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Determine another person’s Behavior Style

Review the behaviors demonstrated in the previous emails and see if you can guess someone’s Behavior Style in real time. For example, if someone talks slowly (left of midline) and smiles frequently (below midline), they are demonstrating Stabilizer behavior. One helpful tip: at least one end of one dimension will typically be clear because it […]

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Moving Forward Together: The Dynamics of Team Development

I recently contracted George Myers from Effectiveness Institute to facilitate two team development sessions for the City of Seattle HR Executive Leadership team on which I serve as director. George used EI’s Behavior Style and Teams That Work assessments and models to help inform our group’s discussion about their performance and ways to address opportunities.

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Empowering Educators to Elevate the Learning Journey

Every single day, educators across the nation are on a mission not just to teach, but to equip students with the skills to navigate the complexities of the world. They attend professional development sessions on classroom management, engagement strategies, and fostering positive classroom cultures. Why? Because they’re not just molding minds; they’re shaping socially aware

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Below Midline

People tend to get more energy from certain behaviors and work activities than others. Subsequently, they tend to give effort and energy to the activities where they get the most energy. It can be helpful to think of these things as behaviors or activities that either drain or charge our “internal battery.” Below Midlines Styles

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Above Midline

People tend to get more energy from certain behaviors and work activities than others. Subsequently, they tend to give effort and energy to the activities where they get the most energy. It can be helpful to think of these things as behaviors or activities that either drain or charge our “internal battery.” Above Midlines Styles

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The Two Dimensions of Behavior Styles

There are two dimensions of observable behavior: Results and Emotions. These two dimensions function independently of one another, which is why they can be observed separately. The Results Dimension clarifies how an individual goes about accomplishing a task or achieving a result. This dimension ranges from Process-oriented to Expedience-oriented behaviors. We slide back and forth

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Promoting Inclusivity and Building Bridges through Conflict

Workplace conflicts can arise from various sources. Colleagues might have differing approaches to project tasks, vie for limited resources, recognition, or promotions. They may also hold contrasting political, philosophical, or religious beliefs, carry past grievances that taint their view of current situations, or even operate based on different sets of information. These diverse triggers can

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Spotlight on Understanding Behavior Styles

Understanding Behavior Styles Understanding Behavior Styles is a stand-alone half-day program, but is also the first of the four modules in the People Skills series. Program Outcomes: Discover the relationship between beliefs, perceptions and behavior. Clarify the important difference between behavior and personality. Identify how people may change behavior situationally. Identify your Behavior Style preference

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Moving From Speaking “At” to Engaging “With” Others in Conflict

I’ve noticed an alarming trend in how people communicate with one another—a growing tendency to speak at others instead of engaging in genuine dialogue. This manifests in various ways, such as lacking active listening skills, failing to confirm understanding, and disregarding the impact our words have on others. One particular scenario where this style of

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