[Music] welcome back and in this segment of our show we are going to talk about the leadership and the social dynamic and how to cooperate have a healthy and fruitful and productive work environment that would be our topic of discussion with our dear guest institute mr abdu magdy he is an executive coach good morning sir good morning well good morning well definitely first of all to be able to develop the human capacity we have to identify the different personality patterns and how to approach it so how can that be assessed yes definitely i think like the objective of every organization and every team and every project is to make the best utilization of everyone into achieving a specific objective and i think one of the difficult challenges there is understanding what people actually want out of the experience their preferences in terms of communication and also how to kind of get them to work together to achieve that objective so this is usually a kind of a big challenge and sometimes unfortunately it’s a unspoken off challenge for organizations and how to get this social dynamics components uh going so and and definitely there is there is some times in which that a lot of work environment actually research shows that there is huge percentage in which that employees are very much unsatisfied they are losing energy they are not excited to go to work and that sometimes is a challenge of not properly understanding and addressing different personality types and not understanding social dynamics at the level of complexity requires to get things going dr abdul from your point of view of course there are different types of personalities that do exist in a group how do they interact and how should they interact together in order to achieve the required objective that’s a very good question i think that’s actually the core of understanding and working with social dynamics i think like we have different like personality archetypes that actually built around everyone’s like approach in life and almost philosophy so um as we understand if we if we like imagine any project or organization as a bus which is like one of the uh the famous ways and easiest ways to comprehend that we’re going to be seeing like the ones who are in the leadership they are the ones who are leading the bus the they have the map they have the understanding they understand the objectives that they are they have the strong character in kind of leading that force and these are the alphas so the awfuls are like um the of uh like abilities and decision making they voice their opinions and basically they are like strong leaders who push things farther afterwards we’re going to find like betas who are not necessarily as dominant in terms of their behavior and their psychology but rather they are fine who’s following the leader and for them it becomes more about a social experience other than about the the objective itself and we have other rules but i think like the last rule that we look at are the sigmas which basically they are more like like the alphas but they are introverted so other than like being in the front of the bus they choose to be at the back of the bus and be focused on observing what’s going on and they prefer to only interfere once they can actually bring something positive to the table so understanding these different personality types in the middle we can see people who are quite like separated or isolated they do not they do not have interest in like doing any influence but rather they are happy to be kind of provided with what they need um like to survive and continue being part of the group so we would actually find from that when it comes to a matter of leadership and moving things forward we have the alphas at the front and we have the sigmas at the back of the bus where basically um the alphas are if things are going very well then the oppos would actually be doing 100 of the work but by then if things are not really going appropriately by then the sigmas might actually feel obligated to interfere uh with the group dynamics now definitely when we talk about group work that needs cohesion now definitely each of us is different from the others so definitely sometimes there’ll be friction or disagreements so how can we create cohesion within the group to create this group dynamics that you were talking about yes i think like human society like agreed on having a code of conduct when it comes to like interactions like this so there is no other solution other than for people to talk together and to specify what are the principles upon which we want to move forward and that has to be like an open sharing process in which everybody really opens up and and writes down what they really care for and the challenge with that is not that this exercise does not take place because usually it takes place in all organizations and projects but by then it becomes a responsibility of the entity that’s actually controlling this setup is to maintain no breaking of these rules from anybody so an organization that’s actually managing this environment should be very like decisive and sharp in terms of tracking these like principles and to treat everyone equally in terms of of violating or probably needing to be coached on how to adhere to that so in an environment for example we say that our principle is trust yeah it’s not possible to be broken inside the circle and then this is not being addressed so if we say that this is about trust then if trust is broken we need to say that trust was broken and we’re sorry and then we’re not going to do this again and we move forward but in case trust is broken and you do not go there and say that trust is not broken is not broken this is not addressed properly and directly in the same way it was made that actually creates a lot of tension and that creates possibly a lot of depression and a lot of unexpressed feelings and by then people do not have the energy or the motives to contribute equally to the group mr anto uh what would be the negative scenarios that could occur if we cannot maintain the um cohesion inside the group and the dynamics inside the group of the teamwork yeah i think like the the first thing that gets lost is the objective which is basically why are we here because if we look at a group that’s working together they have a specific objective and probably everyone would have a different objective from their perspective but by then there has to be a properly defined objective for the whole group and basically um what’s what should be done is that everyone is contributing in a way for the this final objective to be reached so um getting back to your question when it comes to uh what needs to be done the question is about what needs to be done to maintain um like this looking towards the objective uh i think that um getting back to um to what was written in terms of the code of conduct and interference from this organization is vital because if we don’t do this we’re going to have lots of energy we’re going to have people who are uh possibly depressed we’re going to have some abuse and harassment at the workplace and we possibly are going to get into because also understanding that the power dynamic within the group is there are actually some very powerful people who are not bringing their power to the group and sometimes if these people really understand that things are not going well and they’re going to bring that in a way that’s not going to be convenient to everybody so sometimes we have a lone wolf scenario in which that the whole group is being punished because uh we’re not adhering to that i think we have a lot of creative examples like in the movies there is a movie called law abiding citizen um the movie called the rock even like scent of a woman these are all movies that discuss right is that people with like a sigma personality type they are put in an environment where the law is being broken and this not being addressed and then the situation goes totally dramatic so understanding that this would be the fault of the authority or the organization that they are not addressing things explicitly because if they address things explicitly they say that this is a code of conduct we’re gonna have to follow it equally by then there will be no friction people going to be happy energetic and moving forward and usually problems happen when the organization or the leader are not identifying that and expressing it openly now you’ve classified the work group in alphabet up to and that some are doers and some are not but then how can we create incentive because definitely if you’re a sigma individual or if you’re a gamma one you might not feel that you have a leadership perspective so maybe you wouldn’t be as incentives to do to give your best so how can we bring the best out of everybody so that eventually everybody more or less of course it’s difficult to to have everyone alpha but at least everybody will be really effective and energetic exactly i think i think part of the question is that not actually everyone wants to be alpha because there is like for example there is a social course to be in an offer in terms of maintaining lots of social connections and social relationships and not everyone is willing to to make such an investment but i think it’s it comes back to the responsibility of who is holding the floor the organization or the leadership that’s holding the floor they should be actually introducing lots of exercises and games that allow people to identify the different personality types and also understanding that as a group work together this happens naturally so um like if the organization in which this exercise is taking place is not intelligent enough and aware enough and doing like enough work and identifying how can we like get people to openly share about their preferences their personality types what they want out of the experience there are many exercises in which this could be done and it becomes a necessary for these exercises to take place by them to what extent the individuals here in the group could influence a role and they have their own way of changing their status yeah okay i think like that’s more of a leadership question because as we said that like alpha seems to be like the most desired uh like like uh status and uh accordingly there there would seem to be a lot of competition around who’s gonna get into the leadership which actually happens across all organizations so all existing organizations that is usually different uh like like political struggles that goes around who actually influence the the outcomes and uh and i think like one of these like like one of these necessary ingredients for individuals to also understand is that they have to accept the rules they have to accept that this is this is my things and this is the way that i would like things to be done and they would actually communicate this to others so for example if i’m if i see myself as an as an expert who does not want to lead i would actually go to the group telling that guys i have a technical expertise i have no experi like interest in leading that uh but rather i would like to contribute my expertise in a way that’s most convenient to others so being open and expressing the way things work for you uh would possibly be like one of the best ways for this to go on also understanding that there is a cycle because people go through different experiences and with these experiences some people could change their perception so some current sigmas could for example if we can see someone who’s like 55 60 years old who is um like an advisory board member of an organization so as an advisory board member he provides expertise to the leadership but he’s not actually in the leadership so there are different changes that happen with age with experience and i think it’s important to identify and understand how can we move move on and move forward while getting all these issues addressed and avoiding negative scenarios that might evolve from lack of understanding a lot of addressing things properly so how can we detect whether we’re on the right track or not yeah i think i think there are like analytical ways to do that in terms of like surveys and things like that but the best way is that for the people in the leadership is to actually walk in like in between the teams is because uh like if they show up and say that how was your weekend uh were you enjoying your time do you feel energized if we see that the energy in the room is low that means there is something wrong going on so direct personal interaction becomes very necessary for to understand and identify that there is something might be going wrong and by then they would introduce the necessary actions to fix that yeah but mr abdul we can develop the awareness of the leadership in order to feel that uh and to be aware that there is actually a negative energy no i should boost the morale of the employees not everyone and not every leadership is aware of that yeah i think that’s a very very big problem because also we have different types of institutions and organizations and the leaders have different like uh educational backgrounds so not all of them understand that um like what’s going on with any they have a problem they do not understand what’s going on or how to fix it so it becomes necessary for them to do the actual efforts to seek consultants um to actually be protein and provide them with the the actual insights into what’s going on how to fix it and they have to also be flexible in taking this feedback because sometimes it’s very difficult for people in the leadership to say that we do not know so they have to reach that there is a problem here and we do not know and we need help in fixing that so um for them to confess to that and address it that becomes necessary for like the objective and the group to move forward indeed doctor abdul marti our executive coach thank you very much for being our guest for today a pleasure thank you thank you very much doctor and that brings us to the end of today’s episode of breakfast show but first of all i’d like to thank my colleague majesty robia thank you very much thank you very much joshua thank you very much and have a good day everyone [Music]
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