How Can Personality Science Improve Work Meetings & The Role of a Facilitator
- Shiv Martin
- Sep 22
- 4 min read
I’m sure we’ve all been in work meetings that should’ve been a mediation. You’ve got a room full of people, each with their own perspectives, needs, and expectations needing to communicate with each other to find a way forward. Sometimes, the challenge is simply getting everyone on the same page. Other times, it's about navigating differing opinions and finding a way to move forward. In this sense, work meetings and mediations share a common goal:
Understanding where everyone is coming from and finding a way to move forward together.
This is why, it is useful to hire a mediator or facilitator to run your meetings.
As someone who's spent a fair bit of time in meetings, particularly within the public sector, I've seen firsthand how our perceptions can significantly shape the way we experience and respond to work meetings. Whether you're an HR practitioner, a team leader, or simply someone looking to better navigate workplace dynamics, understanding George Kelly's personal construct theory can offer valuable insights into why people might walk away from the same meeting with entirely different takeaways.
Why Work Meetings Feel Like Mediations
Both meetings and mediations share a common goal:
Understanding where everyone is coming from
Creating space for different perspectives
Finding a constructive way forward
The truth is, when managed well, meetings can move beyond updates and become spaces of alignment, growth, and trust.
How Constructs Shape Engagement
Put simply, personal construct theory suggests that we each develop our own mental filters called “constructs” based on our life experiences. (Based on George Kelly’s Personal Construct Theory) These constructs shape:
How we perceive interactions
How we predict future events
How we engage in conversations
In a meeting, this means:
One participant might focus on whether the meeting feels collaborative vs. competitive
Another might be scanning for clarity vs. confusion
A third may be judging it based on supportive vs. critical tone
and the list goes on... "tense vs. relaxed," "useful vs. wasteful," and "clear vs. unclear."
Each person is responding not just to what’s said but to how it aligns with their internal framework.
This divergence in perceptions is something I've come across countless times in my work. People aren’t just reacting to the meeting itself they’re reacting to what they expect the meeting to be based on their personal constructs.
And here’s the kicker: these constructs aren’t set in stone. They’re shaped by our past experiences and can evolve over time.
For instance, someone who initially thinks of a meeting as disorganised might change their tune if they see efforts to improve the structure in future meetings. Or, someone who perceives a meeting as tense might start to view it as relaxed if the team makes a conscious effort to build a more supportive atmosphere.
The Role of the Facilitator
This is where a neutral facilitator or mediator becomes powerful. A facilitator can:
Recognise differing perceptions without dismissing them
Level the playing field for quiet or cautious participants
Bring structure and emotional intelligence into the room
Redirect unproductive behaviours before they derail discussion
When everyone feels seen, heard, and understood, meetings become more than updates they become spaces for alignment, growth, and trust-building.
📌 If you would like to learn more about when to call in a mediator/facilitator: Read my blog article here.
*Checklist for Planning an Effective Meeting
Understanding that every meeting participant sees the room through their own lens is game-changing. Meetings don’t have to be draining, repetitive, or conflict-prone. With a little insight into personality science and a lot of care in design and facilitation they can become spaces for genuine connection and progress.
So next time you’re planning a meeting, ask yourself:
“Whose lens haven’t I considered yet?”
You might find the missing piece that makes all the difference.
Want to make your meetings more meaningful, inclusive, and productive?
Through Shiv Martin Consulting, I help organisations transform meetings into opportunities for collaboration and trust through facilitation and team building services, conflict resolution training for leaders and HR, and independent workplace mediation.
Let's explore how understanding personality science can revolutionise your meeting culture
📅 Book a FREE confidential consultation: Book Online
📩 Contact: contact@shivmartin.com
❓ Frequently Asked Questions
1. What is the benefit of applying personal construct theory to meetings?
It helps you understand why people respond differently to the same environment, improving empathy, structure, and participation.
2. How does facilitation differ from chairing a meeting?
Facilitators focus on process, emotional safety, and inclusive participation, not just agenda management.
3. Can constructs be changed?
Yes. With intentional reflection and positive experience, people update the mental filters they use to interpret group dynamics.
4. Is this relevant for one-on-one meetings too? Absolutely. Personal constructs show up in all interactions, especially in supervision, coaching, or feedback settings.
Shiv Martin is a nationally accredited mediator, practicing solicitor, conciliator, decision-maker, and certified vocational trainer. With extensive experience in complex dispute resolution, stakeholder engagement, and team building across business, community, and governmental sectors, Shiv brings over a decade of unique and diverse expertise in Law, Management, Vocational Education, and Mediation.
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