In basic terms of your position as CEO, I would not think it is your job to comfort anyone. However, I do think it is your responsibility to provide them with a positive environment, as [MENTION=7647]Lux[/MENTION] said. Or, at least, it would be to everyone's benefit, including your own, if you did.
I do understand what you are saying about atmosphere and 6 whining. I had a verryyyyy reactive 6 at my work about half a year ago and I eventually talked to the manager about her because she was making the whole department downtrodden.
As for strategies, you can redirect them if they seem to be going in a downward spiral by bringing up a whole new subject. You can provide them with tools that will reassure them in being able to confront whatever is coming next - booklets, diagrams, clear rules, clear policy and procedures, and so on. You can also discourage the negative talk by giving them tasks to
do. 6s benefit from action instead of thought. What will be most helpful is getting them to see whatever they're interpreting as negative in a positive light, and they
will learn that if you demonstrate it. I've been learning it from my e9.
Well, mostly just how hard the task at hand is.
him: "I'm gonna have to get everyone together by sunday, that's gonna be hard. the event is monday, and my girlfriend wants to do this on tuesday... *sigh* I guess this will work out *sad face slowly increases as he continues to ramble*"
me: "what do you need help with?"
him: "um... Idunno... I'm good I guess."
Do understand that part of a 6 "complaining" is them sorting out the problems and figuring out what they really have to work through. Notice how in the above quote he's essentially outlining the parameters of the task and how he is going to have to deal with them. It might be annoying for you to hear it tinged with reluctance, but he's still taking on the responsibility and figuring out how best to go about it. At least he's not telling you he can do it and then forgetting about it.
Also, you may want to try rephrasing their duties as honors. Like,
Joe, you did such an excellent job with organizing the last event that I would really appreciate you organizing this one as well. I know it will be a little difficult but I feel like you're the best man for the job. He might still grumble a bit, but the flattery will show him that he's appreciated and that his efforts aren't for naught. Appreciation is really meaningful to 6s, who often work hard for the team but get overlooked because they don't tend to take spotlight positions or actively seek praise. It also will help him see it as something to get excited about, instead of a chore.
Yeah, last night we had a performance rehearsal. They were venting about how there won't be enough people. I sorta stepped in and mentioned that they'll be alright with who they have and they need to just focus on what they can do with what they have. He then said, "ok... can we focus on the performance and not just telling us we'll be ok?"
I just sorta shut my mouth and left after that, haha.
Eh, sounds like he was being a bitch. I think what you said was fine in that situation and that guy's nerves were getting the better of him. You were nice to have not responded to that.
Reassuring 6s is often going to be met with some degree of skepticism because we react to the future as we anticipate it. If what you're saying doesn't actively change the likely landscape of the future in our minds, it's not going to quell the anxiety. What you said probably didn't strike that guy as helpful because he didn't see it as addressing the fundamental problem that there will not be enough people to perform well. Telling him that they'll do fine anyway didn't really speak to the issue in his mind of not having enough people. Instead, you could have pointed out that so-and-so could fill dual roles, or that the performance is better off without whatever role, or anything that helps adjust the negative future landscape to a positive one.
DJ Arendee said:
I often focus on telilng people where they are weak and how they can fix it, and spotting what someone is good often takes a bit of thought.
Yeah, this is a really hard one for 6s to deal with. Most of the 6s at my work feel really uncomfortable around our manager because he rarely if ever gives praise, but is always offering constructive criticism. It makes us feel like we're not valued, and it also makes us try to get away from him because we know that he's probably going to criticize us if he sees us. In some ways his criticism has been helpful, but in other ways it doesn't make for a very happy environment when you're rarely encouraged to feel good about what you've done. 6s look outside themselves for positive feedback, so a lack of that makes us wonder why we're even trying.
You could try the "sandwich" technique for feedback, where you phrase it positive-negative-positive, which would really help create a positive environment. Like,
Joe, you've been doing a really great job with the schedules lately, it's really helped everyone. I noticed the windows are looking a little dirty today, though, would you mind giving cleaning them a little extra time? You're doing a great job overall and I just wanted you to know that.
It doesn't matter that you're telling him he's doing a great job overall if he's a 6 - he'll pick up on the criticism and try to rectify it immediately.
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