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 »
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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 »
Have you ever been in a conversation where someone utters the phrase, “I understand”? How does it make you feel? In a friendly exchange, those words might foster a sense of connection or agreement. However, when emotions are heightened, they often evoke frustration. Have you experienced that before? Personally, when I hear those words, my
Do You Really Get it? Read More »
A Case Study Introduction: In today’s pursuit of business excellence, organizations increasingly acknowledge the pivotal role that people skills play in achieving remarkable results. This article delves into the transformative Effectiveness Institute People Skills Workshop, which took place during a national team meeting. Through valuable insights and practical tools, participants were equipped to elevate their
Leveraging People Skills for Business Success: Empowering Teams for Optimal Performance Read More »
As we discussed in a previous email, most of our personality is the “below the waterline” part of the iceberg and not readily available or visible to others. Behavior, on the other hand, is “above the waterline” and, therefore, always available to others. Not only that, but this part of us is also a choice
Behavior Is a Choice Read More »
Why choose the Effectiveness Institute and their core program, “Understanding Behavior Styles” (UBS), for facilitating leadership work? Approximately eight years ago, during my transition from the role of VP of HR (APAC) for a major global hotel company to becoming the principal of my own company, Ghielmetti & Associates Inc., I first heard about the
Why Understanding Behavior Styles? Read More »
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Behavior Styles Put Together Furniture Read More »
When interviewing job applicants, we hear things like “I love working with others”, and “I am really good with people”. The truth is many individuals can effectively interact with others when they’re in their element and working with like-minded individuals who share similar perspectives. However, why do conflicts and frustrations arise in the workplace? It’s often
Do You Have People Skills? Read More »
Controller I started a new job six months ago after being out of work during the pandemic. Everyone has been great to work with and I feel like I’m finally getting my technical skills back. However, during two years of seeing only my spouse in person, I’m afraid I might have gone a little feral.
What’s your superpower? If you ask that question during an exercise that focuses on leveraging differences to build stronger and more effective teams, you’ll find the answers are as diverse as the individuals within the organization. Differences can be one of those topics that many organizational leaders are wary of exploring. When differences are highlighted,
What’s Your Superpower? Partnering to Build Stronger Teams. Read More »
