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Knowing your communication style and having a mix of styles on your team can provide a positive force for resolving conflict.
As far back as Hippocrates' rime (460-370 B.C.) people have tried to understand other people by characterizing them according to personality type or temperament. Hippocrates believed there were four different body fluids that influenced four basic types of temperament. His work was further developed 500 years later by Galen (130-200 A.D.).
These days there are any number of self-assessment tools that relate to the basic descriptions developed by Galen, although we no longer believe the source to be the types of body fluid that dominate our systems.
The value in self-assessments that help determine personality style, learning styles, communication styles, conflict-handling styles, or other aspects of individuals is that they help depersonalize conflict in interpersonal relationships.
The depersonalization occurs when you realize that others aren't trying to be difficult, but they need different or more information than you do. They're not intending to be rude; they are so focused on the task they forget about greeting people. They would like to work faster but not at the risk of damaging the relationships needed to get the job done. They understand there is a job to do, but it can only be done right with the appropriate information, which takes time to collect.
When used appropriately, understanding communication styles can help resolve conflict on teams. Very rarely are conflicts true personality issues. Usually they are issues of style, information needs, or focus.
Hippocrates and later Galen determined there were four basic temperaments, as follows:
* The sanguine person, characterized by the tendency to be overly cheerful, optimistic, vain, and unpredictable.
* The phlegmatic person, who is unemotional, nonchalant, cool, persevering, and needing direction.
* The melancholic person, who is soft hearted, oriented toward doing things for others, and...