembered analyzing an individual who has 'pirate hooks' on his lower loops such as on his y's and g's. I noticed that he clings his partner to himself even when she slightly moved away from him for a second. Another example is a handwriting of a business owner in his 60s. He has a balance upper, middle and lower zones. I can still remember how he looks because it is rare to meet someone with a fresh outlook, confident composure and accomplished with self-worth.​

How to Match Your Character as a Consultant with Your Client's Personality?

  1. If you are working with people whatever your profession is, learn to customize the way you speak to individuals. Observe their character and body language. By doing so, it is a good way to build rapport and trust. This will make the other person feels comfortable and be open to share more during the sessions. Their response and feedback are essential as we need to know whether they are accurate and match in theory and practical. 

  2. Listen. Sometimes there is no need to ask any further questions. People just need to express themselves and usually once they feel comfortable especially when we know intricate details like how they think and all, they will be more open to share with us, anything. When I said anything it means anything including the brand of wifi routers they are using. And most of the time, the information they shared are more than what they might had shared with their friends or family members.

  3. And if time is limited, find ways to shorten the session especially if it is an event with large crowds forming a beeline to meet you. Do not cut their conversation which could seem disrespectful. Use your eyes and own body language to tell them that we need to cut this short if words may sound uncomfortably impolite.

  4. Remember that they will talk about their experience with their friends and fellow mates. As for me, usually I will be natural and genuine when talking to any of the individuals I had analysed their handwriting. That is why passion with the field of your work has to be one of the important reasons you are in any line of work you are doing right now. Humans are fragile. They have been through challenges and various paths that may be a demanding for them. So if they are getting their personality analyzed like in my case, it is like a self-assurance for them. Most of the time they intend to use it to make their life better. Be nice and respectful to each and every individuals you attend to.

  5. There were times that guests/individuals/clients will email me after the formal events or personal analysis to ask more questions or follow-up on how they can understand themselves more. Or feedback like, "Now I know why my grandma said I looked like I am not interested in playing the piano." Based on these, I would know how assurances and encouragement could impact a person's life. Also, if you have nothing good to say or if the analysis you found is at the negative spectrum, as a consultant learn to make sure that your words are not hurtful.

  6. Usually doesn’t mean that the person is in a higher position they do not need any assurance from others to tell them something nice about their skills and capabilities. Over the years, their journey could be tiresome and they might have forgotten to focus on themselves. Tiredness, disappointments or any other shortcomings might make them fragile which could be shown on their handwriting . With that, you have to handle it with care. 

  7. One final point I learnt that I could apply naturally in this profession is being trustworthy. I am used to keeping others’ secrets that they shared with me, so in cases like these like not to divulge individuals’ characters and personality, I will usually keep it highly confidential and private. As a consultant, you have to own this character in you and if you don't work on it.
​To re-post these contents on your website, social media, blogs, articles, YouTube etc, please remember to cite the Author's name, S.Sulianah, and link to her company's website www.grapholistic.com
Author: S.Sulianah  S.Sulianah is also a ​Graphologist, HR and Management Consultant (Personality Assessment and Development) and Founder of Grapholistic International  Your Handwritings and Characters Analyst Grapholistic International www.grapholistic.com
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Author: S.Sulianah 
S.Sulianah is also a ​Graphologist, HR and Management Consultant (Personality Assessment and Development) and Founder of Grapholistic International

Your Handwritings and Characters Analyst
Grapholistic International
www.grapholistic.com

    Short Survey on Your Handwriting Baseline

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After submitting the survey, read our article on Handwritings Baseline. 
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Feeling Timid and Inferior? Identify it from Your Handwriting and Change it with Graphotherapy | S.Sulianah | Grapholistic International | Singapore | Dubai | NYC | London | Malaysia | Jakarta

7/19/2022

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Grapholistic Podcast Transcripts EPISODE 15 SEASON 1 
Written and Produced by S.Sulianah (Graphologist, Founder and HR and Management Consultant)
Grapholistic International
​www.grapholistic.com
Hi Everyone, welcome back to another episode of Grapholistic Podcast. The pod all about handwritings and characters analysis.

I am your podcaster, Sulianah. I am also the founder, the Graphologist and HR and Management Consultant of Grapholistic International.

Grapholistic International is a company which I had started for over 20 years specializing on personality development using the science of handwriting analysis.

​How it is to feel timid?

​In this episode I will continue to the next trait that could lower your self-esteem, which is timidity.

Feeling timid is not only something which you will feel, in fact, if you have this, it will be obvious on the eye of the beholder. That is to anyone you are talking to. When you enter the room, it can be felt from your aura, your posture, your eyes and also the way you speak. This is something not only you are thinking to yourself like you are not as good as anyone else, you are looking down at yourself, you don’t look as good as them, you have a low status and all, these thoughts you have about yourself can be sensed by the other person who is observing you or who is having a conversation with you.

In which whenever this happens, that thoughts you have about yourself will gradually or sometimes in an instant lower your self-esteem and your self-confidence. Ask yourself why do you feel like this especially when you are with other people, whenever you are with your friends, your co-workers or anytime you socialize in public. 

​Ask yourself these questions…

  1. Why do I feel like this especially when I am with other people, such as whenever I am with my friends, my co-workers or anytime I am working or chatting with someone who I do not know?
  2. Is it because I feel like they are better than I am?
  3. Is it because I feel like I am a nobody in comparison to them?
  4. Is it because I feel like my talent is nothing compared to theirs? 

​What are the simplest solutions?

Now the question is how can I not feel timid? How to not release that weak energy within myself? How can I get rid of the unassured way of thinking out of my mind and my day-to-day habits?
​
  1. First and foremost, you must learn to change the way you speak to yourself. Never ever talk to yourself in a downgrading negative way. This includes the tone of voice you use to yourself. As simple as I can do better in a positive encouraging way, or I thought you said You can do better to yourself in a discouraging sarcastic way.

  2. Next what you can do is; you have to learn to also identify your strengths and then be grateful with that good side of you. As modest as being able to wake up every morning.

  3. The third point is, stop comparing yourself with others. This will not only get rid of your inferiority mindset, it will also help you get rid of anxiety and panic anticipating the unnecessary. Remember this, everyone of us has our own life. We are more concerned about how we look instead of how others does. We are more focus on whether we get to achieve our goals or how we can complete our daily tasks everyday. We usually do not have time or concerns to think about you. Unless we are interested in you. Even if someone is interested in you, he or she will be thinking about you in a way that they like you, and the times they had with you that are usually positive moments.

    So, don’t worry too much if you are concern about what others are thinking about you or whether you are better than them. Well, that is a good sign for you to also not compare yourself with them. 

  4. And another point which you need to learn to train your mind are the perspectives you have for your personal growth. If you noticed that you have specific weaknesses or another word that I prefer to use instead of weakness is limitations, and you think that it can be changed, then do something to it. Find ways to improve on it. Make it a goal to change. For yourself not for others. Because if you do for others usually it will not last. But if you do for yourself, to be better at it then usually you will have longer stamina to complete those goals. Then, when you ended up improved and be good at that, no need to be perfect though, you can use it for the benefit of others. Whatever it is, the first thing is to learn to train yourself first before sharing with others so you will have more confident with whatever you intend to contribute.

​How can you identify timidity on your handwriting?

You might still be wondering whether your low self-confidence has anything to do with being inferior about yourself.

One of the ways you can check is by using the science of handwriting analysis. Another word for the study of handwritings is called graphology that is by checking through the presence or absence of specific traits on your handwriting.

There is no simple rule like 1+1=2 when analysing handwriting. There is no rule that says having one trait correlates to another handwriting trait. I cannot say to you now that everyone with handwriting traits that shows timidity will also have low self-esteem or low productivity. That is not how analysis work. When I analyse handwritings I will be looking at the entity as a whole. But for the sake of explaining in this audio, I will be brief so you can learn the simplest part of it. 

If you would like to see the visual explanations, you can visit our website at www.grapholistic.com or our YouTube Channel, Grapholistic International.

Usually based on the analysis of handwritings, I will asked feedbacks from the individuals during the handwriting analysis sessions whether they did behaved specifically like that, or think like that according to their personality.

As for the cases or instances when I noticed timidity traits on handwritings, 99.9% of the time these individuals do experienced, feel and think that way.

What are the handwriting traits that can be identified that signifies timidity, inferiority, lack of courage and anything similar to that? 

​Let us analyze your handwriting

Go and find a notebook or a paper. Write 3 to 4 lines of sentences on a paper or you can use your notes which you had written recently. Remember to add in your signature. Let us see if whatever your negative thoughts that you have in your mind has anything to do with timidity.
Four handwriting traits - Grapholistic Podcast Episode 15 Season 1 (Timidity and Inferiority) | Grapholistic International | Graphologist S.Sulianah | Singapore Dubai NYC USA Malaysia Indonesia London
Figure 1: Four handwriting traits - Grapholistic Podcast Episode 15 Season 1 (Timidity and Inferiority)
​I am going to share with you four handwriting traits here.

1. The first trait, check your right margin. How far did you end your sentences? Is it near to the right margin or far away? If the space is far from your right margin, that is roughly about 1.5 ~ 1.8 inches and above. This handwriting trait signifies over cautiousness, that stops you from moving forward or moving on. When you have this trait, you will be worried that any decisions you make will fail and it will ruin you or others. You will be worried and afraid to move forward and to be in your future.

In terms of socializing, usually you will feel uneasy when you are in contact with others, hence you will avoid to be in that situations.
​2. Another handwriting trait is to check whether there are very wide spacing between your sentences. If you noticed you write like this, this trait signifies isolation. You have the need to keep a distance from anyone around you. You usually feel that your privacy and your space is being invaded.
​3. The third handwriting trait would be the size of your signature. Is it smaller than your main text? Your main text is the main part of your notes and compositions. If your signature is smaller than your main text, this signifies lack of courage and confidence in your personality. 
4. In addition, if your signature is not only smaller than your main text but you placed it on the left side of the paper, then the intensity of this trait will be higher. Especially when you are in social settings, you would usually end up in the circle of friends that you are already comfortable with or maybe ended up not joining the gathering at all. Because from your perspective, you do not feel confident about yourself. I am not talking about avoiding the group of people that might not match your personality or they are the bad mean group of friends that of course in this case you should avoid. What I meant here is how you perceived yourself in comparison to when you are with others. You might feel like you are small, you have no talents, you are incapable, you are poor, you have no status, you are a loser. Those kind of perspectives you have towards yourself when in fact you are not any of those in actual. 

​How can you change and eliminate timidity with Graphotherapy?

The next step is how to change your timidity personality trait through changing your handwriting apart from the solution I shared earlier? With this method called Graphotherapy, which is a technique to change your personality through your handwriting. 
​1. Consciously end your sentences nearer to the right margin. Not till the edge. Leave at least 0.5 to 0.8 inches. If you write till the edge, it will have a different point of significance. So don’t do that.

Then talk to your mind and to yourself and says that “Whatever there are in the past let go of it. Use those past experiences as reminder just so I will not repeat the same mistakes if needed to. Other than that, it is time to let go and move forward. There are more beautiful and wonderful experiences waiting for me. I attract only people with positivity and good energy and intention.”
​2. Then when you continue on the next line, just leave a moderate space between sentences. Sometimes if you change one handwriting trait, another handwriting will change automatically. As for this, observe whether there is any changes after you tried Graphotherapy for the first one. 
​3. Moving on to the third point, the other change that you can alter on your handwriting would be to adjust the size of your signature. Increase it to either the same size like your main text or you can increase your signature in 0.2 to 0.4x larger than your main text. Not too big just moderately larger. Remember that your signature signifies how you represent yourself in public. That is your public relation. If your signature is small, that shows how you want yourself to be perceived by your boss, your colleagues, your friends and anyone you randomly meet in public. 
4. The last handwriting trait which I mentioned was the small signature and the placement of your signature on the paper. As for this, I am not going to tell you to use Graphotherapy to adjust where to sign on your paper. Because you have to feel comfortable with yourself first before heading towards being openly comfortable to socialize with others.

And also, for this trait usually if a person is comfortable to be with others, they will automatically sign on the right side of the paper. And if not, it is still okay as long as you do not feel lack of courage when you are with people. 
Okay everyone that is all for this episode. Remember that any thoughts that you allow to enter your mind will make a difference to the way you lead your life, the way you portray your physical self, the people you will attract to be part of you, and how you will be handling the challenges you encounter in your life.

And traits like timidity which is another word for lacking courage, being inferior, feeling small, thinking that you are not worth it, thinking that others are better than you are so you are not worth it and anything similar to these should not even be allowed to enter your mind, your thoughts and your feelings. Do something to it if ever you have this perspective towards yourself. 
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Before I end this episode, if you would like to get my recently published book titled Be Brave: Uncensored Motivational Quotes and Transform Your Self-Esteem with Graphotherapy, the paperback is now available on our website, Amazon and online bookstores. If you would like to purchase in bulk for your employees, clients, business associates and students, it is now available on www.GRAPHOLISTIC.com
​
You can email us at consultant @ grapholistic.com for bulk pricing.
To get your handwriting analyzed for yourself, your partner or your employees, or your interview candidates, visit our website at www.grapholistic.com to select the suitable packages ranging from basic to comprehensive graphology reports and Graphotherapy consultation. Our Graphologist is also available for events bookings, seminars and trainings wherever you are in the world.

In the meantime, I wish you will find positivity from listening to this episode.
Stay safe and have a great week ahead!

To re-post these contents on your website, social media, blogs, articles, YouTube etc, please remember to cite the Author's name, S.Sulianah, and link to her company's website www.grapholistic.com
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CASE STUDY: Thready Handwriting of a Hector | Position: Senior Engineer | HR and Management Series | Human Behavior and Handwriting Analysis | Grapholistic International

6/15/2022

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Author: S.Sulianah 
S.Sulianah is also a ​Graphologist, HR and Management Consultant (Personality Assessment and Development) and Founder of Grapholistic International

Your Handwritings and Characters Analyst
Grapholistic International
www.grapholistic.com

INTRODUCTION TO CASE STUDY

What are the factors that you prioritize when recruiting for employees in your company? 

There could be clear or innate expectations that you will look for in an employee doesn’t matter whether you are recruiting fresh from the open market or from recommendations. The candidate should have the characteristics that fits your company’s objectives, with the appropriate work ethics apart from the ability to perform the roles and responsibilities of the position.

I had worked in corporate organisations for 20 years and had the opportunities to observe but  also be a part of the decision-making process in recruiting and managing personnel with the employers and business owners.

The one area in recruitment that I still questioned the effectiveness is the practice when employers recruit an individual based on the recommendations from their friends and acquaintances without analyzing the person’s characters first. Ignoring all the red flags which are obscured by the relationship they have with the person who had made the recommendation. It was like watching your parents take in a stranger into the house and let them stay with you. This is similar to when your employer does the same without knowing the candidate’s background, work ethics, or even asking in-depth questions that means an official job interview. And of course, in this case there is no such thing anymore as decision-making using their intuition. Recruiting decisions were solely by “Let us help my friend’s friend”, “Let us find something for him to do eventually we will get him a suitable position”,  “Oh I trust my friend so this person should be good”. At times, these individuals are not even needed by the company and eventually became a redundant resource. And most of the time, the employees do not fit in the company, become a problematic liability and then the employer and teams will end up in a backwards spiral or trying to save the company’s reputation. 

OBJECTIVE OF CASE STUDY

​This case study’s focal point is one of the many similar examples of A liability that could have been avoided in the first place if you learn from your past mistakes and intuition. It is one of those case studies that I hope employers and business owners should read. I had categorized this case in the negative spectrum. This spectrum is a nightmare of an experience for HR managers, executives, directors and employers as it involves employee’s work performance and most importantly work ethic. The employee in this case study used to work with this company for about 5 years before he was terminated due to his unacceptable behavior towards a client and staff, using words that were unpleasant and unprofessional. 

Profile

​Profile: Senior Engineer. Hector (not his actual name)
Age: 60+ years old
Worked with the company for about 5 years. Was an employee with the company few years back, but his contract were terminated due to his performance and cheating on his overtime reports. 
The following analysis were my personal observation as a HR Executive during the first year of this engineer’s employment. This was about 15 years ago when my boss who is now my ex-employer decided to recruit Hector as a full-time engineer in the company. When my ex-boss informed me of his decision to recruit Hector just because Hector approached him for help of an employment, I had expressed my disagreement and listed down my reasons.

When I first met him I didn’t know the back story of his previous termination with the company so I had relied on my personal impartial observation and analysis. Everything about my analysis of Hector especially my intuition screamed ‘Nope’ and ‘To be careful’. There were tints of This guy cannot be trusted when I was first introduced to him, and I could feel negative energy when he first entered the meeting room. When my ex-boss left me with him to settle the official employment process, he was totally different from before. He was arrogant and clearly acted in a way telling me who was 30 years younger than him that he is the superior one and has all the authority to influence anyone. And again, the uncomfortable energy that I was sensing during that time was actually more than whatever he had showed himself as. My feedback to my ex-boss about my perspectives were totally ignored. Thinking of it later it was not surprising since my ex-boss will usually recruit either his friends or friends’ friends based on his relationships with them. I let him be, however, at my side I interacted with Hector with a lot of precautions.
 
A few months later, there was this an incident that happened when Hector approached me and questioned about his salary. He questioned in an authoritative tone of voice once again how his salary does not fit with the consultation rates that our company had proposed to our client for a project he was involved in. Meaning, why is he getting a salary for example $4,000 per month when the project deal was closed at $350,000. A question that was unexpected. First and foremost is how can a person who kept bragging to his co-workers and employer that he has years of work experiences could not understand how running a business works. Since Hector has arrogance and egoistic in his character, I replied with “You actually have no rights to questioned how much the company charge the client. You had agreed with the salary he offered to you so whatever the company earned is actually none of your business.” I was expecting him to respond to me with another attack, but he turned timid right after that. I reported this case to my ex-boss immediately just in case the story turns to another telenovela if he heard it directly from Hector. Like I mentioned earlier, I had to take extra precautions when dealing with Hector.
​
In the first few years of when Hector was on employment with us, I did not use my handwriting analysis (graphology) skills to look into Hector’s handwriting because at that time I wanted to challenge myself to learn to also understand people through their body language, tone of their voice, behavior and also learn to test my intuition and analysis. 

THE TRUSTWORTHY SCALE: Is he a trustworthy engineer?

During the first few years of Hector’s employment, there were evidence of his eat snake attitude. Eat snake is a phrase we use in Asia mainly Singapore and Malaysia which originates from a Hokkien phrase, Jiak Zhua. This means avoiding responsibilities and slacking off from tasks. Other co-workers who had worked  with him in projects had reported to the boss of his eat snake attitude. Reports were not completed, overseas projects that he was assigned by the boss to be the main person of contact ended up haywire.  Not only that they were victims of him whenever he will twist their words and stories for his advantage. Employees management were so bad at the project site he was in that I had to travel overseas to talk to the team members and him. His communication with our client, his co-workers and the company management were terribly unpleasant and not organised. There was an instance that he tried to embarrass our company in front of a client by complaining loudly in the client’s office main area without thinking about our company’s reputation that I had to hit his leg under the table to tell him to shut it up. And there were two instances that because of him, two well performed good employees left the company and another was terminated.

The employee who decided to leave the company had reported to our company that Hector cheated when reporting machines testing results for the project. Instead of siding to this employee, our ex-boss trusted Hector even though there were clear evidences. In terms of work performance and work ethics, I would rate this employee is at 10 while Hector is at 0.1 with a scale of 10 as most reliable and with good performance.

The other case was a tragic story because this employee who was terminated trusted Hector. This employee who also owns an employment agency company which my ex-boss was well aware of had told Hector that when he will be stationed in China with him, he will be taking the opportunities to also look into the market to expand his business. Yes it was a conflict of interest but also he trusted the wrong person to share his plans. So, Hector notified the boss behind his back. And because of that this employee was terminated immediately. Between Hector and this employee, the work performance is also totally incomparable. Hector will be at 0.1 while this employee is at 9.5 but all those again does not matter to the ex-boss in this case apparently.

In terms of trustworthiness, from the personal relationships’ perspectives between Hector and his co-worker, he was well-known as someone who the co-workers will avoid at any cost. From the side of professionalism which is encompassing responsibilities such as writing reports and completing projects, Hector does not fit to be in the scale of the Trustworthy and Reliable Employee category. However for the sake of this case study, I am placing him at 0.1 even though personally I will put him as 0.0. 

APPLYING HANDWRITING ANALYSIS AS A TOOL IN THIS CASE STUDY

​Let us study his handwriting whether he is actually that person that I had just analysed earlier solely based on my observations of his behavior, characters, mindset and work ethics. 
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HANDWRITING FORM

Hector’s handwriting form is thready. A wavy thread of connections between letters. This kind of handwriting is considered as cursory and is written with speed. There are words that are indecipherable because of the fast movement of the writing such as work or write? for or fr? airside or forside? Rm or Run?

HANDWRITING ANALYSIS: THE POSITIVE + SPECTRUM

​The positive part of the analysis of someone with a thready handwriting: adaptable in whatever conditions and situations he is in, able to make use of opportunities when he finds fit, diplomacy, with a considerable physical action, and inventive (Cited Nezos R., 2006). 
  • Out of all these traits, the one that Hector was always proud to tell everyone in the company is how he could still get married to women 20 years younger than him and still have children with them.
  • Adaptability, yes this I could not disagree. Hector was always selected for overseas projects because he has no issues with adapting to the foreign food and environment. Also, his ex-wives were from different countries such as Philippines and Indonesia. So, being able to adapt to unfamiliar environments should not be an issue for him.
  • I also agreed with making use of opportunities that he finds fit trait. And he was actually good at using the information which was shared by his co-workers who thought he could be trusted and then use it to manipulate them and the boss.
  • Diplomacy probably yes too. He could fit in easily when talking to any levels of people from different culture with his own communication styles.
  • Inventive wise, so far based on when he was with the company, there was no evidence to prove this side of him.

HANDWRITING ANALYSIS: THE NEGATIVE SPECTRUM

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The not so positive side of Hector’s personality analysis with reference to his handwriting was traits such as laziness, physical weakness, indecision, impatience, running away from responsibilities, often irresponsible behaviour, instability, dishonesty, deceit, defiance, questionable behaviour, pretense, intrigue, and overcompensation of inferiority complex. (Cited Nezos R., 2006)
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  • Laziness is evident in terms of Hector’s work performance, productivity, contents, and quality of deliverables. In many situations, he was caught coming in to work 2 to 3 hours late but reported as punctual in his attendance, sneaking out of the projects’ sites, and sleeping during working hours. Other than that, as mentioned earlier, his responsibilities as a project’s team leader or project-in-charge were not exercised as required of him which eventually the company had to mobilize other engineers and project managers to the site to takeover.

  • Remember the previous analysis which highlighted how he will brag and proudly announced to everyone in the company that he still could have children even though he is 60 years old? Are you surprised that the not so positive part of this spectrum also signifies this handwriting to show physical weakness? It also signifies overcompensation of inferiority complex which is visible from his large size capital letters that is not proportionate with the other small letters. So, in this analysis it shows the contrast of the ones he tried to portray to people and what actually he was feeling towards himself. This fits with the phrase The empty vessel made the louder noise.

  • Hector did prove his irresponsible behaviour based on the results of his work such as mentioned earlier, including tendency to cheat and report fraudulent readings on the final reports. This is not only irresponsible, but it is also traits of dishonesty. And when being reported by the other staff, he could twist his words, manipulate and be deceitful to gain support from the boss and HR. As for personal irresponsibility, he did share with us how his children who he had left to his first ex-wife refused to talk to him, seeking for our sympathy. Remarkably, the professional and personal evidence do corroborate well in this analysis.

  • As for pretense and defiance, he portrayed himself as an employee who disagrees with any of the company’s policy does not matter whether it is for the employees’ advantage or not. He is one of those handful who will argued about it behind the boss back, but will say “Yes, you are right, and I support you forever” in front of the boss.

  • Impatience is one of the traits that he accidentally misused and was the main ground of his dismissal. He was impatient and probably his ego boosted him to do whatever he did to one of the staff who unfortunately, our boss trusted more than him. Hector expressed his resentment by using vulgarities to this staff. And because of that this staff decided to lodge an official complain to the boss. I would categorise this staff as more manipulative and had the authoritative advantage because of his personal relationship with the boss. Hector’s last moments after half a decade in the company was when he is finally defeated by someone with similar personality as him but sad to say, had a favourable and superior personal relationship position with the boss than Hector does. 

SOLUTIONS FOR EMPLOYERS

DURING THE INTERVIEW AND SELECTION PROCESS

  1. Be open to observe and listen to your HR advisors, employees and consultants. You employ them to do their job for a reason that is to assist you to manage your company’s personnel. Yes, you are busy with your company and therefore if someone who is more professional with an eye for observing your employees’ characters, behind-your-back behaviour, personality, and work performance, be open to listen and analyse and then do something to improve on it. Do not let small problems sit for years and decades until those negative behaviour of that one employee seeps into the mind of the others and damage your company from within.

  2. If you are owning and have been running your business for years and recruiting people because of your relationships with them, please still perform the same process. Go through those interviews, go through same process like as if you are recruiting them through Jobstreet, JobsDb etc, do background checks with their previous employers, check their criminal records, check their resumes authenticity, be in the interview if you need to and do all those processes that you would do when recruiting strangers.

  3. Yes … your friend recommended that person to you, or you are in debt to your client or acquaintance but remember that your business is your asset and your dreams that you have been building since you were a teenager. Do not sacrifice those for a mere debt, welfare, relationships and just because you are being a supportive friend. Be brave to say No, This person does not fit in my company, I need time to look into it, or be brave to stay away if you do not need that type of person in your company.

  4. When you are part of the interview with your HR, be neutral. Do not be too excited and desperate to recruit that person your friend recommended. Observe the person at all angles and ask questions. Analyse their demeanour, what he says and what he did not. Also most importantly listen to your HR staff who is doing that interview with you. He or she may have more exposure with interviews than you have in your life. So let go of your ego and learn to listen to your instinct and your innate impression of the person, analyse, and decide with the facts in your hand not your emotional attachment to that person or your relationship with the friend. 

WHAT IF YOUR EMPLOYEE HAS A THREADY HANDWRITING?

After understanding an employee through your observations and analysing their personality through their handwriting, what is that one step further that you need to do to solve any issues that could arise? If your employee has the filiform, thready handwriting and they do not use it in a way that will impact your company’s business and your other employees, then leave them be.

However, if you have noticed those traits dominating your employee and negatively impacting your employees who are with good work ethics, good performance and behaviour leaving your company because of this one person’s behaviour, you have to open your eyes and mind to decide logically. For this case study, Hector’s boss was blinded by Hector’s assumed loyalty and let himself be manipulated for 5 years and not forgetting the previous 3 years. When you are running your business, be open to listen to your other employees who would have been giving you feedback about this person over the years. Personal relationships should be set aside when you are managing your business because you will lose the employees who genuinely would like to work hand-in-hand with you to build your company and also for their personal growth.
 
Learn to be self-aware, self-conscious when you observe your employees and make any decisions. Ask yourself the basis of your decision to justify why you are deciding to trust A but not B. Because in a span of as short as one year, your decision to let the good employee go and give someone like Hector to breed in your company, you will not only lose that one good employee, but you are also actually piling doubts in the other employees’ minds because of your favouritism, indecisions, and biasness. And you will keep repeating this same process for years and years, adamant and ended up being stagnant in your personal growth. Eventually 8 years later, the ones who will be left behind with you in your company are all the Hectors. 
References: Graphology Volume I: The Interpretation of Handwriting by Renna Nezos (2006)
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FICKLE IN DECISION-MAKING? IDENTIFY IT FROM YOUR HANDWRITING AND CHANGE IT WITH GRAPHOTHERAPY | Graphologist S.Sulianah | Grapholistic International

6/1/2022

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​Author: S.Sulianah (Graphologist and Founder of Grapholistic International)
Your Handwritings and Characters Analyst
www.grapholistic.com
Grapholistic Podcast Season 1 Episode 14 Transcript
If you are wondering, why am I including fickle-mindedness in the list of traits that could hinder your self-esteem and development, and how could it possibly influence your self-esteem?

Apart from the self-criticism trait that was highlighted in the earlier episode, the fickle-minded trait will make you questioned yourself and continuously changing your decisions.

It shows how you are not confident with your perspectives, opinions and even your own analysis. It tells you and of course the other people that you are working with or living with, that you have no idea why you had even made that decisions in the first place.

Furthermore, this trait will not only lower the perception you have towards yourself and diminish the confidence to make decision on your own,
it will also affect your relationship with others.

When you constantly decide in an erratic way, it will be unpleasant and irritating to those people who are affected by your indecision. Gradually, you will create distrusts. Those people who you are dealing with will questioned not only your leadership, most importantly your credibility and reliability.

What could be the possible causes of someone being fickle-minded?

To begin with, being inconsistent and unsure when making decisions can happen when you have no idea what is going on. Or even if you do, you may not be sure about that subject or could be that you do not have any experiences dealing in that kind of situations. 

Because you were not sure, you might be  worried that
“What if your decision could affect the entire team in a wrong way, or even tear apart the whole plan?”

Well, those worries are valid. Like for instance, your team is trying to save someone from drowning. The first step probably is to dive straight to the lake which you had instructed. But then suddenly someone saw an alligator. In this case, clearly you need to change the decision by probably getting a boat or rope instead of diving straight ahead to help. Changing decision like in this case is understandable. 

The kind of fickle decisions which could make you doubt yourself, or people to doubt your reliability is when you keep changing your 'final decisions' solely relying on others’ opinions.

For instance, you have decided with your team to fix those ceiling lights in your office. As usual, you had instructed your staff to source for suppliers and purchase those lights. Once you received the delivered items 2 weeks later, out of nowhere one of your friends who came to visit you in the office suggested you change the lights to bulb instead of LED. You decided to listen to your friend’s opinion even though you had spent hours deciding with your staff that LED is less costly for your office monthly electricity expenses.

You listened to a friend who was not involved in the decision-making and has no idea what is going on. The point is you rely on external inputs, wasting time and money. You did not even stop to think about it yourself. From your position you might not realized that your behavior is evident to your staff clearly showing how you are not confident with your own decisions and could easily be influenced. It is worst if this is not your first time. 
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I used to work with an owner of a company for over a decade who has this kind of decision-making process. It is understandable to change plans but doing it very often like 95% to 98% of the time shows how we could not rely on his decisions when it comes to serious matters. Not only that, it will and had also affected the credibility of the second person who is taking in his decisions and passing it to the other teams. ​
Because of the way he make decisions, employees do not trust him. They may look like they listened but in fact once they get out of the meeting, they let it go. It was not a surprise when employees could not handle it anymore that they decided to leave. Being fickle in small decisions for your personal one person situations may not affect anyone but if you are working in an organization, doesn’t matter whether you lead a team or not, the way you think, respond and when taking actions will impact you and other groups of people in a larger scale.

So, how can you make changes in the way you think?

  1. First and foremost, change it by being aware of your behavior and understand the way you think. You must first observe and analyze the way you respond to the surrounding and in different situations. How you will usually think, behave and respond in circumstances like when you have more time to decide, and in urgency.

  2. Then, learn to focus on the problem solving instead of relying on what if you don’t listen to them, and you might lose them as your friend if you don’t consider their opinions. Build your own backbone.
    ​

  3. If you have a boss or employee or even your partner who you think might have this character in them, you can check their handwriting slants.

How to check the handwriting for fickle or inconsistent thinking and decision-making?

  1. In handwriting analysis, one of the handwriting traits that signifies inconsistent thinking like being fickle, you can observe that the handwriting will have variation in slants. Slants are the direction your letters are leaning to. Either left, right or upright. If the individual has inconstant decisions, their handwriting slants will be a mixture of two. The intensity will depend on the overall degree of slants and variations. 

    Also be careful if the person has three of this at one time in their handwriting. The person could be manipulative too. ​With reference to the previous example of an employer who I used to work with, he has two of slants mixed between left and upright most of the time. And sometimes the slants will be upright and towards the right. Yes, this could also signify someone who is flexible and in fact he was.

    However, if you have these traits you have to learn how and when to use it at the right place and at the right time. Because if not, the personality can turn to be an unpleasant behaviour not only to others but to your own disposition.

  2. Other than that, you can also observe other traits that could possibly exists on the handwriting that signifies indecision. The variation in the size of the handwriting that is the height and or width or both of the middle zone. If it fluctuates intensively, it signifies that how he is not sure of himself. He might be okay now but, in a few minutes, he will not be.  

    For instance, you might notice that your employer will be so into not getting involved with the same client who has not been paying the project’s fees on-time to your company. Because of that your boss insisted he will not get involved with any new projects with them anymore. He will spend four hours talking to you about the client and how he will refuse their new project offer next time until they pay the outstanding. Then, two days later, your boss came to your room and tell you with excitement and pride that he just signed off a new agreement for a new project with the same client. Well, if this is how unpredictable your boss is, high possibility his handwriting sizes varies extremely. 

  3. Another handwriting trait that will present in the person’s handwriting is low self-esteem. I had covered in earlier episode how to identify self-esteem on the handwriting. One of the low self-esteem trait is the placement of the t-bar which is below on the middle. T-bar is the horizontal line of your letter-t. If the person writes with a low t-bar, he is likely to be insecure about himself.

    High chances is he will doubt any of his decisions and tend to rely on others’ opinions. So, he will end up listening to someone else’s opinions instead of his especially if he has the desire to get approval from them mostly someone who sounds more authoritative.

What can you do if you have these handwriting traits?

  1. As for variation in slants, learn to be conscious of how you write and the direction the slants is leaning to. If you tend to write upright, focus on upright. If right or left, do the same. Mixing slants slightly is okay but if too much, it will be too extreme and will definitely affect your behavior and the way you think. Be self-aware with the way you write.
  2. This applies the same to the size of your handwriting. Be consistent. Not rigid just be consistent on your handwriting size.
  3. As for your t-bar, write it above the middle zone. That is enough. The method of changing the handwriting is called Graphotherapy. It will take some time to noticed changes in your personality but definitely with the correct technique you will see the difference.
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Please remember that if you noticed these handwriting traits on your employer, employees or anyone, please do not immediately tell them to change their handwriting.

Throughout the years I have been in this field, I have never told anyone randomly to change their handwriting even though I had a chance to glance on theirs. You can use the information to learn about their characters and to confirm your own personal observations or use those analysis to adjust or adapt your own behavior towards them. Other than that, never ever advise them to change when they never asked you for your opinions and inputs.

​

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KAJIAN KES: Bergantung, Spontan, Gaya Membuat Keputusan yang Kurang Rasional dan Kurang Intuitif | Pengurus Projek | Analisis Tingkah Laku dan Tulisan Tangan Manusia | Buku Siri HR dan Pengurusan oleh Pengarang S.Sulianah (Terjemahan Bahasa Melayu)

5/26/2022

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​Pengarang: S.Sulianah (Ahli Grafologi dan Pengasas Grapholistic International)
Penganalisis Tulisan Tangan dan Karakter Anda
www.grapholistic.com
Read the English Version | Read the Indonesian Version |
Read the Arabic Version | Read the German Version

​PENGENALAN KEPADA KAJIAN KES

​Mempunyai pengurus projek yang sangat berkesan di syarikat anda adalah aset. Ini akan menentukan kejayaan bukan sahaja perniagaan syarikat anda tetapi juga persekitaran dan hubungan antara pekerja anda di tempat kerja anda. Semudah pengurus projek enggan mendengar dan menganalisis maklum balas atau penemuan kakitangan operasi anda. Tidak membiarkan ahli pasukan tahu pengurus projek ada ketika mereka perlu bercakap, yang secara beransur-ansur dapat menimbulkan kekecewaan. Seperti kesan domino, perasaan progresif untuk ditinggalkan dan tidak termasuk akan berkembang pada pekerja anda.

​OBJEKTIF KAJIAN KES

​Kajian kes ini adalah petikan dari buku saya yang akan segera diterbitkan di bawah HR and Management Series. Kajian ini difokuskan pada tingkah laku manusia dan bagaimana sifat watak dapat mempengaruhi pengambilan keputusan, corak pemikiran, pemerhatian, komunikasi dengan rakan sekerja, perspektif, cara mereka bercakap, cara mereka berfikir, pandangan ke arah tujuan peribadi mereka dan kebolehpercayaan mereka dalam persekitaran perniagaan. Selain itu, kajian ini juga menggunakan sains analisis tulisan tangan untuk mengkaji keperibadian, watak, tingkah laku dan kemungkinan sebab dan akibat, jika ada, semasa pemerhatian dan analisis saya.
 
Analisis kes adalah akaun jangka panjang yang komprehensif dengan bukti dalam persekitaran organisasi perniagaan korporat. Ini adalah analisis salah seorang pengurus projek kanan untuk jangka masa 13 tahun, yang penting dalam kaitannya dengan kajian kes lain dalam siri ini. 

​Profil

​Pengurus Projek, Scott (Bukan nama sebenarnya)
Lebih kurang 20 tahun pengalaman kerja
Pada pertengahan 30-an
​Scott telah bekerja di bidang kejuruteraan selama lebih dari 20 tahun dengan pengalaman sebagai jurutera dan pada masa ini, pengurus projek.
 
Kesan pertama yang saya miliki terhadap Scott adalah senyuman manisnya, mudah didekati dan boleh dipercayai. Sebagai pengurus sumber manusia selama bertahun-tahun saya di syarikat, salah satu cadangan yang akan saya cadangkan kepada bekas pengarah saya adalah membawanya ke mana-mana perjumpaan dengan pelanggan sekiranya ada keperluan. Bukan hanya kerana dia memiliki pengalaman bertahun-tahun dengan syarikat dan pendedahan untuk berurusan dengan pelanggan dalam industri itu, tetapi Scott juga dapat menyesuaikan diri dengan sekitarnya, hormat dan tahu apa yang harus dikatakan dan apa yang tidak boleh dilakukan dalam suasana formal. 

​MERASA DAN PEMIKIRAN YANG LUAR BIASA

​Sekiranya anda telah membaca kajian kes pertama pengurus projek kanan, Lewis, yang cenderung menyimpan perasaan dan pendapatnya kepada dirinya sendiri, Scott adalah kebalikan dari seniornya. Ini adalah sejauh mana ekspresi wajahnya. Walaupun mesej yang akan dia sampaikan kepada anda bukanlah berita buruk atau sesuatu yang pahit, dia tetap akan meluahkan perasaannya dengan cemberut. Pada tahun-tahun sebelumnya ketika kami bekerjasama, setiap kali dia datang ke bilik saya atau ketika dia mendekati saya untuk memberitahu saya sesuatu, dia akan kelihatan seolah-olah ingin memulakan konfrontasi, tidak bersetuju dengan apa yang ada dalam fikirannya. 

Bagaimana saya menangani perkara ini?

Oleh kerana saya tahu saya akan bekerja dengannya untuk masa yang lama, dan tidak lebih suka kesal setiap kali, Saya telah memberitahunya secara terus terang apa yang saya fikirkan tentang cara dia menghadirkan diri. Dan menambah bahawa tingkah lakunya mendorong saya untuk melampiaskan rasa tidak senang saya kepadanya, yang bukan merupakan amalan yang baik untuk kami berdua. Jadi, bagi saya, dia memang mengubah cara dia bercakap dengan saya, tetapi dengan yang lain dia tetap sama.

Bagaimana ketika dia memberi arahan kepada juruteknik atau jurutera junior dalam pasukannya?

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​Suara suaranya akan lebih tinggi daripada cara standard yang kita bicarakan antara satu sama lain, dengan nada suara yang menunjukkan kewibawaan. Selain itu, komen yang digunakan tidak menyenangkan termasuk kata-kata buruk, dan sindiran.
 
Apabila kita tidak aman terhadap diri kita sendiri dan tidak senang dengan sesuatu dalam hidup kita, sarkasme biasanya digunakan sebagai mekanisme pertahanan. Bagi kes Scott, terdapat dua sifat tulisan tangan utama yang sesuai dengan keperibadiannya. Pukulan akhir yang tiba-tiba dari huruf terakhir kata-kata dan t-barnya yang tajam, sesuai sepanjang tulisan tangannya. 
​Pukulan hujung yang tajam juga menandakan kekecewaannya terhadap orang lain, baik dalam kehidupan peribadinya atau dalam keadaan profesional. Dari segi mengekspresikan dirinya, Scott biasanya tidak pernah menyembunyikan perasaan ini. Dan dia akan membiarkannya dan orang yang tidak bernasib baik pada masa itu akan bertemu dengan kemarahannya. 

MEMPERCAYAI ORANG LAIN

​Scott berada di tahap 10 daripada 10 dalam spektrum ketika mempercayai orang lain. Sebagai permulaan, kerana dia membuat pilihan berdasarkan bagaimana perasaannya terhadap seseorang, pilihannya lebih kepada siapa yang dia gemari. Saya menjadi saksi contoh kehidupannya yang sebenarnya beberapa kali selama 13 tahun bagaimana dia ditipu oleh orang lain kerana 'kemurahan hati' dan apa sahaja yang serupa dengan itu. Dan tidak mungkin dia akan mendengar nasihat sesiapa untuk tidak mempercayai orang itu. Saya teringat satu hari selepas makan tengah hari, dia memberitahu saya bahawa dia telah memberitahu salah seorang juruteknik mengenai kes yang kononnya menjadi rahsia antara kami berdua. Saya memberitahunya bahawa "Saya sama sekali tidak mempercayai lelaki itu dan adakah anda pasti dia tidak akan berkongsi dengan sesiapa Analisis saya terhadap orang itu adalah ringkasan pemerhatian saya terhadap watak, keperibadian, bahasa badan dan tingkah lakunya selama 5 tahun, yang merangkumi naluri saya. Itulah juga alasan saya tidak pernah bersetuju untuk merekrut dia sejak awal. Pada masa itu, Scott membalas saya dengan "Anda terlalu memikirkan. Tebak apa yang berlaku tiga minggu selepas perbualan itu? Juruteknik ini yang sepatutnya kembali setelah mengunjungi kampung halamannya sama sekali tidak kembali ke pejabat. Dan yang paling teruk ialah Scott telah meminjamkannya sekitar $ 20,000 sebelum dia meninggalkan negara ini dengan alasan bahawa dia memerlukan wang untuk operasi ayahnya. Akhir minggu itu, Scott mendapat tahu bahawa ayah kakitangan itu baik-baik saja dan tidak pernah dimasukkan ke hospital. 
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Saya telah menulis lebih mendalam mengenai pinjaman dan pinjaman wang dalam buku saya Be Brave: Uncensored Motivational Quotes. Disoroti dalam buku ini adalah kemungkinan sebab mengapa anda cenderung membiarkan diri anda meminjamkan wang hasil kerja keras anda kepada orang lain. Salah satu penyebabnya adalah perlunya penerimaan oleh orang lain. Dalam kes Scott, ini bukan kali pertama dia mempercayai seseorang. Saya berkesempatan untuk menanyakan alasan dia cenderung melakukan penderitaan orang lain. Sebilangan besar tanggapannya berkaitan dengan bagaimana dia bersimpati dengan keadaan mereka. Tetapi kerana saya cukup prihatin dengan kejahilan Scott, saya bertanya kepadanya lagi “Adakah mereka benar-benar memerlukannya? Sekiranya mereka memerlukannya untuk bertahan hidup, mereka tidak akan dapat menghabiskan gaji mereka dengan susah payah untuk bir yang menikmati diri mereka pada waktu gembira dan hujung minggu setiap minggu Sebagai pengurus sumber manusia pada masa itu, saya juga prihatin tentang bagaimana Scott melihat keadaan ini. Dia juga menyebut tentang hubungan mereka. Sekiranya dia tidak meminjamkan wang kepada mereka, mereka tidak akan mendengar arahannya. Persamaan dan persepsi yang salah dari pihak Scott.
 
Jadi, apa yang saya perhatikan selama bertahun-tahun adalah bagaimana ketidakamanan Scott secara beransur-ansur mempengaruhi keputusan akhir dan cara dia memperlakukan dirinya dan orang lain. Dia akan berusaha untuk melaksanakan kewibawaannya tanpa peduli sama ada orang lain adalah juruteknik, seniornya atau seseorang yang bahkan tidak melaporkannya. 
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​T-bar yang rendah pada tulisan tangannya bukan sahaja menandakan harga dirinya yang rendah dan akhirnya mahu orang menerimanya. Ini juga mempengaruhi cara dia membandingkan dirinya dengan rakan-rakannya yang lain seperti tahap kelayakan, kecerdasan dan kisah kejayaan mereka.

Ini adalah beberapa frasa umum yang akan dia katakan setiap kali kita dalam perbincangan; "Ya, saya tahu anda lebih pintar daripada saya", "Sudah tentu, anda sekarang sudah mempunyai Master. 
​T-bar rendah disokong dengan tanda tangan yang menarik yang menambah intensiti sifat ini. Tidak menjadi perhatian, Saya telah menasihatinya beberapa kali untuk menyingkirkan teguran pada tandatangannya kerana intensiti cara dia memperlakukan dirinya sendiri dan jenis kata yang dia ajak bicara dirinya menjadi lebih jelas.
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GAYA MEMBUAT KEPUTUSAN

​Salah satu gaya membuat keputusan Scott yang biasa saya hormati adalah bagaimana dia dapat membuat keputusan dengan serta-merta ketika pelanggan meminta bayaran atau pertanyaan perundingan luar biasa yang berkaitan dengan ruang lingkup kerja. Dia biasanya memiliki kecenderungan untuk memutuskan tanpa meluangkan waktu untuk memikirkan mana yang mungkin menjadi kebaikan atau kadang-kadang keburukan dalam pengurusan projek. Sifat ini juga ditunjukkan pada tulisan tangannya dengan pukulan akhir yang tiba-tiba.
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Mengenai membuat dan menerima perubahan dan idea baru, dia cenderung untuk tetap berada di hari-hari gemilang. Mengubah cara kita berfikir dan memperbaiki sistem dan polisi syarikat akan membawanya masa untuk menyesuaikan diri dan menerima itu setelah berbulan-bulan berdebat dan mengeluh. Ini jelas secara khusus di mana dia mengakhiri kata terakhir pada setiap baris ayat, meninggalkan ruang besar di margin kanan. Margin kanan dalam analisis tulisan tangan menandakan masa depan, sementara kiri adalah masa lalu. Selain itu adalah bagaimana dia mengakhiri tanda tangan terakhirnya. Daripada menyimpulkan surat terakhirnya di tempat yang sepatutnya, dia menulisnya ke belakang ke kiri sebelum mengakhirinya di sebelah kanan. Sisi baiknya ialah dia akan menyelesaikannya di sebelah kanan yang bermaksud dia akhirnya akan belajar menerima hadiah. 
Ada banyak kesempatan bahawa saya tidak harus bergantung pada pandangan dan penilaiannya terhadap kakitangan yang bekerja dalam projek dengannya. Biasanya, pengurus projek akan diminta untuk menilai prestasi ahli pasukan mereka di mana maklum balas mereka akan mempengaruhi bonus ya kakitangan, dan kenaikan gaji. Namun, bagi kakitangan di bawah pasukan Scott, saya harus membuat pemerhatian dan analisis peribadi saya sendiri. Mengapa begitu? Penilaian Scott berubah pada tahap yang luas bahawa maklum balasnya menjadi sumber maklumat yang tidak boleh dipercayai. Sebagai contoh, hari ini dia akan memberi komen mengenai juruteknik yang bekerja dengannya di Projek A sebagai seseorang yang tidak akan mendengar arahannya, pada hari lain ketika moodnya baik-baik saja, dia akan mengatakan bahawa juruteknik memang mendengarkannya. Kerana situasi serupa telah berlaku berkali-kali selama bertahun-tahun, saya belajar untuk tidak bergantung pada pandangannya seratus peratus. Perhatikan bagaimana dia melenyapkan tulisan tangannya. Ekstrim kanan. 
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GAYA MEMBUAT KEPUTUSAN: KURANG RASIONAL, MENGHARAPKAN ORANG LAIN, PANTAS BUAT KEPUTUSAN, KURANG INTUITIF

Dengan merujuk kepada kajian mengenai gaya membuat keputusan oleh El Othman, R., El Othman, R., Hallit, R. et al.,  diperhatikan bahawa Scott mengikuti pengambilan keputusan yang lebih bergantung, dengan spontan dan kurang rasional.
 
Menurut kajian itu, skor ekstroversi dan neurotisme yang lebih tinggi dikaitkan dengan skor gaya rasional yang lebih rendah. Kesesuaian dan kesadaran yang lebih tinggi dikaitkan dengan skor gaya bergantung yang lebih tinggi. Skor kesesuaian, kesadaran dan neurotikisme yang lebih tinggi dikaitkan dengan skor gaya intuitif yang lebih rendah.
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Pada mulanya, Scott akan membuat keputusannya sendiri. Dan selalunya, dia akan mula membuat kekecewaannya apabila pihak lain seperti bosnya mempunyai perspektif yang berbeza daripada dia. Akhirnya, dia akhirnya akan dipengaruhi oleh pendapat orang lain sambil tetap tidak senang walaupun ideanya disokong oleh fakta yang kukuh.

Pada tulisan tangannya, t-bar rendah yang menandakan persepsi tidak sihat terhadap harga dirinya menyokong cara dia memahami ideanya. Sementara margin kiri yang menjadi lebih luas ketika bergerak ke bawah perenggan menandakan ketakutan dan kegelisahannya ketika mengambil apa-apa yang asing baginya. Sekiranya dia melengkapkan panjang t-barnya dan bukannya berhenti di tengah jalan, semangatnya akan lebih jelas dari masa ke masa. 
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​Intuisi pasti tidak terdapat dalam buku panduan Scott's How to Stay Alive. Bukannya dia tidak memiliki intuisi untuk bergantung sebelum membuat keputusan seperti mempercayai orang, dia tidak mengendahkan untuk berhenti dan memikirkan sebelum membuat langkah pertamanya. Baginya, dia mengaitkannya dengan pemikiran berlebihan dan oleh itu dia akan bertindak balas secara spontan. Selain itu adalah cara dia biasanya akan mudah marah dengan tindak balas penanganan yang tidak sesuai ketika dia berusaha mengatasi cabaran peribadinya. 

​BATASAN KARAKTER DAN KESANNYA

​Scott mungkin tidak memahami pentingnya bagaimana tingkah lakunya mempengaruhi hubungannya dengan orang-orang yang dia bekerjasama. Tidak mengutamakan berhenti dan berfikir sebelum menyatakan pendapat dan kegusarannya akan dan memberi kesan riak kepada hubungannya dengan individu di syarikat itu. Mereka mula menjauhkan diri dari dia, semakin banyak individu yang meninggalkan organisasi terutama mereka yang mempunyai komunikasi langsung dengannya, kurang menghormati dia sebagai orang dan kedudukannya dalam syarikat, tidak mempercayai kredibilitinya, tahap miskomunikasi yang tinggi antara dia dan kakitangan, ahli pasukan enggan mendengar arahannya dan dengan itu menyalahgunakan kewibawaannya sebagai pengurus ini dan akan mempengaruhi pengurusan kakitangan syarikat pada tahun-tahun mendatang.  

PENYELESAIAN

Berikut ini adalah beberapa cara yang berhasil saya terapkan ketika saya berada di organisasi. Hanya antara Scott dan saya sendiri, ketika saya adalah manajer sumber daya manusia dan operasional perusahaan, dan dia sebagai manajer proyek tim. 
  1. Terus terang bahawa saya tidak menyukai cara dia berkelakuan terhadap saya. Mengecewakan kekecewaan peribadinya ketika saya tidak ada kaitan dengan rasa tidak senangnya terhadap dirinya atau orang lain.

  2. Saya tidak berdiam diri dan malu ketika bercakap dengannya. Agar anda tahu ini bukan sahaja berlaku untuk diri anda yang sebenarnya tetapi juga bagaimana anda menggambarkan diri anda kepadanya. Yang bermaksud bahawa jika kita ingin membandingkan tanda tangan dan tanda tangan saya, dari segi ukuran dan rupa, saya menunjukkan keyakinan, keberanian dan pemikiran ke depan. Juga, apa yang saya perhatikan adalah pekerja bersama dengan tandatangan yang lebih kecil daripada dia, atau lebih kecil untuk dibandingkan dengan teks tulisan tangan utama mereka sendiri, cenderung tidak mempunyai keberanian untuk bercakap dengannya. Terdapat dua jurutera, dan Lewis yang mempunyai tandatangan yang serupa dengan saya. Kami adalah satu-satunya yang biasanya tidak berani Scott untuk meningkatkan suaranya dan akan berjaga-jaga dalam perjalanan dia bercakap dengan kami.

  3. Terus mempersoalkan keputusannya. Ini pasti akan mengganggu dia yang saya lakukan tetapi siapa yang peduli? Kerja berpasukan adalah apabila anda harus mempersoalkan keputusan jika anda mendapati ada sesuatu yang tidak tepat dengannya.

  4. Dia akan cenderung memotong anda separuh sebelum anda menyelesaikan ayat anda. Jadi, jangan biarkan dia. Jujur dan beritahu dia dari kelawar untuk berhenti dan mendengar.

  5. Dalam perbincangan yang boleh beralih kepada hujah, bersiaplah dengan contoh kes sebelumnya yang serupa dan sudah serba salah. Bersiaplah juga bahawa dia akan berkeras. Kembalikan dia ke realiti.  

  6. Ketika dia sedang menyindir, bersiaplah untuk bertindak balas. Anda boleh mendiamkannya jika anda tidak mengganggu lagi, tetapi bagi saya saya menikmati membalas budi.

  7. Kekananan tidak akan memberi perbezaan kepada keputusannya melainkan dari pihak atasan. Jadi, gunakan perkataan yang betul dan mengalihkan perhatiannya sehingga dia akan mengikuti arahan anda.
    ​
  8. Apabila dia tidak aman dan mula membandingkan dirinya dengan anda, anda boleh bersetuju dengan mengatakan "Anda betul" atau anda boleh melakukan sebaliknya dengan membalas, "Ah, anda juga boleh melakukan yang lebih baik jika anda mahu. Tidak ada yang menghalang anda."

  9. Merujuk pada kecenderungan emosinya, diharapkan dia akan terikat secara emosional dengan keputusan yang dibuatnya seperti bimbang jika dia meninggalkan tempat itu, dia tidak berterima kasih, menerima pendapat tanpa had antara hak dan kesalahan dan perkara yang serupa dengan ini. Biasanya, saya akan mengingatkannya tetapi untuk situasi seperti ini, saya mempunyai had peribadi saya sejauh mana dia harus memutuskan apa yang terbaik untuk dirinya sendiri.
    ​
  10. Seperti disebutkan sebelumnya, Scott nampaknya mengabaikan kemampuannya untuk menilai watak dan sering memilih orang yang salah untuk dipercayai. Satu-satunya cara saya mempengaruhinya adalah dengan mengingatkannya agar berhati-hati tetapi dari semua penyelesaian di atas, saya tidak dapat berbuat banyak dengan ini. Kadang kala, orang harus belajar dari kesalahan mereka sendiri, jika pernah dia melakukannya. 
Untuk menyiarkan semula kandungan ini di laman web, media sosial, blog, artikel, YouTube dan lain-lain, ingatlah untuk menyebut nama Pengarang, S.Sulianah, dan pautan ke laman web syarikatnya www.grapholistic.com

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دراسة الحالة: أنماط اتخاذ القرار المعتمدة والعفوية والأقل عقلانية والأقل بديهية | مدير المشروع | تحليل السلوك البشري والكتابة اليدوية | مؤل

5/26/2022

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​المؤلف: S.Sulianah (عالم الجرافيك ومؤسس شركة الجرافيك الدولية)
محلل كتاباتك وشخصياتك
www.grapholistic.com
Read the English Version | Read the Translated to Indonesian Version | Read the Translated to German Version

​مقدمة لدراسة الحالة

​إن وجود مدير مشروع فعال للغاية في شركتك هو أحد الأصول. سيحدد نجاح ليس فقط أعمال شركتك ولكن أيضًا البيئة والعلاقة بين موظفيك في مكان عملك. ببساطة عندما رفض مدير المشروع الاستماع وتحليل تعليقات أو نتائج موظفي التشغيل. عدم السماح لأعضاء الفريق بمعرفة أن مدير المشروع موجود عندما يحتاجون إلى التحدث ، الأمر الذي قد يؤدي إلى الإحباط تدريجيًا. مثل تأثير الدومينو ، ستتطور المشاعر التقدمية للتخلي وغير الشاملة في موظفيك.

​هدف دراسة الحالة

دراسة الحالة هذه مقتطف من كتابي الذي سيتم نشره قريبًا تحت سلسلة الموارد البشرية والإدارة. تركز هذه الدراسة على السلوك البشري وكيف يمكن لسمات الشخصية أن تؤثر على صنع القرار الفردي ، ونمط التفكير ، والملاحظة ، والتواصل مع الزملاء ، والمنظورات ، وطريقة التحدث ، وطريقة تفكيرهم, نظرة مستقبلية لأهدافهم الشخصية وموثوقيتهم في بيئة الأعمال. بالإضافة إلى ذلك ، استخدمت هذه الدراسة أيضًا علم تحليل الكتابة اليدوية لدراسة شخصيتهم وشخصياتهم وسلوكياتهم والسبب والنتيجة المحتملة ، إن وجدت, خلال ملاحظتي وتحليلاتي.
 
تحليل الحالة هو حساب شامل طويل الأجل مع أدلة في بيئة منظمة الأعمال التجارية. كان تحليلاً لأحد كبار مديري المشاريع لمدة 13 عامًا ، وهو أمر مهم فيما يتعلق بدراسات الحالة الأخرى في هذه السلسلة. 

​الملف الشخصي

​مدير المشروع ، سكوت (ليس الاسم الحقيقي)
حوالي 20 عامًا من الخبرة العملية
في منتصف الثلاثينيات من عمره
يعمل سكوت في المجال الهندسي لأكثر من 20 عامًا من خلال الخبرة كمهندس وحتى يومنا هذا ، مدير مشروع.
 
الانطباع الأول الذي كان لدي عن سكوت هو ابتسامته اللطيفة ، ودودة وموثوقة. بصفتي مدير موارد بشرية خلال سنوات عملي في الشركة, كان أحد الاقتراحات التي أوصي بها لمديرتي السابقة هو إحضاره إلى أي من الاجتماعات مع العملاء إذا كانت هناك حاجة لذلك. ليس فقط لأنه لديه سنوات من الخبرة مع الشركة والتعرض للتعامل مع العملاء في هذه الصناعة ، ولكن سكوت يمكن أن يتكيف أيضًا مع المناطق المحيطة, محترم ومعرفة ما يجب أن تقوله وما لا يجب أن يكون في بيئة رسمية. 

​التعبير عن المشاعر والأفكار

​إذا كنت قد قرأت أول دراسة حالة لكبير مديري المشروع ، لويس ، الذي يميل إلى الاحتفاظ بمشاعره وآرائه لنفسه ، فإن سكوت هو عكس ذلك تمامًا لكباره. هذا إلى حد تعبير وجهه. حتى إذا كانت الرسالة التي سيخبرك بها ليست أخبارًا سيئة أو شيء مريرًا ، فسيظل يعبر عن مشاعره بغطاء. في السنوات السابقة عندما كنا نعمل معًا ، كلما جاء إلى غرفتي أو عندما اقترب مني ليخبرني بشيء, سيبدو كما لو أنه يريد بدء مواجهة ، يختلف مع كل ما كان يدور في خلده. 

​كيف تعاملت مع هذا?

​بما أنني كنت أعلم أنني سأعمل معه لفترة طويلة ، ولا أفضل أن أزعجني في كل مرة, أخبرته بصراحة ما أفكر به في الطريقة التي قدم بها نفسه. وأضاف أن سلوكه كان يشجعني على التنفيس عن استيائي منه ، وهو ليس ممارسة جيدة لكلينا. لذا ، بالنسبة لي ، قام بتغيير الطريقة التي تحدث بها معي ، ولكن مع الآخرين استمر في نفس الشيء.

​ماذا عن متى يعطي تعليمات للفنيين أو المهندسين المبتدئين في فريقه?

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سيكون حجم صوته أعلى من الطريقة القياسية التي تحدثنا بها مع بعضنا البعض ، بنبرة صوت تظهر السلطة. بالإضافة إلى ذلك ، كانت التعليقات المستخدمة غير سارة بما في ذلك الكلمات السيئة والسخرية.
 
عندما نكون غير آمنين بشأن أنفسنا وغير راضين عن شيء ما في حياتنا ، عادة ما يتم استخدام التوابيت كآلية دفاعية. بالنسبة لحالة سكوت ، هناك صفتان رئيسيتان للكتابة اليدوية تتوافقان مع شخصيته. الضربات الحادة المفاجئة للحروف الأخيرة من الكلمات وشريطه الحاد ، المتسق طوال خط يده. 
​تشير الضربات الحادة الحادة أيضًا إلى إحباطه تجاه الآخرين ، سواء كان ذلك في حياته الشخصية أو في البيئات المهنية. من حيث التعبير عن نفسه ، عادة لا يخفي سكوت هذه المشاعر أبدًا. وسيخرجها ، وسيواجه الشخص الذي لم يحالفه الحظ خلال تلك اللحظة غضبه. 

​الثقة في الآخرين

سكوت في مستوى 10 من أصل 10 في الطيف عند الثقة بالآخرين. بادئ ذي بدء ، نظرًا لأنه يقوم باختياراته بناءً على ما يشعر به تجاه شخص ما ، فإن اختياراته أكثر تجاه من يفضله. لقد كنت شاهداً على أمثلة حياته الواقعية عدة مرات على مدى 13 سنة كيف خدعه الآخرون بسبب "سخائه" وأي شيء مشابه لذلك. ولم يكن هناك أي طريقة للاستماع إلى نصيحة أي شخص بعدم الثقة في ذلك الشخص. تذكرت بوضوح بعد يوم واحد من الغداء ، أخبرني أنه أبلغ أحد الفنيين بقضية يفترض أنها سرية بيننا. أخبرته أنني "لا أثق بهذا الرجل على الإطلاق ، وهل أنت متأكد من أنه لن يشاركه مع أي شخص كان تحليلي لهذا الشخص خلاصة لملاحظتي لشخصيته وشخصيته ولغة جسده وسلوكه على مدى 5 سنوات ، والتي تشمل غرائزي. كان هذا أيضًا سبب عدم موافقتي على تجنيده في المقام الأول. في ذلك الوقت ، رد علي سكوت بـ "أنت تفكر. خمن ماذا حدث بعد ثلاثة أسابيع من تلك المحادثة? هذا الفني الذي كان من المفترض أن يعود بعد زيارة مسقط رأسه لم يعد إلى المكتب على الإطلاق. وكان أسوأ جزء هو أن سكوت أقرضه حوالي $ 20000 قبل أن يغادر البلاد لسبب أنه بحاجة إلى المال لعملية والده. في وقت لاحق من ذلك الأسبوع ، اكتشف سكوت أن والد الموظفين كان على ما يرام ولم يتم إدخاله إلى المستشفى أبدًا. 
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​لقد كتبت المزيد من التعمق حول الإقراض والاقتراض في كتابي Be Brave: Uncensored Motivational Quotes. يسلط الضوء في الكتاب على الأسباب المحتملة التي تجعلك تميل إلى السماح لنفسك بإعارة أموالك التي تكسبها بشق الأنفس للآخرين. أحد الأسباب الجذرية هو الحاجة إلى القبول من قبل الآخرين. في حالة سكوت ، هذه ليست المرة الأولى التي يثق فيها بشخص ما. أتيحت لي الفرصة لأسأله عن الأسباب التي تجعله يميل إلى الالتزام ببؤس الآخرين. كانت معظم ردوده مرتبطة بكيفية تعاطفه مع ظروفهم. ولكن لأنني كنت مهتمًا جدًا بجهل سكوت ، سألته مرة أخرى "هل يحتاجون إليه حقًا? إذا كانوا بحاجة إليها من أجل البقاء ، فلن يتمكنوا من إنفاق راتبهم الذي حصلوا عليه بشق الأنفس على البيرة الذين يستمتعون بأنفسهم خلال ساعات سعيدة وعطلات نهاية الأسبوع كل أسبوع بصفتي مدير موارد بشرية خلال تلك الفترة ، كنت قلقة أيضًا بشأن كيفية نظر سكوت إلى هذا الموقف. وذكر أيضا عن علاقاتهم. إذا لم يقرضهم المال فلن يستمعوا لتعليماته. معادلة خاطئة وإدراك من جانب سكوت.
 
لذا ، ما لاحظته على مر السنين هو كيف أثر انعدام الأمن في سكوت تدريجيًا على قراراته النهائية والطريقة التي عامل بها نفسه والآخرين. سيبذل جهداً لممارسة سلطته دون حتى الاهتمام بما إذا كان الشخص الآخر فنيًا أو كبيرًا أو شخصًا لا يبلغه حتى. 
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​لا يشير شريط t المنخفض على خط يده إلى انخفاض احترامه لذاته ويريد في النهاية أن يقبله الناس. كما أنه يؤثر على الطريقة التي يقارن بها نفسه بزملائه الآخرين مثل مستوى مؤهلاته وذكائهم وقصص نجاحهم.

هذه بعض العبارات الشائعة التي سيقولها كلما كنا في المناقشات. "نعم ، أعلم أنك أذكى مني" ، "بالطبع ، لديك الآن درجة الماجستير بالفعل. 
يتم دعم شريط t المنخفض بتوقيع شطب يضيف إلى كثافة هذه السمة. بدافع القلق, لقد نصحته عدة مرات للتخلص من الضربة على توقيعه لأن شدة الطريقة التي عامل بها نفسه ونوع الكلمات التي يتحدث بها أصبح أكثر وضوحا.
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​اتخاذ القرار

كان أحد أنماط صنع القرار في سكوت التي كنت أحترمها هو كيف يمكنه أن يقرر على الفور متى طلب العملاء رسومًا أو استفسارات استشارية خارج نطاق العمل. عادة ما يكون لديه ميل لاتخاذ قرار دون أخذ الوقت للتفكير في أيهما يمكن أن يكون إيجابيًا أو في بعض الأحيان سلبيات في إدارة المشاريع. تظهر هذه السمة أيضًا على خط يده بضربات النهاية المفاجئة الحادة.
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​أما بالنسبة لإجراء وقبول التغييرات والأفكار الجديدة ، فهو يميل إلى البقاء في الأيام المجيدة. إن تغيير طريقة تفكيرنا وتحسين نظام الشركة وسياستها سيستغرقه بعض الوقت للتكيف وقبول ذلك بعد أشهر من المناقشات والشكاوى. هذا واضح على وجه التحديد حول المكان الذي أنهى فيه الكلمة الأخيرة في كل سطر من الجمل ، تاركًا مساحات كبيرة على الهامش الأيمن. يشير الهامش الأيمن في تحليل الكتابة اليدوية إلى المستقبل ، بينما اليسار هو الماضي. بالإضافة إلى ذلك ، كيف أنهى آخر ضربة له في توقيعه. بدلاً من اختتام رسالته الأخيرة حول المكان الذي كان يجب أن يكون عليه ، كتبه للخلف إلى اليسار قبل إنهائه على الجانب الأيمن. الجانب الجيد من هذا هو أنه سينهيها على اليمين مما يعني أنه سيتعلم في النهاية قبول الحاضر. 
​كانت هناك مناسبات عديدة لم يكن علي فيها الاعتماد على آرائه وتقييماته للموظفين الذين كانوا يعملون في مشاريع معه. عادة ، سيُطلب من مديري المشاريع تقييم أداء أعضاء فريقهم حيث ستؤثر ملاحظاتهم على مكافأة الموظفين السنوية ، وزيادة الرواتب. ومع ذلك ، بالنسبة للموظفين تحت فرق سكوت ، كان علي أن أقوم بملاحظتي الشخصية وتحليلاتي. لماذا هذا? يتغير تقييم سكوت بدرجة كبيرة من أن ملاحظاته أصبحت مصدرًا غير موثوق به للمعلومات. على سبيل المثال ، سيعلق اليوم على الفني الذي يعمل معه في المشروع أ كشخص لن يستمع إلى تعليماته ، في يوم آخر عندما يكون مزاجه على ما يرام, سيقول أن الفني يستمع إليه. نظرًا لأن مواقف مماثلة حدثت عدة مرات على مر السنين ، فقد تعلمت عدم الاعتماد على وجهة نظره مائة بالمائة. لاحظ كيف أنه مائل بخط يده. اليمين المتطرف. 
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​أنماط اتخاذ القرار: أقل وطنية ، واعية ، ومبهرة ، وأقل حميمية

بالإشارة إلى دراسة حول أنماط صنع القرار من قبل العثمان ، ر. ، العثمان ، ر. ، هاليت ، ر. وآخرون.,  لوحظ أن سكوت يتبع عملية صنع قرار أكثر اعتمادًا ، مع كونه عفويًا وأقل عقلانية.
 
وفقًا للدراسة ، ارتبطت درجات الانقلابية والعصبية بشكل كبير بانخفاض درجات النمط العقلاني. ارتبط التوافق والضمير العالي بدرجات نمط أعلى. ارتبطت درجات التوافق والضمير والعصبية بشكل كبير مع درجات النمط البديهية الأقل.
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​في البداية ، سيتخذ سكوت قراراته بمفرده. وفي معظم الأحيان ، سيبدأ في ممارسة إحباطه عندما يكون للطرف الآخر مثل رئيسه وجهات نظر مختلفة عن وجهة نظره. في نهاية المطاف ، سينتهي به الأمر بالتأثر بآراء الشخص الآخر بينما لا يزال مستاءً على الرغم من أن أفكاره كانت مدعومة بحقائق قوية.

على خط يده ، يدعم شريط t المنخفض الذي يشير إلى إدراكه غير الصحي لتقديره الذاتي الطريقة التي أدرك بها أفكاره. في حين أن الهامش الأيسر الذي يصبح أوسع أثناء تحركه لأسفل الفقرة يشير إلى مخاوفه وقلقه من أخذ أي شيء غريب عليه. إذا أكمل طول شريط t الخاص به بدلاً من التوقف في منتصف الطريق ، فسيكون حماسه أكثر وضوحًا بمرور الوقت. 
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​الحدس ليس بالتأكيد في دليل سكوت كيف تبقى على قيد الحياة. ليس الأمر أنه ليس لديه الحدس للاعتماد عليه قبل اتخاذ قرارات مثل الثقة في الناس ، فقد تجاهل التوقف والتفكير قبل اتخاذ خطوته الأولى. بالنسبة له ، ربط ذلك بالتفكير وبالتالي سوف يتفاعل بشكل عفوي. بالإضافة إلى ذلك ، فإن الطريقة التي عادة ما يغضب بها بسهولة مع استجابات التكيف غير المناسبة عندما يحاول التغلب على تحدياته الشخصية. 

​تحديد الأحرف وتأثيرها

​قد لا يفهم سكوت أهمية كيف أثر سلوكه على علاقته مع الأشخاص الذين يعمل معهم. عدم إعطاء الأولوية للتوقف والتفكير قبل التعبير عن آرائه وإزعاجه سيكون له تأثير مضاعف على علاقته مع الأفراد في الشركة. بدأوا في إبعاد أنفسهم عنه ، والمزيد والمزيد من الأفراد الذين يغادرون المنظمة وخاصة أولئك الذين كان لديهم اتصال مباشر معه, احترام أقل له كشخص وموقفه في الشركة ، وعدم الثقة بمصداقيته ، وارتفاع مستوى سوء التواصل بينه وبين الموظفين, رفض أعضاء الفريق الاستماع إلى تعليماته ومعه يسيء استخدام سلطته كمدير كان لها وسيؤثر على إدارة موظفي الشركة في السنوات القادمة.  

الحلول

فيما يلي عدد من الطرق التي تمكنت من تنفيذها عندما كنت في المنظمة. فقط بين سكوت وأنا ، عندما كنت المدير البشري للشركة والمدير التشغيلي ، وكان مدير المشروع للفرق. 
1. كن صريحًا لأنني لم يعجبني الطريقة التي تصرف بها تجاهي. تنفيس عن إحباطه الشخصي عندما لم يكن لي علاقة مع استيائه تجاه نفسه أو شخص آخر.

2. لم أبقى هادئا وخجولا عندما تحدثت معه. فقط لكي تعرف أن هذا لا ينطبق فقط على نفسك الفعلية في الداخل ولكن أيضًا كيف تصور نفسك له. مما يعني أنه إذا أردنا مقارنة توقيعه وتوقيعه ، من حيث الحجم والمظهر منه ، فإن ملكي يظهر الثقة والجرأة والتفكير المستقبلي. أيضا ، ما لاحظته هو أن زملائه بتوقيع أصغر من توقيعه ، أو أصغر للمقارنة مع نصوص الكتابة اليدوية الرئيسية الخاصة بهم, تميل إلى عدم امتلاك الشجاعة للتحدث معه. كان هناك مهندسان ، ولويس لديه توقيعات مماثلة لي. كنا الوحيدين الذين لم يكن لدى سكوت عادة شجاعة لزيادة صوته وسنكون متيقظين في الطريقة التي تحدث بها إلينا.

3. استمر في التشكيك في قراره. هذا بالتأكيد سيزعجه مما فعلته ولكن من يهتم? العمل الجماعي هو عندما يتعين عليك التشكيك في قرار إذا وجدت أن هناك شيئًا غير دقيق فيه.

4.سوف يميل إلى قطعك في منتصف الطريق قبل الانتهاء من الجمل الخاصة بك. لذا ، لا تدعه. كن صادقًا وأخبره بالخفاش للتوقف والاستماع.

5. في المناقشات التي يمكن أن تتحول إلى حجج ، كن مستعدًا مع أمثلة للحالات السابقة التي كانت متشابهة والتي سارت بالفعل. كن مستعدًا أيضًا لأنه سيصر. أعده إلى الواقع. 
 
6. عندما يكون ساخرًا ، كن مستعدًا للرد. يمكنك الحفاظ على الهدوء إذا لم تعد تهتم ، ولكن بالنسبة لي استمتعت بإعادة الجميل.

7. الأقدمية لن تحدث أي فرق في قراره إلا إذا كان من الرئيس. لذا ، استخدم الكلمات الصحيحة وحرف انتباهه حتى يتبع تعليماتك.

8. عندما يكون غير آمن ويبدأ في مقارنة نفسه معك ، يمكنك إما الموافقة بقول "أنت على حق" أو يمكنك فعل العكس بالرد, "آه ، يمكنك أن تفعل أفضل أيضًا إذا كنت ترغب في ذلك. لا أحد يمنعك ".

​9. بالإشارة إلى ميله العاطفي ، من المتوقع أن يكون مرتبطًا عاطفيًا بالقرارات التي اتخذها مثل القلق إذا غادر المكان ، فهو ناكر للجميل, قبول الآراء بلا حدود بين الحقوق والخطأ وأي شيء مماثل لهذه. عادة ، أود أن أذكره ولكن في هذه المواقف ، لدي حدود شخصية إلى حد أن الأمر متروك له ليقرر ما هو الأفضل لنفسه.

10. كما ذكرنا سابقًا ، يبدو أن سكوت يتجاهل قدرته على الحكم على الشخصيات وغالبًا ما يختار الشخص الخطأ الذي يثق به. الطريقة الوحيدة التي أثرت بها عليه هي تذكيره بالحذر ولكن من بين جميع الحلول المذكورة أعلاه ، لم أستطع فعل الكثير بهذا. في بعض الأحيان ، يجب على الناس أن يتعلموا من أخطائهم ، إذا فعل ذلك. 
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FALLSTUDIE: Abhängige, spontane, weniger rationale und weniger intuitive Entscheidungsstile | Projektmanager | Analyse des menschlichen Verhaltens und der Handschrift | Buch der HR- und Management-Reihe von S. Sulianah (Übersetzt ins Deutsche)

5/26/2022

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​Autor: S. Sulianah (Graphologe und Gründer von Grapholistic International)
Ihr Handschrift- und Zeichenanalyst
www.grapholistic.com
Read the English Version | Read the Indonesian Version

​EINLEITUNG ZUR FALLSTUDIE

​Ein hochwirksamer Projektmanager in Ihrem Unternehmen zu haben, ist von Vorteil. Es bestimmt den Erfolg nicht nur des Geschäfts Ihres Unternehmens, sondern auch das Umfeld und die Beziehung zwischen Ihren Mitarbeitern an Ihrem Arbeitsplatz. So einfach wie damals, als sich ein Projektmanager weigerte, zuzuhören und das Feedback oder die Ergebnisse Ihrer operativen Mitarbeiter zu analysieren. Die Teammitglieder nicht wissen lassen, dass der Projektmanager da ist, wenn sie sprechen müssen, was allmählich zu Frustrationen führen kann. Wie ein Dominoeffekt entwickeln sich bei Ihren Mitarbeitern die fortschreitenden Gefühle der Verlassenheit und Nicht-Inklusivität.

​FALLSTUDIENZIEL

​Diese Fallstudie ist ein Auszug aus meinem bald erscheinenden Buch unter der HR- und Management-Reihe. Diese Studie konzentriert sich auf menschliches Verhalten und darauf, wie ein Charaktermerkmal die Entscheidungsfindung, das Denkmuster, die Beobachtung, die Kommunikation mit Kollegen, die Perspektiven, die Art und Weise, wie sie sprechen, die Art und Weise, wie sie denken, beeinflussen kann, Ausblick auf ihre persönlichen Ziele und ihre Zuverlässigkeit in einem Geschäftsumfeld. Darüber hinaus hatte diese Studie die Wissenschaft der Handschriftanalyse genutzt, um ihre Persönlichkeit, Charaktere, Verhaltensweisen und mögliche Ursache und Wirkung zu untersuchen, falls vorhanden, im Verlauf meiner Beobachtung und Analyse.
 
Die Fallanalyse ist ein umfassendes Langzeitkonto mit Beweisen in einer Unternehmensorganisation. Es war eine Analyse eines der leitenden Projektmanager für einen Zeitraum von 13 Jahren, was im Zusammenhang mit den anderen Fallstudien in dieser Reihe von Bedeutung ist. 

​Profil

​Projektmanager Scott (nicht richtiger Name)
Über 20 Jahre Berufserfahrung
Mitte 30
​Scott arbeitet seit über 20 Jahren im Ingenieurwesen mit Erfahrungen als Ingenieur und seit heute als Projektmanager.
 
Der erste Eindruck, den ich von Scott hatte, ist sein süßes Lächeln, zugänglich und zuverlässig. Als Personalmanager während meiner Jahre im Unternehmen, Einer der Vorschläge, die ich meinem ehemaligen Direktor empfehlen würde, war, ihn zu einem der Treffen mit Kunden zu bringen, wenn dies erforderlich ist. Nicht nur, weil er jahrelange Erfahrung mit dem Unternehmen hat und mit Kunden in dieser Branche in Kontakt steht, sondern Scott könnte sich auch an die Umgebung anpassen, respektvoll und wissen, was zu sagen ist und was nicht in einem formalen Umfeld. 

​AUSDRÜCKUNG VON GEFÜHLE UND GEDANKEN

​Wenn Sie die erste Fallstudie des leitenden Projektmanagers Lewis gelesen haben, der dazu neigt, seine Gefühle und Meinungen für sich zu behalten, ist Scott das genaue Gegenteil seines Senior. Dies ist im Ausmaß seines Gesichtsausdrucks. Selbst wenn die Botschaft, die er Ihnen sagen wird, keine schlechte Nachricht oder etwas ist, worüber er bitter sein muss, wird er seine Gefühle immer noch mit einem finsteren Blick ausdrücken. In den früheren Jahren, als wir zusammenarbeiteten, wann immer er in mein Zimmer kam oder als er sich mir näherte, um mir etwas zu sagen, er wird so aussehen, als wollte er eine Konfrontation beginnen und nicht mit dem übereinstimmen, was er vorhatte. 

Wie bin ich damit umgegangen?

​Da ich wusste, dass ich lange mit ihm zusammenarbeiten werde und nicht jedes Mal verärgert sein würde, Ich hatte ihm ehrlich gesagt, was ich über die Art und Weise denke, wie er sich präsentierte. Und fügte hinzu, dass sein Verhalten mich ermutigte, mein Missfallen über ihn auszudrücken, was für uns beide keine gute Praxis ist. Also änderte er bei mir die Art und Weise, wie er mit mir sprach, aber bei den anderen fuhr er immer noch dasselbe fort.

Wie wäre es, wenn er den Technikern oder Junioringenieuren in seinem Team Unterricht gibt?

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Die Lautstärke seiner Stimme ist höher als die Standardmethode, mit der wir miteinander gesprochen haben, mit einem Tonfall, der Autorität zeigt. Darüber hinaus waren die verwendeten Kommentare unangenehm, einschließlich schlechter Worte und Sarkasmen.
 
Wenn wir uns in Bezug auf uns selbst unsicher sind und mit etwas in unserem Leben unzufrieden sind, werden Sarkasmen normalerweise als Abwehrmechanismus eingesetzt. Was Scotts Fall betrifft, gibt es zwei Hauptmerkmale der Handschrift, die zu seiner Persönlichkeit passen. Die scharfen, abrupten Endschläge der letzten Buchstaben der Wörter und seine scharfe T-Bar, die in seiner gesamten Handschrift konsistent sind. 
​Die scharfen Endschläge bedeuten auch seine Frustrationen gegenüber anderen, sei es in seinem persönlichen Leben oder in der beruflichen Umgebung. In Bezug auf den Ausdruck verbirgt Scott diese Gefühle normalerweise nie. Und er wird es rauslassen und derjenige, der in diesem Moment Pech hat, wird sich mit seinem Zorn treffen. 

​VERTRAUEN ANDEREN

Scott liegt im Spektrum auf der Stufe 10 von 10, wenn er anderen vertraut. Da er seine Auswahl basierend darauf trifft, wie er sich zu jemandem fühlt, sind seine Entscheidungen zunächst eher dahin gerichtet, wen er bevorzugt. Ich war in den 13 Jahren einige Male Zeuge seiner Beispiele aus dem wirklichen Leben, wie er von anderen wegen seiner „Großzügigkeit“ und ähnlichem betrogen wurde. Und auf keinen Fall wird er auf den Rat von irgendjemandem hören, dieser Person nicht zu vertrauen. Ich erinnerte mich eindeutig an einen Tag nach dem Mittagessen, als er mir sagte, er habe einen der Techniker über einen Fall informiert, der angeblich zwischen uns beiden vertraulich behandelt werden soll. Ich sagte ihm: "Ich vertraue diesem Kerl überhaupt nicht und bist du sicher, dass er mit niemandem teilen wird Meine Analyse dieser Person war ein Kompendium meiner Beobachtung seines Charakters, seiner Persönlichkeit, seiner Körpersprache und seines Verhaltens über 5 Jahre, einschließlich meiner Instinkte. Es war auch der Grund, warum ich mich überhaupt nicht darauf geeinigt habe, ihn zu rekrutieren. Zu dieser Zeit antwortete Scott mir mit "Du überdenkst. Ratet mal, was drei Wochen nach diesem Gespräch passiert ist? Dieser Techniker, der nach einem Besuch in seiner Heimatstadt zurückkehren sollte, kam überhaupt nicht ins Büro zurück. Und das Schlimmste war, dass Scott ihm ungefähr $ 20.000 geliehen hatte, bevor er das Land verließ, mit dem Grund, dass er das Geld für die Operation seines Vaters brauchte. Später in dieser Woche fand Scott heraus, dass es dem Vater des Personals gut ging und er nie ins Krankenhaus eingeliefert wurde. 
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Ich hatte in meinem Buch Be Brave: Unzensierte Motivationszitate ausführlicher über das Ausleihen und Ausleihen von Geld geschrieben. In dem Buch werden die möglichen Gründe hervorgehoben, warum Sie sich dazu neigen, Ihr hart verdientes Geld anderen zu leihen. Eine der Hauptursachen ist die Notwendigkeit der Akzeptanz durch andere. In Scotts Fall ist es nicht sein erstes Mal, dass er jemandem vertraut. Ich hatte die Gelegenheit, ihn nach den Gründen zu fragen, aus denen er sich dem Elend anderer verschrieben hat. Die meisten seiner Antworten bezogen sich darauf, wie er mit ihren Bedingungen sympathisierte. Aber weil ich ziemlich besorgt über Scotts Unwissenheit war, fragte ich ihn noch einmal: „Brauchen sie es wirklich? Wenn sie es brauchen, um zu überleben, können sie ihr hart verdientes Gehalt nicht für Biere ausgeben, die sich jede Woche während der Happy Hour und am Wochenende amüsieren. “ Als Personalmanager war ich in dieser Zeit auch besorgt darüber, wie Scott diese Situation sah. Er erwähnte auch ihre Beziehungen. Wenn er ihnen das Geld nicht geliehen hat, werden sie nicht auf seine Anweisungen hören. Eine falsche Gleichung und Wahrnehmung von Scotts Seite.
 
Im Laufe der Jahre bemerkte ich also, wie sich Scotts Unsicherheit allmählich auf seine endgültigen Entscheidungen auswirkte und wie er sich selbst und andere behandelte. Er wird sich bemühen, seine Autorität auszuüben, ohne sich darum zu kümmern, ob die andere Person ein Techniker, sein Senior oder jemand ist, der sich nicht einmal bei ihm meldet. 
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​Die niedrige T-Bar auf seiner Handschrift bedeutet nicht nur sein geringes Selbstwertgefühl und schließlich den Wunsch, dass die Leute ihn akzeptieren. Es beeinflusst auch die Art und Weise, wie er sich mit seinen anderen Kollegen vergleicht, wie z. B. das Niveau seiner Qualifikationen, seiner Intelligenz und seiner Erfolgsgeschichten.

Dies sind einige der gebräuchlichen Sätze, die er sagen wird, wenn wir in Diskussionen waren. "Ja, ich weiß, dass du schlauer bist als ich", "Natürlich hast du jetzt schon einen Meister. 
Die niedrige T-Stange wird mit einer auffälligen Signatur unterstützt, die zur Intensität dieses Merkmals beiträgt. Aus Sorge, Ich hatte ihm mehrmals geraten, den Streik bei seiner Unterschrift loszuwerden, weil die Intensität seiner Behandlung und die Art von Worten, mit denen er spricht selbst wurden offensichtlicher.
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​ENTSCHEIDUNG

​Einer von Scotts Entscheidungsstilen, den ich respektierte, war, wie er sofort entscheiden konnte, wenn Kunden Off-the-Hand-Beratungsgebühren oder Anfragen zum Arbeitsumfang beantragten. Normalerweise hat er die Tendenz zu entscheiden, ohne sich Zeit zum Nachdenken zu nehmen, was im Projektmanagement Vor- oder manchmal Nachteile sein könnte. Dieses Merkmal zeigt sich auch auf seiner Handschrift mit den scharfen, abrupten Endschlägen.
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​Was das Nehmen und Akzeptieren von Änderungen und neuen Ideen angeht, so bleibt er in den glorreichen Tagen. Wenn er die Art und Weise ändert, wie wir denken und das System und die Politik des Unternehmens verbessern, braucht er Zeit, um sich anzupassen und zu akzeptieren, und zwar nach monatelangen Debatten und Beschwerden. Dies ist besonders klar, wo er das letzte Wort in jeder Satzzeile beendet hat und große Räume am rechten Rand gelassen hat. 
Der rechte Spielraum in der Handschriftanalyse bedeutet die Zukunft, während der linke die Vergangenheit ist. Außerdem beendet er so seinen letzten Schlag seiner Unterschrift. Anstatt seinen letzten Brief dort abzuschließen, wo er hätte sein sollen, schrieb er ihn rückwärts nach links, bevor er ihn auf der rechten Seite beendete. Die gute Seite dabei ist, dass er es rechts beenden wird, was bedeutet, dass er irgendwann lernen wird, die Gegenwart zu akzeptieren. ​
​Es gab viele Gelegenheiten, in denen ich mich nicht auf seine Ansichten und Bewertungen der Mitarbeiter verlassen musste, die mit ihm in Projekten arbeiteten. In der Regel werden Projektmanager gebeten, die Leistungen ihrer Teammitglieder zu bewerten, bei denen sich ihr Feedback auf den Yearend-Bonus der Mitarbeiter und die Gehaltserhöhungen auswirkt. Für die Mitarbeiter unter Scotts Teams musste ich jedoch meine persönliche Beobachtung und Analyse durchführen. Warum ist das so? Die Bewertung von Scott ändert sich in hohem Maße, dass sein Feedback zu einer unzuverlässigen Informationsquelle wurde. Zum Beispiel wird er heute einen Kommentar über den Techniker abgeben, der mit ihm in Projekt A als jemand zusammenarbeitet, der seine Anweisungen nicht hört, an einem anderen Tag, an dem seine Stimmung gut ist, er wird sagen, dass der Techniker ihm zuhört. Da im Laufe der Jahre mehrmals ähnliche Situationen aufgetreten waren, hatte ich gelernt, mich nicht hundertprozentig auf seinen Standpunkt zu verlassen. Beobachten Sie, wie er seine Handschrift geschräg hatte. Extrem rechts. 
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​ENTSCHEIDUNGSSTILLE: WENIGER RATIONAL, ABHÄNGIG, SPONTANEOUS, WENIGER INTUITIV

​In Bezug auf eine Studie über Entscheidungsstile von El Othman, R., El Othman, R., Hallit, R. et al.,  Es wird beobachtet, dass Scott einer abhängigeren Entscheidungsfindung folgt, spontan und weniger rational ist.
 
Der Studie zufolge waren höhere Extroversions- und Neurotikwerte signifikant mit niedrigeren rationalen Stilwerten verbunden. Höhere Übereinstimmung und Gewissenhaftigkeit waren mit höheren abhängigen Stilwerten verbunden. Höhere Zustimmungs-, Gewissens- und Neurotikwerte waren signifikant mit niedrigeren intuitiven Stilwerten verbunden.
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​Am Anfang wird Scott seine Entscheidungen selbst treffen. Und die meiste Zeit wird er anfangen, seine Frustrationen auszuüben, wenn die andere Partei wie sein Chef andere Perspektiven hat als seine. Schließlich wird er von den Meinungen der anderen Person beeinflusst, obwohl er immer noch unzufrieden ist, obwohl seine Ideen durch solide Fakten gestützt wurden.

Auf seiner Handschrift unterstützt die niedrige T-Bar, die seine ungesunde Wahrnehmung seines Selbstwertgefühls bedeutet, die Art und Weise, wie er seine Ideen wahrnahm. Während der linke Spielraum, der beim Herabsetzen des Absatzes breiter wird, seine Befürchtungen und seine Angst bedeutet, alles zu erfassen, was ihm fremd ist. Wenn er die Länge seiner T-Bar vervollständigen würde, anstatt auf halber Strecke anzuhalten, wird seine Begeisterung im Laufe der Zeit deutlicher. 
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Intuition ist definitiv nicht in Scotts Leitfaden "Wie man am Leben bleibt" enthalten. Es ist nicht so, dass er nicht die Intuition hat, sich darauf zu verlassen, bevor er Entscheidungen wie das Vertrauen in Menschen trifft. Er ignorierte es, anzuhalten und nachzudenken, bevor er seinen ersten Schritt machte. Für ihn hat er das mit dem Überdenken in Verbindung gebracht und wird daher spontan reagieren. Darüber hinaus wird er normalerweise leicht über unangemessene Bewältigungsreaktionen irritiert, wenn er versucht, seine persönlichen Herausforderungen zu bewältigen. 

​CHARAKTERBESCHRÄNKUNG UND SEINE AUSWIRKUNGEN

Scott versteht möglicherweise nicht, wie wichtig es war, wie sich sein Verhalten auf seine Beziehung zu den Menschen ausgewirkt hat, mit denen er arbeitet. Nicht priorisieren, anzuhalten und nachzudenken, bevor er seine Meinung und seinen Ärger zum Ausdruck brachte, und hatte einen Welleneffekt auf seine Beziehung zu den Personen im Unternehmen. Sie begannen sich von ihm zu entfernen, immer mehr Personen verließen die Organisation, insbesondere diejenigen, die direkte Kommunikation mit ihm hatten, weniger Respekt gegenüber ihm als Person und seiner Position im Unternehmen, was seiner Glaubwürdigkeit und seiner hohen Missverständnisse zwischen ihm und den Mitarbeitern misstraut, Teammitglieder, die sich weigerten, auf seine Anweisungen zu hören, und mit ihm seine Autorität als Manager missbrauchten, hatten und würden sich in den kommenden Jahren auf das Personalmanagement des Unternehmens auswirken.  

​LÖSUNGEN

The following were a number of ways that I managed to implement when I was in the organisation. Just between Scott and myself, when I was the company’s human resource and operational manager, and him as the project manager of the teams. ​
  1. Seien Sie ehrlich, dass mir das Verhalten gegenüber mir nicht gefallen hat. Seine persönlichen Frustrationen ablüften, als ich nichts mit seinem Missfallen gegenüber sich selbst oder jemand anderem zu tun hatte.
  2. Ich blieb nicht ruhig und schüchtern, als ich mit ihm sprach. Nur damit Sie wissen, dass dies nicht nur für Ihr tatsächliches Selbst gilt, sondern auch, wie Sie sich ihm gegenüber darstellen. Das heißt, wenn wir seine und meine Unterschrift in Bezug auf Größe und Aussehen vergleichen möchten, zeigt meine Vertrauen, Kühnheit und vorausschauendes Denken. Mir wurde auch aufgefallen, dass diejenigen seiner Mitarbeiter mit kleinerer Unterschrift als seine oder kleiner mit ihren eigenen Haupttexten für Handschriften zu vergleichen waren, neigen dazu, nicht den Mut zu haben, sich mit ihm zu äußern. Es gab zwei Ingenieure und Lewis, die ähnliche Unterschriften wie ich hatten. Wir waren die einzigen, die Scott normalerweise nicht mutig hatte, seine Stimme zu erhöhen, und die Art und Weise, wie er mit uns sprach, wachsam sein wird.
  3. Stellen Sie seine Entscheidung weiter in Frage. Das wird ihn definitiv nerven, was ich getan habe, aber wen interessiert das? Eine Teamarbeit ist, wenn Sie eine Entscheidung in Frage stellen müssen, wenn Sie feststellen, dass etwas Ungenaues daran ist.
  4. Er wird dazu neigen, dich auf halbem Weg abzuschneiden, bevor du deine Sätze beendet hast. Also lass ihn nicht. Sei ehrlich und sag ihm von der Stange, er soll anhalten und zuhören.
  5. Seien Sie in Diskussionen, die sich in Argumente verwandeln könnten, bereit mit Beispielen früherer Fälle, die ähnlich waren und bereits schief gelaufen waren. Seien Sie auch darauf vorbereitet, dass er darauf bestehen wird. Bring ihn zurück in die Realität.  
  6. Wenn er sarkastisch ist, seien Sie bereit, zurück zu antworten. Sie können es ruhig halten, wenn Sie sich nicht mehr darum kümmern, aber für mich habe ich es genossen, den Gefallen zu erwidern.
  7. Dienstalter wird seine Entscheidung nur beeinflussen, wenn sie vom Chef stammt. Verwenden Sie also die richtigen Wörter und lenken Sie seine Aufmerksamkeit ab, damit er Ihren Anweisungen folgt.
  8. Wenn er unsicher ist und sich mit Ihnen vergleicht, können Sie entweder zustimmen, indem Sie „Sie haben Recht“ sagen, oder Sie können das Gegenteil tun, indem Sie mit antworten, „Ah, dann kannst du es auch besser machen, wenn du willst. Niemand hält dich auf. "
  9. In Bezug auf seine emotionale Tendenz wird erwartet, dass er emotional an die Entscheidungen gebunden ist, die er getroffen hat, wie zum Beispiel, wenn er den Ort verlässt, er ist undankbar, Akzeptieren von Meinungen ohne Grenzen zwischen den Rechten und dem Unrecht und Ähnlichem. Normalerweise würde ich ihn daran erinnern, aber für diese Situationen habe ich meine persönlichen Grenzen, soweit es an ihm liegt, zu entscheiden, was für sich selbst am besten ist.
  10. Wie bereits erwähnt, scheint Scott seine Fähigkeit, Charaktere zu beurteilen, zu ignorieren und hat oft die falsche Person ausgewählt, der er vertrauen kann. Der einzige Weg, ihn beeinflusst zu haben, bestand darin, ihn daran zu erinnern, vorsichtig zu sein, aber von all den oben genannten Lösungen konnte ich nicht viel damit anfangen. Manchmal müssen Menschen aus ihren eigenen Fehlern lernen, wenn er es jemals tut. 
Um diese Inhalte auf Ihrer Website, in sozialen Medien, in Blogs, Artikeln, auf YouTube usw. erneut zu veröffentlichen, geben Sie bitte den Namen der Autorin, S. Sulianah, an und verlinken Sie auf die Website ihres Unternehmens www.grapholistic.com

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