PEOPLE - DIFFICULT OR DIFFERENT?
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1 PEOPLE - DIFFICULT OR DIFFERENT? PARTICIPANT WORKBOOK E ectiveness Institute Delivering measurable improvement in the way individuals, teams and organizations perform CONTACT US T F info@effectivenessinstitutecom wwweffectivenessinstitutecom
2 Published by The Effectiveness Institute, Inc th Avenue NE Bldg B, Suite 202 Bellevue, WA (425) All rights reserved No part of this material may be reproduced, stored in any retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the written permission of The Effectiveness Institute, Inc
3 OBJECTIVES Discover the direct relationship between beliefs, perceptions and behavior Clarify the difference between behavior and personality Explore four lines of behavior Discover how intent and impact influence trust and respect Identify individual Behavior Style preferences using the Behavior Style Profile Differentiate and appreciate different patterns of behavior Discover the Results and Emotions Dimensions of behavior Review the behavior tendencies of each Style copyright effectiveness institute, inc 2016 Participant Workbook 1
4 BELIEFS, PERCEPTIONS AND BEHAVIOR 2 Participant Workbook copyright effectiveness institute, inc 2016
5 BEHAVIOR VERSUS PERSONALITY Observable Behavior Total Personality Personality is represented by the whole iceberg; behavior is one part of the whole Personality is complex and has many variables (eg, birth order, heredity) which impact who you are Behavior is represented by the part of the iceberg that is above the waterline It is observable Behavior is what you do It can be seen by others Personality cannot be situationally, intentionally, and temporarily modified by choice Example: I cannot change my heredity or past experiences Behavior can be situationally, intentionally, and temporarily modified by choice Example: I can choose to talk more or to be more outgoing copyright effectiveness institute, inc 2016 Participant Workbook 3
6 OBSERVABLE BEHAVIOR 4 Participant Workbook copyright effectiveness institute, inc 2016
7 Slow Indecisive Trust and Respect Bossy Pushy Thoughful Trust and Respect Decisive Thorough Fearless copyright effectiveness institute, inc 2016 Participant Workbook 5
8 INTENT AND IMPACT Your behavior makes an IMPACT When your IMPACT is positive, credibility increases; over time this builds trust and respect When your IMPACT is negative, credibility decreases; over time this breaks down trust and respect 6 Participant Workbook copyright effectiveness institute, inc 2016
9 TWO KEY POINTS You need to know your People will guess your based upon your Even if your is your could be You can choose behaviors that create positive copyright effectiveness institute, inc 2016 Participant Workbook 7
10 Impulsive Trust and Respect Random Boring Creative Flexible Trust and Respect Dependable Harmonious 8 Participant Workbook copyright effectiveness institute, inc 2016
11 Careless Trust and Respect Sloppy Uptight Obsessive Big Picture Ingenious Trust and Respect Precise Defined copyright effectiveness institute, inc 2016 Participant Workbook 9
12 Insecure Stuck-Up Trust and Respect Dramatic Shallow Humble Reserved Trust and Respect Confident Self-assured 10 Participant Workbook copyright effectiveness institute, inc 2016
13 WHAT S YOUR PATTERN? copyright effectiveness institute, inc 2016 Participant Workbook 11
14 THE BEAUTY OF STYLES LEARNINGS ABOUT ANALYZERS Major Focus: Greatest Strength: Driving Need: Best Use of Your Time: LEARNINGS ABOUT STABILIZERS Major Focus: Greatest Strength: Driving Need: Best Use of Your Time: 12 Participant Workbook copyright effectiveness institute, inc 2016
15 THE BEAUTY OF STYLES LEARNINGS ABOUT CONTROLLERS Major Focus: Greatest Strength: Driving Need: Best Use of Your Time: LEARNINGS ABOUT PERSUADERS Major Focus: Greatest Strength: Driving Need: Best Use of Your Time: copyright effectiveness institute, inc 2016 Participant Workbook 13
16 THE RESULTS DIMENSION 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 Together, they determine an individual s Behavior Style 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 Process-oriented individuals tend to pay more attention to how results can be achieved IMPACT: perceived to be deliberate, systematic and moderate Expedience-oriented individuals tend to pay more attention to the speed at which results can be achieved IMPACT: perceived to be initiating, outspoken and bold P R O CE S S RESULTS E X PE D IE N CE Process-oriented behaviors: 1 Speaks slowly, after thinking 2 Asks more than tells 3 Generally speaks with a soft voice 4 Frequently sits or stands at an angle to person 5 Lets others initiate 6 Slow, relaxed muscle movement (eg, softer handshake) 7 Often looks away while conversing 8 Usually indirect, uses hints 9 Talks with pauses 10 Careful, thoughtful decisions Expedience-oriented behaviors: 1 Speaks quickly, while thinking 2 Tells more than asks 3 Generally speaks with a strong voice 4 Frequently sits or stands directly across from person 5 Initiates 6 Quick, tight muscle movement (eg, firm handshake) 7 Direct eye contact while conversing 8 Usually direct and to the point 9 Talks without pauses 10 Quick, bold decisions 14 Participant Workbook copyright effectiveness institute, inc 2016
17 THE EMOTIONS DIMENSION The Emotions Dimension illustrates the degree to which an individual expresses emotions and feelings when relating to others The Emotions Dimension ranges from Controlled to Responsive behaviors Emotionally Controlled individuals tend to experience but not express their feelings and emotions IMPACT: perceived to be serious, reserved and formal Emotionally Responsive individuals tend to experience and express their feelings and emotions IMPACT: perceived to be verbal, expressive and informal CONTROLLED E M OT I O NS RESPONSIVE Emotionally controlled behaviors: 1 Limited use of face and body when communicating 2 Gestures tend to be inside width of shoulders 3 Keeps feelings in 4 Serious or intense eye contact 5 Appears guarded or cautious in relationships 6 Slow to smile 7 Uses facts to make decisions 8 Infrequently talks about self, difficult to get to know 9 Focuses attention on accomplishing tasks 10 Prefers working alone Responsive behaviors: 1 Maximum use of face and body when communicating 2 Gestures tend to be outside width of shoulders 3 Lets feelings out 4 Friendly or warm eye contact 5 Appears open and friendly in relationships 6 Smiles easily 7 Uses feelings to make decisions 8 Talks about self, easy to get to know 9 Focuses attention on maintaining relationships 10 Prefers working with others copyright effectiveness institute, inc 2016 Participant Workbook 15
18 HOW I SHOW UP The Results and Emotions Dimensions of behavior function independently of each other When the Dimensions are combined, the following four Behavior Styles emerge: An individual who appears to be Emotionally Controlled and Expedience-oriented is using the Controller Style An individual who appears to be Expedience-oriented and Emotionally Responsive is using the Persuader Style An individual who appears to be Emotionally Responsive and Process-oriented is using the Stabilizer Style An individual who appears to be Process-oriented and Emotionally Controlled is using the Analyzer Style CONTROLLED P R O CE A Analyzer RESULTS E M O T I O N S C Controller RESULTS E X PE D IE S S S Stabilizer E M O T I O N S P Persuader N CE RESPONSIVE 16 Participant Workbook copyright effectiveness institute, inc 2016
19 BEHAVIOR TENDENCIES Regarding the four Behavior Styles 1 What is their major focus? 2 What is their driving need? 3 What is their greatest strength? 4 What is their blindspot? 5 What do they want you to support? 6 How should you spend your time? 7 What do they want from you? CONTROLLED P R O CE S S 1 Quality, accuracy, perfection 2 To get it right 3 Uses facts, data, history 4 Declaring a position 5 Their standards and principles 6 Be accurate 7 Facts and data RESULTS 1 Relationships 2 Security 3 Maintaining harmony 4 Initiating quickly 5 Them as a person 6 Understand their goals 7 Appreciation A S E M OT I O NS E M OT I O NS C P 1 Results 2 To be in control 3 Uses conflict 4 Listening 5 Their objectives and results 6 Be efficient 7 Action E X PE RESULTS 1 People 2 To be liked 3 Uses verbal skills 4 Following systems 5 Their ability to take risks 6 Get acquainted, have fun 7 Approval and praise D IE N CE RESPONSIVE copyright effectiveness institute, inc 2016 Participant Workbook 17
20 ACTION PLAN Based on the course content write down 2 specific actions you will take to revisit and apply the information Action1 Action 2 Date: Date: 18 Participant Workbook copyright effectiveness institute, inc 2016
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