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What's
your type?
Understanding people styles can help you avoid
conflict on the job
By Bill Clayton
Why are some people at work so easy to get along
with and others just drive you crazy?
Often it's because people have different personal styles,
which translate into different ways of working. And how you
respond to these various styles might be very important to
success - yours, others' and your employer's. Your style is
the way others see you behave - not the way you see yourself.
How you categorize a person's style depends on two things:
assertiveness and responsiveness.
Assertiveness is a measure of how forceful someone's behavior
is. Responsiveness is a measure of how aware someone is of
the feelings of others. Knowing your own style and the styles
of others is the first step toward controlling damage in your
work relationships. Next time you encounter conflict on the
job, stop and ask yourself - is this just a matter of style?
The
four personal styles
The combination of these two measures, assertiveness and responsiveness,
creates four basic working styles: Analytical, Driver, Amiable
and Expressive. Everyone is a combination of these four styles,
but has a dominant style with its own set of potential strengths
and weaknesses. Of course, everyone is unique, but people
with a particular style have some characteristics in common.
Analytical
Analytical folks are known for being systematic, well
organized and deliberate. They like to have information,
take time making decisions and like to be alone. They're
usually punctual for appointments but often late for meetings.
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Expressive
Expressives are very assertive and emotional, energetic
and often restless, outgoing and good team players.
They're not particularly interested in details,
even when they're vital to their success. They're
good speakers but tend to monopolize conversations
- and they're not shy about saying what they do
or don't like. Unfortunately, they tend to act first
and think later. |
Amiable
Amiables are good team players, friendly, generous
with their time and known for being peacemakers
(even though they might be raging mad inside). They'd
rather talk face-to-face than on the phone, and
they're usually unwilling to criticize others. They're
often conscientious but indecisive and not particularly
enthusiastic. |
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Driver
Drivers are practical folks who focus on getting results.
They can do a lot in a very short time. They usually talk
fast, direct and to the point. And they don't talk about
theory - they like to talk about what has to be done.
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Backup
and secondary backup styles
In the presence of extreme stress, each person adopts a "backup
style" - it's a natural defense mechanism to reduce stress.
Unfortunately, folks "in backup" often make poor
decisions and create stress in other people. Also, if stress
continues to build, people in backup modes might shift into
"secondary backup styles," which normally are complete
reversals of their typical behaviors.
Analyticals
in backup and secondary backup
Usually quiet and not very emotional, Analyticals under stress
tend to avoid interpersonal involvement, become even more
quiet and less emotional, and try to work alone. In secondary
backup mode, they become forceful and autocratic.
Drivers
in backup and secondary backup
Under stress, Drivers become unemotional and controlling,
and tend to make plans that are flawed. Normally focused on
results but sensitive to people's needs, Drivers become tyrants.
And in secondary backup mode, they avoid people and goals.
Expressives
in backup and secondary backup
Expressives, who are usually social and cooperative, become
quick-tempered and hotheaded in backup mode, and they frequently
make life hard for others. In secondary backup mode, Expressives
become very passive and uninterested in helping others.
Amiables
in backup and secondary backup
Amiables, who typically try to avoid conflict, become even
more passive and agreeable in backup mode. But they're not
really genuine in their spirit of cooperation. What do these
peaceful people do in secondary backup mode? They attack.
Career
Focus Table of Contents - Fall 2003
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