People Literacy

Every Manager has experienced the frustration of not understanding why one management approach that works beautifully with one employee is ineffective with another. That's because what we think would be motivating isn't always motivating to someone else.

The same principle applies to client and co-worker relationships. We "click" or connect with some individuals and understand each other. But we also work with individuals who approach things differently. Research shows there are four different behavioral style dimensions. Understanding their characteristics can help us become more effective in our interactions with each other.

Four Dimensions

The Personal Profile SystemÒ is an instrument that helps identify how we tend to behave. It identifies four different behavioral dimensions: dominance, influence, steadiness, and conscientiousness. Although we behave with all four dimensions, we tend to use one or two most often.

Dominance. People who demonstrate the Dominant ("D") behavioral style are usually fast-paced and task-oriented people. They thrive on the challenge of solving problems. Those with the "D" behavioral tendencies are quick decision makers. They don't wait to be given authority; they take it. Don't bog these people down with fluff or details-only results interest them. "Ds" are most comfortable when they can control their environment. They work best when they are free from controls and supervision. They overcome opposition to get the job done.

Those with the "D" behavioral tendencies tend to get immediate results, cause action, accept challenges, make quick decisions, question the status quo, take authority, manage trouble, and solve problems. They seek an environment that includes power, authority, prestige, challenge, opportunity, scope, freedom, and variety. But they need others who weigh pros and cons, calculate risks, use caution, structure a more predictable environment, research facts, deliberate before deciding, and recognize the needs of others. In fact, to be more effective, those with the "D" behavioral style need to understand that they need people, identification with a group, an awareness of existing sanctions, and to pace self and relax more.

Influence. Individuals with the Influence, or "I" behavioral tendency are also fast-paced, but they are more people-oriented. These are the "people people." They prefer to be around others and are enthusiastic and entertaining. Popularity is important to them. They get their job done by making allies with others. They enjoy contacting people, making a favorable impression, speaking articulately, creating a motivational environment, generating enthusiasm, entertaining people, and participating in groups. They seek an environment that includes popularity, social recognition, freedom of expression, group activities, democratic relationships, freedom from control and detail, opportunity to verbalize proposals, coaching and counseling skills, and favorable working conditions. They need others who concentrate on the task, seek facts, speak directly, respect sincerity, develop systematic approaches, prefer dealing with people, take a logical approach, and demonstrate individual follow-through. To be more effective, individuals with the "I" behavioral style need control of time, objectivity in decision-making, participatory management, more realistic appraisals of others, priorities and deadlines, and to be more firm with others.

Steadiness. Like those with the Influencing style, individuals who demonstrate the Steadiness or "S" behavioral tendency are people-oriented but at a much slower pace. The "S" style doesn't like to make quick decisions, but value consistency instead. The "S" style is patient and loyal. They also are very good at listening to people and calming others when they get upset. Individuals with the "S" behavioral style focus on cooperating with others to accomplish their tasks.

Individuals with the Steadiness pattern tend to perform in a consistent, predictable manner. They desire to help others, demonstrate patience, develop specialized skills, concentrate on the task, show loyalty, be good listeners, and calm excited people. They seek an environment that includes security, predictability, minimal work infringement on home life, credit for work done well, sincere appreciation, identification with a group, and minimal conflict. They need others who react quickly to unexpected change, stretch toward the challenges of an accepted task, become involved in more than one thing, are self-promoting, apply pressure on others, work comfortably in an unpredictable environment, prioritize work, are flexible in work procedures, and contribute value to the work. To be more effective, individuals with the Steadiness style need conditioning prior to change, validation of self-worth, information on how best to contribute, work associates of similar competence, guidelines, encouragement, and confidence in the ability of others.

Conscientiousness. Individuals who demonstrate the Conscientious or "C" behavioral tendency are slower paced and task-oriented. The "Cs" are concerned about doing the job right and will pay inordinate amounts of attention making sure it is. Unless quality will be improved, the "C" does not like sudden or abrupt changes. They get their job done by working with the existing circumstances to promote quality.

These people attend to key directives and standards, concentrate on key details, use a systematic approach to situations, are diplomatic with people, check for accuracy, think critically, and use subtle or indirect approaches to conflict. They seek an environment that includes security, standards, protection, reassurance, stability, and collegiality. They need others who delegate important tasks, make quick decisions, open doors, use policies only as guidelines, compromise with the opposition, state unpopular positions, initiate and facilitate discussion and encourage teamwork. To be more effective, individuals with the "C" behavioral tendency need precision work, opportunity for careful planning, exact job descriptions, scheduled performance appraisals, respect for their personal worth, and tolerance for conflict.

Adapting to Another's Dimension

Different behavioral dimensions are not a liability. They are an asset because one person's limitation is another's strength. If you understand and respect another's individuality, you can give the other person what they need to feel good and you can build on their limitations. For example, if you are managing "Ds" you must understand and respect their need to control the environment. Don't try to force your behavioral dimension on them. If you do, they will balk. Let them set their schedule and work however is best for them. Those with the "I" style want to be sure they will have plenty of interaction with other people when they do their job. They think of projects in terms of how much fun they will be. The "S" style employee wants to know you are dependable. They need to be confident they can count on you and that you are available for follow-up.

The "C" dimension employee can get so wrapped up in perfection, it can take a long time to finish a project. "Cs" pay much attention to key details because they want to make sure they dot every "i" and cross every "t."

The only way you can learn to identify other people's behavioral dimension is to practice, practice, and practice picking up the cues and signals. Then you need to practice adapting yourself to their dimension. As we become more technologically advanced, we tend to ignore the human side of productivity. This is a mistake. We can't neglect the people who run the machines and the computers. For you to be most effective in dealing with others, you must understand what motivates them and give them what they need. This simple skill of reading another's behavioral dimension, and being flexible enough to adapt yours, can go a long way toward a more productive work or business relationship.

Susan Cullen is President of Quantum Learning Solutions, Inc., based in New Jersey (800) 683-0681. She speaks on the topic of "People Literacy" and is a distributor for Inscape Publishing, publishers of the Personal Profile System. She has over 15 years experience in Organizational Development and is considered an expert in the use of blended learning methodologies for lasting organizational change. For more information go to http://www.quantumlearn.com or you can reach us at (800) 683-0681.

Copyright, Quantum Learning Solutions, Inc. All rights reserved.

---

Google News Updated : Fri, 05 Sep 2008 08:05:30 GMT McCain takes stage, turns down heat - Boston Globe The Gazette (Montreal) McCain takes stage, turns down heat Boston Globe - 1 hour ago By Joanna Weiss For a man at the top of a presidential ticket, John McCain had an unusual task last night: to remind the nation that he was the star of his own show. Palin Assails Critics and Electrifies Party New York Times GOP welcomes McCain with enthusiasm Milwaukee Journal Sentinel CBS News - Kansas City Star - ABC News - TIME all 1,387 news articles Publ.Date : Fri, 05 Sep 2008 06:20:31 GMT Rice set for historic Libya visit - BBC News RTE.ie Rice set for historic Libya visit BBC News - 3 hours ago US Secretary of State Condoleezza Rice is set to begin a historic visit to Libya as part of a North African tour. She is expected to meet Libyan leader Muammar Gaddafi as part of the trip, which will also include visits to Tunisia, Algeria and Morocco. Rice set to begin historic Libya visit AFP Rice set to make history in Libya The Associated Press Aljazeera.net - International Herald Tribune - WZTV - Bloomberg all 425 news articles Publ.Date : Fri, 05 Sep 2008 04:41:55 GMT Boeing Workers Are on the Brink - BusinessWeek Wall Street Journal Boeing Workers Are on the Brink BusinessWeek - 1 hour ago Despite being offered a relatively generous package by management, Boeing machinists are ready to go on strike. Here's why by Joseph Weber When a stunning 87% of Boeing machinists voted on Sept. Motown Blues for Boeing? Wall Street Journal Boeing, machinists union meet with mediator The Associated Press Seattle Times - Bloomberg - Reuters - Chicago Tribune all 1,406 news articles Publ.Date : Fri, 05 Sep 2008 06:54:59 GMT Wal-Mart acting on shifts in consumer spending - BusinessWeek Los Angeles Times Wal-Mart acting on shifts in consumer spending BusinessWeek - 3 hours ago By CHUCK BARTELS If the mood on Wall Street is grim, then consumers must be feeling even more bleak, right? Fuel prices remain high, inflation has hit food prices hard and consumer confidence is down. August another disappointing month for retailers Los Angeles Times Lower-cost stores gain from US shoppers' thriftiness Financial Times Forbes - The Associated Press - Wall Street Journal all 673 news articles Publ.Date : Fri, 05 Sep 2008 04:48:39 GMT '1967 lines not up for discussion' - Jerusalem Post Sydney Morning Herald '1967 lines not up for discussion' Jerusalem Post - 32 minutes ago By JPOST.COM STAFF The July 4, 1967 lines are not up for discussion and are the very foundations from which direct talks between Israel and Syria will start, Syrian Foreign Minister Walid Muallem said Friday. Video: Sarkozy in Syria : the press is divided france24english Syrian sets terms of role on peace Philadelphia Inquirer New York Times - Boston Globe - International Herald Tribune - Voice of America all 1,039 news articles Publ.Date : Fri, 05 Sep 2008 07:32:39 GMT Data on defective genes make tailored remedies possible - Baltimore Sun Voice of America Data on defective genes make tailored remedies possible Baltimore Sun - 41 minutes ago By Frank D. Roylance Researchers cataloging the genetic codes of deadly human brain and pancreatic cancers say they have found several dozen defective genes that appear to work in concert to set off the tumor growth that eventually kills their victims. In Long-Awaited Maps of Cancer, The Breakthrough Is the Problem Wall Street Journal What You Need to Know About Mapping the Cancer Genome U.S. News & World Report Reuters - The Associated Press - Bloomberg - Science Daily (press release) all 209 news articles Publ.Date : Fri, 05 Sep 2008 07:24:12 GMT Schwarzenegger: Palin delivered 'fantastic' speech - San Jose Mercury News KGET 17 Schwarzenegger: Palin delivered 'fantastic' speech San Jose Mercury News - 1 hour ago AP SACRAMENTO—Gov. Arnold Schwarzenegger on Thursday said Sarah Palin hit a home run with her acceptance speech for the Republican vice presidential nomination. Video: Governor To Californians: Bug Lawmakers About Budget kcratv California nears record in spending plan stalemate Sacramento Bee San Gabriel Valley Tribune - Los Angeles Times - New York Times - City Watch all 302 news articles Publ.Date : Fri, 05 Sep 2008 06:14:17 GMT Clickbank Data Feeds Make Money From Home

PARLOT::Ebooks, Scripts, Websites, and more...

Adsense websites

The DNA of Motivation

It really is about motivation. After all, what impels someone... Read More

Summertime Blues

It's hard to believe the year will be half over... Read More

Partnering for Performance

"The difference between a boss and a leader: a boss... Read More

Identifying Potential in Ourselves and Others

If there is someone nearby as you read this look... Read More

Change or Die! To Change Your Organization, Hire a Business Coach

It is a common business axiom ? change or die.... Read More

Conference Calling Can Save Your Sales OrganizationTime and Money!

Conference calling can save you money. There is no doubt... Read More

Managing Creativity

Creativity Starts Here!The ability of an organisation to create new... Read More

CEO: The Key To Fix ingThe Marketing/Sales Collaboration Problem

We all know that achieving better alignment, synergy and cooperation... Read More

Telephone Techniques: Boost Your Productivity With Effective Phoning

One of the things that most impacts people's productivity is... Read More

Radical Creativity from Incremental Creativity ? large movements from small changes

Positive radical movement is the holy grail of nearly every... Read More

Problem-Solving Success Tip: Measure

Measure.The first key question to answer in starting a problem-solving... Read More

Toxic Bosses

What's everyone's favorite topic around the water cooler? Bad bosses!... Read More

A Comprehensive Sarbanes Oxley Act Summary

Individual and corporate security stand in the center of the... Read More

How Managers Can Turn Failures Into Successes

Although there are real, external reasons for managerial difficulty ?... Read More

Implementation the Catalyst of Change for Management to Reach that Next Level of Success

From the personal and professional experiences of other colleagues and... Read More

7 Steps To Hire The Best

You can use this step-by-step method to hire applicants who... Read More

Before You Head Off, Make Sure You Know Where You Are Going - The Importance of Clear Objectives.

The title of this article sounds like simple advice, but... Read More

Dont Get Caught With Your PR Down

Why risk the embarassment when with a little basic PR... Read More

Einstein, The Universe, And Leadership

Every since serving a hitch in the military, I have... Read More

Quality Standards with ISO 9001

Standardizing Quality SystemsThe ISO, or International Organization for Standardization, was... Read More

Characteristics/Attributes of a Lean Operation

Fundamentals in Place? There is a designated place for everything... Read More

How to Beat the Turf Mentality

Want to hear a fascinating story? Let's sit in at... Read More

Can Your Corporate Policy Pass the Monkeys, Bananas, and Water-spray Experiment?

Five monkeys were placed in a cage. A banana was... Read More

Great Hires: Avoid Costly Mistakes

Picking people for a job is like going... Read More

Six Sigma Training 101 ? Better Management Basics

What is Six Sigma?Six Sigma is a quality management program... Read More