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By combining the two scales, the Social Styles Model creates four unique behavioral characteristics – Driver, Expressive, Amiable, and Analytical. Some imitations, don’t stress the most important idea of the model – Versatility. Social Style Types* Responsiveness Hi Amiable Expressive Assertiveness Low Hi Analytical Driver Low. 3 Dominance2 Smarts 2Disc Profile 3Manning/Reece.Other Social Style Terms Amiable Relater1 Supportive2.3 Analytical Thinker1 Conscientious2 Reflective3 1People Expressive Socializer1 Influencing2 Emotive3 Driver Director1. 50 years of research has documented four unique SOCIAL STYLEs. Each Style is defined by observable patterns of behavior. Understanding these patterns and each Style's preferences results in more productive interactions. Snapshot of the Amiable Style. People with an Amiable Style openly display their feelings to others.
Different personality types work and communicate in very different ways. Learning how to identify and understand personality types based on common characteristics is a key component to effective, practical leadership.
The Golden Rule states: Treat others the way you want to be treated. While this is generally a good rule of thumb, the reality is that, as leaders, we often must break that rule in order to relate with the various personality types we are managing. Not everyone in the world communicates and reacts to their environment in the same way. Some of us enjoy basking in the glow of the limelight while others are very uncomfortable with public displays of praise situations.
In my experience, there tend to be four main personality types. I label them as analytical, driver, amiable, and expressive. Each of these personality types exhibit general characteristics, strengths, and weaknesses and need to be managed and communicated with in subtly different ways. Understanding the unique characteristics will help you successfully manage personality types to increase your team’s job satisfaction, performance, and reach organizational goals.
Four Social Styles (Merrill & Reid) DRIVER ANALYTICAL AMIABLE EXPRESSIVE lo RESPONSIVENESS hi lo ASSERTIVENESS hi 4 Personal styles at work ‘just do it!’ wants to know what and when likes to take charge DRIVER ANALYTICAL AMIABLE EXPRESSIVE Tell. Chart and Diagram Slides for PowerPoint - Beautifully designed chart and diagram s for PowerPoint with visually stunning graphics and animation effects. Our new CrystalGraphics Chart and Diagram Slides for PowerPoint is a collection of over 1000 impressively designed data-driven chart and editable diagram s guaranteed to impress any audience. Why are Social styles important? This is the 4 th post in the series on Social Styles. In my previous posts, we discussed how essential understanding these styles is to building trust with prospects, customers, clients, employees, and partners. Four Social Styles AMIABLE: ( High Responsiveness, Low Assertiveness ) The amiable person likes other people's company, though is more of a listener than a talker. Expressive people find them useful, because they are prepared to listen to what they are saying.
1. Analytical
The analytical personality type is very deep and thoughtful. They’re serious and purposeful individuals. They set very high standards, so they have very high standards of performance personally and professionally. Analyticals are orderly and organized. They also tend to have that really dry but witty sense of humor.
Analytical strengths are that they are perfectionists. They want things done right and they want them done right the first time. They’re neat and tidy individuals. Analyticals are economical, and they are self-disciplined.
Analyticals weaknesses are that they can be moody, critical, and negative. Analyticals can be indecisive and they over-analyze everything. Their perfectionism can also manifest as a weakness at times, as they can be guilty of making their pursuit of perfection stall completion.
2. Driver
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Drivers are the dynamic and active personality type. They exude confidence and naturally gravitate toward leadership positions. They move very quickly to action, but they are not detail oriented. Drivers are great with the big picture—they’re visionaries and they see how we’re going to get to where we need to go, but they’re not always great at taking the interim steps needed to get there.
You can probably see how and analytical and a driver might not work very well together – but also that their skills can nicely complement each other. It can be said that if you want to get to the moon you hire a driver, but if you want to get back you hire an analytical.
Drivers’ strengths are that they are very determined individuals. They are independent and they are productive. Drivers get a lot of things done. They are visionaries and they’re decisive. A driver would rather make a bad decision than no decision. They just want that decision to be made.
On the weak side, the driver can be insensitive, unsympathetic, harsh, proud, and sarcastic. Drivers do not like to admit when they are wrong. They can also rush to a decision without thoroughly thinking through or understanding the results or consequences of their decision.
3. Amiable
The amiable personality type is a very patient and well-balanced individual. They’re quiet but witty. They’re very sympathetic, kind, and inoffensive—amiables do not like to offend people.
An amiable is easy going and everybody likes the amiables. You know why? Because they don’t like conflict so they’re very easy to get along with. They’re diplomatic and calm. But on the weak side, amiables can be stubborn and selfish. Their aversion to offence and conflict can also manifest as a weakness.
4. Expressive
We call the expressive the social specialist because they love to have fun. They are individuals who turn disaster into humor, they prevent dull moments, and they are very generous people. They want to be included. Expressives want to be included in projects. They want to be included on teams. They want to be included in conversations.
On the strong side, the expressive is very outgoing. They are ambitious, charismatic, and persuasive. On the weak side, they can be disorganized, undisciplined, loud, and incredibly talkative. Expressives can talk up to 200 words a minute with gusts up to 300. They can talk.
Of course, these are generalizations and many people will exhibit some amount of any number of these personality types. However, everyone will more strongly exhibit characteristics of one type over all the others. Recognizing and understanding which personality types you are managing on your team will help you motivate and communicate with them.
Managing personality types is a difficult part of our roles as managers. However, identifying and understanding how each personality type is motivated and how they communicate is a critical step in being able to effectively manage your team to success.
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A couple weeks ago I went to a leadership development training hosted by Wilson Learning called Leadership Foundations II. It’s part of a series of programs Publicis Healthcare Communications Groupe (PHCG) makes available to its employees to help them develop leadership skills. The goal of the training is to provide managers with tools and techniques that help them lead teams more effectively and achieve greater productivity. Of all the things I learned in this two-day workshop, the most valuable was the concept of “Social Styles”—what they are, how they differ from person to person, how to recognize them and how to modify behaviors to communicate more effectively with others.
So what exactly are we talking about when we talk about Social Styles?
“Social style” is the behavior that one exhibits when interacting with others. Being aware of your own social style helps a person develop relationships, particularly at work. “Social Styles” is the name of a particular psychometric instrument that helps people to better understand and work with others through appreciation of their basic decision making and control needs.
In short, everyone can be categorized into one of four Social Styles buckets: Driving, Expressive, Amiable or Analytical. And it’s pretty easy to figure out what bucket you, or anyone else, fall into by asking the following questions:
- Is the person more task oriented or more people oriented?
- Does the person tend to ask more questions or tell others what to do?
Answering those questions, and charting the answers on the graph below, is how you identify a person’s Social Style.
Here’s a quick definition of each Social Style:
- Driving: strong willed and more emotionally controlled
- Expressive: outgoing and more dramatic
- Amiable: easy going and more supportive
- Analytical: serious and more exacting
Take a second and think about what bucket you fall into. (I’m a Driver.)
At the leadership development training I attended, we all were tasked with figuring out our personal Social Style. The results were interesting to see. Most of the Managers were Drivers; the Creatives were Expressives; the people with Human Resource like jobs were Amiables; the developers, programmers and finance people were Analyticals. Makes sense when you take a step back and think about it.
We were then asked to think about the people we considered difficult to work with. Using the following chart, which summarizes each Social Style’s strengths and weaknesses, we were asked to come up with ways to improve our relationships with these people.
To improve a relationship with someone else, according to the Social Styles model, you need to do two things: recognize the other person’s Social Style and then modify your Social Style in a way that enables reaching a mutual goal efficiently.
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Recognizing someone else’s Social Style is relatively easy. Plot them on the Social Style matrix. Or, if you’re in the midst of communicating with someone and haven’t pinpointed their Social Style yet, keep an eye out for what’s called a Back-up Behavior. A person will exhibit their Back-up Behavior when they feel attacked or not an equal part in collaboration. Analytical people will avoid confrontations; Amiable people will give in; Drivers will take over; Expressive people attack or get defensive. If you notice this behavior, that’s when you need to realize it’s time to modify your behavior.
When modifying your behavior, look at the chart above, find the column for the Social Style of the person you’re engaging with and find the corresponding “Make Effort To Be” and “Support Their” rows. This is how you should consider modifying your behavior.
For instance, say you’re working on a project with me (a Driver) and you thought I was taking it too much into my own hands, not being a team player and not on the right course.
The thing you would not want to do is stop by my desk for a 15-minute chat about your feelings. I don’t care. I’ll likely drop subtle hints about my disinterest in our conversation until you catch my drift and leave. Now we’re both angered by the interaction, our relationship hasn’t improved and we’ve both wasted time with no positive results.
But, taking my Driver Social Style into consideration, you’d realize there is a better way to engage me—request a brief meeting, outlining exactly what you want to discuss; support my conclusions and actions so far; in an effort to get the project back on course, provide options for alternative ways we should proceed, noting outcome probabilities for each. In essence, you’re catering to my Social Style, persuading me to see things your way by making your argument in a way that I can most easily digest.
Say you were an Amiable person, a people person, someone who likes to get everyone on board with their ideas—taking such a cold, direct approach to an interaction might feel out of character. But by modifying your Social Style, our interaction would be more likely to have a positive outcome.
Understanding the Social Styles model is easy, but applying it in real world situations is difficult. It’s something you have to actively work on incorporating into your communication style. It’s not intuitive to recognize someone’s Social Style and immediately know how to cater to it. But there are things you can do to make implementation of the model easier.
What I did was list out all the people I work with and plot their Social Style. This took maybe 15 minutes to do. Then, I spent some extra time thinking about those people who I felt were difficult to work with and considered how my failure to recognize their Social Style was contributing to the difficulties in our communication. Completing this exercise made it obvious rather quickly that I was as much to blame for our troubled working relationships as they were. Now, when I engage with these people in the future, I already know where they’re coming from—what their motivations are, what assurances they need, how to make them feel valuable, because I’ve already done that prep work—and can focus on seemlessly modifying my behavior in a way that promotes a more productive working environment and acheives a common goal more efficiently.
The leadership training I went to was mostly about how to “manage down” or manage those who report to you. But I find having an understanding of Social Styles helps me also “manage up” or get what I want from my bosses, as well as improve my relationships with peers, in general.
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There are countless leadership development courses out there. Tons of tools and techniques to learn. But if you ever see a session that specifically lists Social Styles in the curriculum, I encourage you to attend.
Excellent thanks a ton for explaining this so beautifully