English may be the international language of business, but TRACOM has found that allowing participants to learn in their native language makes training more effective.  As a result TRACOM currently offers up to 19 different language options for the SOCIAL STYLE Profile. 

International language support is available for both the initial Profile Questionnaire and the completed SOCIAL STYLE Profile Report.   Available languages include common languages such as German, French and Spanish as well as less-frequently occurring ones such as Bulgarian, Korean and Turkish.

Participants and their raters can choose any available language.  And each person can choose whichever language they prefer, independent of the language chosen by others.  So a training participant might conduct their own profile in Spanish and have others rate her in Japanese, Greek and Chinese.  The SOCIAL STYLE Profile she receives in this case would be in Spanish as that is her language choice.

In addition to offering so many language options, TRACOM offers more than 20 country and regional norms.  So a person working in Italy can be profiled against others in that country, while an Italian working in New York, can be profiled against a North American norm.   Country-specific and regional norms provide the most accurate look at a person’s SOCIAL STYLE and behavioral preferences. 

The availability of so many languages makes it easier on everyone involved and increases the reliability of the data because the questions are better understood and thus the responses more accurate.  This approach best addresses both the cultural variances of international business and the individual behavioral preferences that are the foundation of the SOCIAL STYLE Model.

Click here to learn more about international languages and norms.

And let us know about your experiences in conducting business internationally.  Have language and culture affected your work?  Comment below.   

What is Diversity?

Most large organizations have made strides to increase diversity in their workforces, and many implement “diversity training” to help their leaders and employees be more aware of the issues faced by a diverse workforce. But too often this training fails to achieve its desired results, and can leave people feeling confused about what concrete steps they can take to benefit from an understanding of diversity.

Part of the problem is that some organizations don’t provide their people with a clear definition of diversity or how it can benefit their bottom lines. According to an article in Training Magazine, the most effective training programs treat diversity as an inclusive process, rather than excluding people who don’t meet the traditional definitions of a diverse person. Essentially, diversity encompasses any dimension that differentiates a person or group from others. This definition includes everyone. Since we are all different from one another, we all contribute our own unique perspectives and abilities.

The key is to educate people about how to leverage these differences for business success.

How is SOCIAL STYLE Related to Diversity?

SOCIAL STYLE describes differences and similarities in people’s natural behaviors and work preferences, with the ultimate goal of teaching people how to manage those preferences for increased productivity and effectiveness. Over many years of practice and research, we’ve found that each Style has specific strengths that help them succeed in their work lives. However, one person’s strengths can be another person’s stress. Success at the team and organizational levels requires people of all Styles to work together, and in order for this to happen they need to understand basic Style differences and how to manage these differences. Regardless of a person’s ethnicity, age, or nationality, he or she will have behavioral preferences that result in a particular SOCIAL STYLE.

 This post is an excerpt from a new TRACOM whitepaper on Diversity.  Download the full whitepaper. 

The U.S. Bureau of Labor Statistics (BLS) has released a report projecting which occupations are expected to experience the greatest number of new jobs over the next 10 years. Given the current economic and jobs situation, one might assume things can only improve.  

But according to the new BLS Occupational Outlook Handbook, most of the job growth projected through 2018 will occur in what are traditionally low-skill, low-pay jobs.   Seven of the top 10 – and six of the top seven – occupations projected to grow have median annual wages of less than $30,000. These include occupations such as home health aides, customer service representatives, food preparation and retail sales. Only registered nurses (#1), accountants (#8) and postsecondary teachers (#10) are top-growing occupations with median wages above $30K.  All three achieve around $60K annually. 

Harvard University economist Lawrence Katz discussed the implications of this during an interview on NPR’s Morning Edition radio program on Monday. Katz described a “polarization of the labor market”, with growth at the low-end and high-end of the market but less growth in the middle. 

Professsor Katz went on to say that education and “professionalizing” the skills of the low-wage workers is an opportunity for those workers to earn more. He said that changing the focus of education is necessary and that workers should be focus on skills like problem solving, interpersonal relations and teamwork. 

While interpersonal skills may be a way for those in traditionally low-wage jobs to move up the earnings ladder, other research has shown that even at managerial levels, good interpersonal skills correlate to higher earnings. TRACOM’s Managerial Success Study found that managers with higher Versatility performed better in dozens of job criteria and earned more than their lower interpersonal skills peers. 

What do you think? Do interpersonal skills lead to higher wages? Can interpersonal skills help workers provide more value?

Here are several links to references cited in this article:

• Read or listen to NPR story 
• Read BLS Overview of the 2008-18 Labor Projections 
• Download TRACOM’s Managerial Success Study Research Whitepaper