As organizations continue to search for ways to increase productivity and improve job satisfaction, one strategy that has gained increasing attention is the use of personality assessments to organize teams in the workplace. One tool that can be used in this effort is the science of handwriting analysis.

Handwriting analysis, also known as graphology, is the study of a person's personality through their handwriting. Handwriting can reveal information about a person's character, emotional state, and cognitive abilities. In recent years, handwriting analysis has gained popularity in the business world as a tool for recruitment, team building, conflict resolution, and leadership development.

Organizing teams based on personality types can lead to more productive and harmonious work environments. By analyzing the handwriting of your employees, we as a graphologist can identify different personality traits and determine how they might complement or clash with each other in a team.

For example, we may suggest pairing an extroverted team member with an introverted one to ensure that the introvert has a strong voice and is not overshadowed. Conversely, pairing a dominant team member with a more introverted one can help the introvert develop their leadership skills and feel more comfortable speaking up.

Our company are able to support you as a human resources and management consultant, to provide with suggestions in organizing your teams based on your employees' personality types.  These changes can lead to improved communication and collaboration among your team members. By understanding the different personality types on a team, you can assign roles and responsibilities that align with each team member's strengths and weaknesses. For example, you may assign a detail-oriented team member to oversee quality control, while a more creative team member is assigned to lead brainstorming sessions.

Moreover, as a graphologist and/or human resource and management consultant, we can help to establish team norms and expectations that align with each team member's personality. For example, your team made up of individuals who thrive on structure and routine may benefit from more regimented meeting schedules and project timelines. Conversely, a team made up of individuals who are more spontaneous and creative may benefit from a looser framework that allows for more experimentation and free-flowing ideas.

While handwriting analysis can be a valuable tool in organizing teams based on personality types, it should be used as a complementary tool to other personality assessments. A comprehensive approach to team building should include a variety of assessments, such as psychological tests, observations and interviews, to gain a more complete picture of each team member's personality and potential fit within your team.

In conclusion, organizing teams in your workplace based on personality types can lead to increased productivity, improved job satisfaction, and better communication and collaboration among your team members. The science of handwriting analysis can be a valuable tool in this effort, helping you to identify different personality types and create teams with complementary traits. By using a comprehensive approach to team building that includes handwriting analysis and other personality assessments, your organization can build strong, cohesive teams that achieve your goals and drive success. 

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To watch more videos related to handwriting analysis and managing your employees' personality like in this tutorial, subscribe to our YouTube channel or visit our website, grapholistic.com
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Handwriting analysis is an intriguing field that can provide insights into a person's personality traits and behaviors. One of the aspects of handwriting analysis is signature analysis, which involves analyzing the style and structure of a person's signature. Signature analysis can provide valuable information about an individual's self-perception, level of confidence, and emotional state.

In this article, we will focus on one aspect of signature analysis - striking off signature. Striking off a signature refers to drawing a line across the signature. According to the science of handwriting analysis, striking off a signature can reveal important information about the individual's personality and emotional state.

First and foremost, striking off your signature suggests a lack of confidence or discomfort with your identity. It indicates that you are not comfortable with the image you are projecting and may have self-doubt, or feelings of inadequacy. This behavior can also suggest a fear of being judged or criticized for your identity or actions.

Secondly, striking off your signature can indicate a desire to distance yourself from the past or current situation. You may be trying to erase or cut off a particular aspect of your identity, such as a negative experience or relationship. This behavior can also suggest a need for change or a desire to break free from past constraints.

In some cases, striking off your signature can suggest unresolved emotional or psychological issues, as if you are struggling with internal conflicts or unresolved feelings.
Thirdly, striking off your signature can also indicate a lack of commitment or trust in the agreement or document being signed. It may suggest a reluctance to fully commit to the terms of the agreement, or your lack of trust in the other party.

Lastly, striking off your signature can also indicate a tendency toward aggression or defensiveness, as if you are trying to assert your dominance or control over others.
In conclusion, striking off a signature can reveal a lot about your personality and emotional state. It can suggest a lack of confidence or discomfort with your identity, a desire to distance yourself from the past or current situation, and a lack of commitment or trust in the agreement or document being signed. It can also suggest a tendency to hide or deceive as if you are not being truthful.

So, if you want to project a positive image and avoid these negative traits or behaviors, it's best to avoid striking off your signature.

Sign smoothly. And let your signature speak positively about you.
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As a graphologist (handwriting analyst), analyzing the signature including the overall composition on the handwriting can provide valuable insights into an individual's personality and behaviors, which can be useful in personal and professional contexts.

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

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!

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.

​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

After submitting the survey, read our article on Handwritings Baseline. 

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. 

​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: 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. 

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. 

​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. 

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?

​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). 

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. 

​Author: S.Sulianah (Graphologist and Founder of Grapholistic International)
Your Handwritings and Characters Analyst
www.grapholistic.com

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.

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. 

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.

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.
   

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.
   

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.

​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

​Pengarang: S.Sulianah (Ahli Grafologi dan Pengasas Grapholistic International)
Penganalisis Tulisan Tangan dan Karakter Anda
www.grapholistic.com

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​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.

​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. 

​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. 

​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. 

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.

​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. 

​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. 

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. 

​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.

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. 

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.

​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. 

​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.  

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. 

​المؤلف: S.Sulianah (عالم الجرافيك ومؤسس شركة الجرافيك الدولية)
محلل كتاباتك وشخصياتك
www.grapholistic.com

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​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.

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. 

​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. 

​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. 

​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.

​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. 

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. 

​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. 

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.

​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. 

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.

​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. 

​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.  

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. 

​Autor: S. Sulianah (Graphologe und Gründer von Grapholistic International)
Ihr Handschrift- und Zeichenanalyst
www.grapholistic.com

Read the English Version | Read the Indonesian Version

​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.

​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. 

​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. 

​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. 

​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.

​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. 

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. 

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. 

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.

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. 

​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.

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. 

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.  

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. ​