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.” Left of Midlines […]
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.
Moving Forward Together: The Dynamics of Team Development Read More »
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
Empowering Educators to Elevate the Learning Journey Read More »
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
For those of us who firmly believe in the positive value of understanding behavior styles, it’s frustrating to see the model and concepts being misused. One common way this takes place is through stereotyping. Some examples could sound like: “Controllers don’t listen, so I’m not going to try and have a conversation with her.” “If
Two ways people misuse Behavior Styles Read More »
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
If anyone has told you “You are direct,” do you believe that is a good thing or a bad thing? The reality, of course, is that being direct is neither good nor bad, but rather depends upon your level of self-awareness and awareness of the situation in which you are communicating. Maybe you’ve been frustrated
Are You Too Direct? Read More »
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
The Two Dimensions of Behavior Styles Read More »
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
Promoting Inclusivity and Building Bridges through Conflict Read More »
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
Spotlight on Understanding Behavior Styles Read More »
Deeply embedded in nearly everyone are some similar core values like integrity, fairness, justice, and equality: granted each of us understands them differently. These values get “tucked” into our beliefs, which are impacted by a variety of things including influential people and life experiences. Additionally, we carry mental models which color our perceptions of the
Building Trust and Respect Read More »
Do you have a question you’d like to ask about Behavior Styles? click the button below!
Controller vs Stabilizer Read More »
STABILIZER Six months ago, an unexpected opportunity came up for me. A friend had one person drop out of a group for an Alaskan cruise and asked if I wanted to attend. I very much did! I wouldn’t normally be able to afford a cruise on my own, I had enough vacation time saved up,
As a facilitator, I got the chance to work with a group of 20 seasoned and successful financial advisers specializing in institutional consulting. They were handpicked to be part of an Advisory Council, whose main purpose was to provide valuable insights and feedback to their Executive leaders on various aspects of the business, like product
Behavior Styles and a Path to Team Cohesion Read More »
ANALYZER Analyzer to Controller Both Analyzers and Controllers focus more on what is being done than who is doing it or how they feel. Key differences are the desire for details and time for making decisions. Controllers assume you understand the context for tasks and can get frustrated with conversations that focus on the how,
Style to Style Analyzer Read More »
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
Moving From Speaking “At” to Engaging “With” Others in Conflict Read More »
PERSUADER Persuader to Controller Like Persuaders, Controllers enjoy making quick decisions. While you will find this easy to work with, you will not share the same level of enthusiasm about the decision. In fact, the Controller will likely find your enthusiasm annoying and a bit aggrandizing. For this reason, it’s best to tone down your
Style to Style Persuader Read More »
As those of us who teach People Skills will be quick to tell you, the four behavior styles the program is based on exist across all ethnicities and cultures. However, as a People Skills facilitator living in Nepal, I have been challenged about the relevancy of the four behavior styles and the assessment. My eyes
Are Behavior Styles Relevant Across All Cultures? Read More »
STABILIZER Stabilizer to Controller From a Behavior Style perspective, Stabilizer and Controllers are opposites. Controllers tend to take action quickly, are comfortable with conflict, and do not typically express their emotions. These three things can all be confusing and frustrating for Stabilizers. To reduce the frustration, minimize your expression of feelings. Instead, keep conversations focused
Style to Style Stabilizer Read More »
I was first introduced to Behavior Styles during my tenure as the Director of Training and Development at ARAMARK. At the time, my boss had previously collaborated with Tom Champoux in another organization. We decided to bring Tom in as a speaker for our Advanced Leadership Development Program, and I must say, he left quite
What Do Behavior Styles Mean? Read More »
CONTROLLER Controller to Controller Controllers tend to be expedient and focus on tasks (i.e., what’s being done or needs to be done). Since you both have a need to be in control, you need to defer some of your control needs to the other person. Both of you enjoy energetic debates but if either of
Style to Style Controller Read More »
Heraclitus, an ancient Greek philosopher, was famous for his thought-provoking sayings. His epigrams can be springboards to creativity and personal insights. The epigram, “I searched into myself” reminds us that we have good ideas within ourselves if we are willing to dig deep enough. As I facilitate People Skills workshops with educators, this epigram reflects
A New Way of Understanding Yourself Read More »
When we talk about behavior styles, we frequently use the metaphor of an iceberg. If you think of the iceberg as representing your personality, the part that is above the water line is your observable behavior. Unlike the part below the waterline (which is most of who you are), the part above can change quickly
What do you mean, I should “rotate my iceberg”? Read More »
To share our excitement and celebrate the launch of our brand-new assessment platform, we’re offering a 50% discount on all store materials for the next two weeks! Use the code platform!
