As Others See Me Report - Effectiveness Institute · Successful people demonstrate flexibility and know their impact on others. Flexibility is the ability to demonstrate the appropriate

Sample User

Susan

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Behavior Style 360 Assessment Report

Prepared for:

Sample User

Observers:

First Observer

Second Observer

Third Observer

Fourth Observer

9/20/2018

TABLE OF CONTENTS

» Introduction 4

» Intent and Impact 5

» Behavior Style Energy 6

» The Results of Your Behavior Style Self Assessment 8

» The Results of Your Behavior Style 360 Assessment 9

» Your Combined Energy Graph 14

» Interpreting Your Behavior Style 360 Results 15

» Perception of a Controller 18

» Perception of a Stabilizer 19

» Perception of an Analyzer 20

» Perception of a Persuader 21

» Style Flexibility 22

» Increasing Flexibility 23

» Becoming More Flexible 24

» About the Effectiveness Institute 25

Sample User - Controller ---- © Copyright 2013, The Effectiveness Institute, Inc. (425) 641-7620 ---- Page 3

INTRODUCTION

Behavior Style 360

Understanding Behavior Styles and working effectively with other people arecritical skills to achieve long-term success. A key element in developing theseskills is understanding your impact on other people. People respond to you basedupon what they perceive about your behavior, not on what you think theyperceive.

The Behavior Style 360 is designed to increase personal effectiveness and careersuccess by helping you understand:

How others perceive your behaviorThe impact your Behavior Style has on othersHow to be flexible to create win-win outcomes

Successful people demonstrate flexibility and know their impact on others.Flexibility is the ability to demonstrate the appropriate behavior at the appropriatetime to meet the appropriate needs of the environment and the people in theenvironment. If you do not know your impact or how others experience you, youreduce your effectiveness and limit your level of success.


INTENT AND IMPACT

Our behavior makes an Impact on others.

When our Impact is positive, trust and respect build over time.When our Impact is negative, trust and respect break down, usually overtime.

For these reasons it is essential to know your impact. People will guess yourIntent based upon your Impact, so even if your Intent is positive your Impactcould be negative.

By choosing to be flexible and meet the Style needs of others you can create apositive Impact resulting in increased credibility, trust and respect.


BEHAVIOR STYLE ENERGY

People tend to get more energy from certain behaviors and work activities thanothers. Subsequently, they tend to give effort and energy to the activities wherethey get the most energy. There are four words that describe the differentenergies related to Behavior Styles; Task Relational, Initiate and Implement. Itcan be helpful to think of these things as behaviors or activities that either drainor charge our “internal battery.”

Above Midline Styles(Controller and Analyzer Styles)

Give energy to TASKaccomplishment.Receive energy from working onor completing TASK.

Below Midline Styles(Stabilizer and Persuader Styles)

Give energy to relating withRELATIONAL connections.Receive energy from workingwith RELATIONAL connections.

Left of Midline Styles(Analyzer and Stabilizer Styles)

Give energy to IMPLEMENTINGideas and plans.Receive energy fromIMPLEMENTING ideas and plans.

Right of Midline Styles(Controller and Persuader Styles)

Give energy to INITIATING ideasand plans.Receive energy from INITIATINGideas and plans.


BEHAVIOR STYLE ENERGY

TASK -- Analyzer and Controller (A+C = Task Energy)

The Analyzer and Controller give energy to TASK accomplishment, andthey get energy back from working on tasks. Whenever either of theseStyles is experiencing low energy, they go work on something and it picksup their energy level.

RELATIONAL -- Stabilizer and Persuader (S+P = Relational Energy)

The Stabilizer and Persuader give energy to tasks, but don't get anyenergy back. These Styles give energy to RELATIONAL connections andthey get energy back from these connections. When either of these Stylesis experiencing low energy, they go talk to somebody and it picks theirenergy up.

IMPLEMENTING -- Analyzer and Stabilizer (A+S = Implementing Energy)

The Analyzer and Stabilizer give energy to IMPLEMENTING, and they gettheir energy back from this activity (first we are going to organize ourthoughts on paper and then we are going to take it to marketing anddistribution, etc.). Making a plan work is energizing.

INITIATING -- Controller and Persuader (C+P = Initiating Energy)

The Controller and Persuader give and get energy from INITIATING. Listento the energy when they brainstorm. "We are going to work on this and atthe same time we are starting on that, and two weeks after that, we will..."They can give energy to implementing, but it drains them to do repetitivetasks or work only on one project.

Everyone uses each of these energies differently depending on the situation. Forexample: At work, Controllers may focus on Initiating and Task, but at a socialevent, the focus may shift to Implementing and Relational connections.


THE RESULTS OF YOUR BEHAVIOR STYLE SELF ASSESSMENT

This is how you see yourself.

The Bar Graph shows the strength of each behavior pattern relative to others,based upon the selections you made.

Tally Controller

12 0 1 2 3 4 5 6 7 8 9 10 11 12 14 16 18

Tally Stabilizer

3 0 1 2 3 4 5 6 7 8 9 10 12 14 16

Tally Analyzer

7 0 1 2 3 4 5 6 7 8 9 10 12 14

Tally Persuader

2 0 1 2 3 4 5 6 7 8 9 10 11 12 14 16

^Mid-Line

YOUR STYLE COMBINATIONS

Your Predominant Style is: Controller-Analyzer

Style Combinations

When Behavior Styles are combined, strong tendencies emerge. These tendenciesform your Behavior Style pattern.

Only the bar graphs that are right of the midline are considered.

The longest bar graph represents your primary Style (Controller-Analyzer).


THE RESULTS OF YOUR BEHAVIOR STYLE 360 ASSESSMENT

This is how First Observer perceives you.

The Bar Graph shows the strength of each behavior pattern relative to others,based upon the selections First made.

Tally Controller

6 0 1 2 3 4 5 6 7 8 9 10 11 12 14 16 18

Tally Stabilizer

9 0 1 2 3 4 5 6 7 8 9 10 12 14 16

Tally Analyzer

3 0 1 2 3 4 5 6 7 8 9 10 12 14

Tally Persuader

6 0 1 2 3 4 5 6 7 8 9 10 11 12 14 16

^Mid-Line



This is how Second Observer perceives you.

The Bar Graph shows the strength of each behavior pattern relative to others,based upon the selections Second made.

Tally Controller

14 0 1 2 3 4 5 6 7 8 9 10 11 12 14 16 18

Tally Stabilizer

3 0 1 2 3 4 5 6 7 8 9 10 12 14 16

Tally Analyzer

4 0 1 2 3 4 5 6 7 8 9 10 12 14

Tally Persuader

3 0 1 2 3 4 5 6 7 8 9 10 11 12 14 16

^Mid-Line



This is how Third Observer perceives you.

The Bar Graph shows the strength of each behavior pattern relative to others,based upon the selections Third made.

Tally Controller

13 0 1 2 3 4 5 6 7 8 9 10 11 12 14 16 18

Tally Stabilizer

3 0 1 2 3 4 5 6 7 8 9 10 12 14 16

Tally Analyzer

1 0 1 2 3 4 5 6 7 8 9 10 12 14

Tally Persuader

7 0 1 2 3 4 5 6 7 8 9 10 11 12 14 16

^Mid-Line



This is how Fourth Observer perceives you.

The Bar Graph shows the strength of each behavior pattern relative to others,based upon the selections Fourth made.

Tally Controller

13 0 1 2 3 4 5 6 7 8 9 10 11 12 14 16 18

Tally Stabilizer

2 0 1 2 3 4 5 6 7 8 9 10 12 14 16

Tally Analyzer

8 0 1 2 3 4 5 6 7 8 9 10 12 14

Tally Persuader

1 0 1 2 3 4 5 6 7 8 9 10 11 12 14 16

^Mid-Line



This is the average score for how all of your observers perceive you.

The Bar Graph shows the strength of each behavior pattern relative to others,based upon their selections made.

Tally Controller

12 0 1 2 3 4 5 6 7 8 9 10 11 12 14 16 18

Tally Stabilizer

4 0 1 2 3 4 5 6 7 8 9 10 12 14 16

Tally Analyzer

4 0 1 2 3 4 5 6 7 8 9 10 12 14

Tally Persuader

4 0 1 2 3 4 5 6 7 8 9 10 11 12 14 16

^Mid-Line

Sample User - ---- © Copyright 2013, The Effectiveness Institute, Inc. (425) 641-7620 ---- Page 13

YOUR COMBINED ENERGY GRAPH

The following Energy Graph represents a summary of the results from all of theobservers you invited to complete the Behavior Style 360 Assessment. The blueline represents the average of all the responses from the observers. The redline represents how you see yourself. It is a visual comparison of how others andyou view your use of energy.

A + C TASK

16SCORE

S + A IMPLEMENT

8SCORE

C + PINITIATE

16SCORE

P + S RELATIONAL

8SCORE

Based on the scores from your observers, you get and give the most energy toINITIATING and by focusing on TASK.


INTERPRETING YOUR BEHAVIOR STYLE 360 RESULTS

You can see by looking at your results that there may be a contrast between yourSELF assessment and the aggregate of your observers' assessments. For a moredetailed look at the differences and similarities, compare your bar graph to yourobservers' bar graphs. How much difference is there between how you perceiveyourself and how they perceive you?

Whether the observer's feedback is different OR similar from your own,consider why that might be so. Some questions to ponder:

If an observer is a particular Style, and they observed you as thatsame Style, then you can ask the following questions:

Are you flexing your Style to match theirs? If so, that is anemotionally intelligent way to behave. When you adopt behaviors ofanother's Style, your communications are more likely to beunderstood and accepted, and your relationship is more apt to be apositive one.In what situations does an observer interact with you? Dothe circumstances where you are interacting with one anotherrequire behaviors that are different from your preferred Style? If so,and you are changing your behaviors because the circumstancesdemand it, then that is an emotionally intelligent way to behave. Youare demonstrating versatility.

Do most or all of the observers perceive you differently than youperceive yourself?

If this is the case, then one or two variables are involved:

Your awareness of yourself may be lacking and the impact youbelieve you are having on others is different from what others areexperiencing from you. This will negatively affect others' perceptionsof you, as your intent is not aligned with your impact.All of the observers are experiencing you when you are in a flexedor versatile state. For example, due to the nature of your job, youmay be required to behave in a way contrary to your preferredpattern of behavior. For instance, in a meeting with a customer orsupervisor, you may behave and be perceived differently than in ameeting with a colleague or family member.

It's important to consider the impact you are having and whether it isappropriate and what you want. The higher your self-awareness or themore you understand your own preferred behavior patterns, the easier it isto adjust your behaviors when appropriate.


INTERPRETING YOUR BEHAVIOR STYLE 360 RESULTS -- 2

Does the observer see you primarily in situations where using theenergies of your own preferred Behavior Style are mostappropriate?

If you are in a job or a personal situation where what you do is closelymatched to the strengths and energies of your particular Behavior Style,then you may spend most of your time appropriately in your own BehaviorStyle.

Does the observer interact with you in many differentcircumstances -- for example, work, home, socially, in aleadership role, a team member role, a parent role?

Since they have seen you adjust your behaviors for different audiencesand circumstances, did they then choose the behaviors that seemed mostnatural for you? If so, then that is a very astute observer who knows youquite well.

Does the observer know your preferred Behavior Style? Werethey influenced by that knowledge when they answered theAssessment?

It is possible that the observer, knowing how you already assessedyourself, was swayed by that knowledge and unconsciously picked thewords that reinforced your Behavior Style Self Assessment results.

In all cases, it is important to initiate a conversation with your observers and askquestions to provide you with specific feedback about your impact. The focus issimple: are your behaviors appropriate for the circumstances and the audience?

If your goal is to improve your relationships, your levels of influence and yourcommunication skills, then getting specific and practical feedback from others isrequired. Ask questions with the goal of finding two or three behaviors you canchange. Sample questions you might ask your observers are:

Is my communication style with you (or the team) effective? Am I viewedas credible? Do I have influence?

Do I appear authentic? Do my behaviors and what I say match?

What suggestions do you have about what I say or do that would improvemy communications with you (or the team)?

Do you think it would help if I . . . ? (Suggest your own behavior changes,based on information about how other Styles behave.)


INTERPRETING YOUR BEHAVIOR STYLE 360 RESULTS -- 3

When you receive feedback, probe to clarify the information for understanding.Do not immediately respond to the feedback to explain why you did or did not dosomething. The impact will be negative as it comes across as defensive and it willreduce your chance to improve communication. After your conversation with yourobserver, thank them and focus on a plan to improve your versatility andflexibility.

Goal 1:

Goal 2:

Goal 3:

Knowing and understanding your impact on others and making decisions to beappropriate to situations and styles increases the probability of your professionaland personal success. Congratulations!


PERCEPTION OF A CONTROLLER

CONTROLLER . . . A results-oriented person who focuses on initiating tasks.Separates facts and feelings as they push forward to achieve results. Seesconflict or tension as a tool to initiate action in others.

Your CONTROLLER Style as perceived by:

A Controller "Give Controllers a task with minimal instructions and get out oftheir way -- they will get it done. However, if their goals orstrategies are different than yours, they continually challenge orconfront until you change . . . or they just do what they want todo regardless of your input."

A Stabilizer "I admire the Controller's ability to work hard, move fast and getthe job done. They are good at determining what everyoneneeds to do to help. However, they do not appear to care aboutpeople or their feelings. Controllers avoid dialogue because theywill not listen to others' points of view once they make up theirminds."

An Analyzer "Controllers maximize time and accomplish a lot, and they aregreat at isolating key issues when several things are in conflict.However, they do not take enough time, and move so fast thatthey always have to go back and 'fix' their decisions. They donot get enough data or market research."

A Persuader "I appreciate that Controllers will challenge authority and are notafraid to tell people what they think. I like that they movequickly through tasks. However, Controllers can be very bossyand controlling and are so stubborn that it is not easy to talkthem into or out of anything."


PERCEPTION OF A STABILIZER

STABILIZER . . . A relationship focused person who strives for harmony. Acooperative, loyal team member who works best in an environment where thereis security and guarantees. Decides cautiously but once word is given, it will notbe broken.

Your STABILIZER Style as perceived by:

A Controller "Stabilizers always seem to know 'what's going on' with peopleand always do what they say they will do. However, they are notgood under pressure. They seem to give in rather than fight forwhat they believe in."

A Stabilizer "Stabilizers are gentle people who really care about others. Theyalmost always put others before themselves. However,Stabilizers avoid conflict so much that they normally do not tellothers when they have been hurt or violated."

An Analyzer "Stabilizers are friendly and easy to work with, they makepeople feel comfortable. Sometimes they spend too much timedeveloping relationships. They try to 'sit on both sides of thefence' in decision-making."

A Persuader "Stabilizers are good listeners and care about people. They donice things just to make people feel good about themselves. Ithink they worry too much about hurting other people's feelingsand try to protect people from the consequences of theiractions."


PERCEPTION OF AN ANALYZER

ANALYZER . . . A systems oriented person who strives for quality, accuracy andperfection. Uses facts, data and historical perspective to be in integrity in wordand action. Work tends to be thorough, complete and comprehensive in order toget it right.

Your ANALYZER Style as perceived by:

A Controller "I appreciate that what Analyzers tell you will be accurate andcan be substantiated with backup materials if you need to seethem. However, they take too long and need too much data tomake a decision. Analyzers do not see the big picture--theymicro manage."

A Stabilizer "It is great that Analyzers gather information and data, useprocess and stick to a task until it is done. However, they do nottake enough time for relationship building. They seem to wantthings too perfect and always want to follow the rules."

An Analyzer "Analyzers are consistent and predictable. You know their workis factual and based upon a logical approach. However, whenfrustrated they can become obsessive and when emotions enterin, they overreact."

A Persuader "The Analyzers are very thorough and meticulous, so their workis organized and looks good. However, they seem to alwayswant to be 'right' and have a narrow point of view. Analyzers aretoo quiet, you never know what they think or feel."


PERCEPTION OF A PERSUADER

PERSUADER . . . A positive, optimistic person who influences others withenthusiasm, passion and verbal skills. Tends to trust others without data tosubstantiate his or her trustworthiness. Very flexible and easy to work with butgets feelings hurt easily when left out or ignored.

Your PERSUADER Style as perceived by:

A Controller "I appreciate the Persuader's ability to generate enthusiasm andthat they are visionary enough to quickly see the 'big picture.'However, Persuaders waste time talking and they makepromises that they do not always keep."

A Stabilizer "I admire that Persuaders are never at a loss for words and arecomfortable in group situations. However, they talk too much.Persuaders seem to be scattered or unfocused--they do notgather enough data and are too impulsive."

An Analyzer "Persuaders are fun to be around, they bring a high level ofenergy. However, they always seem to want the spotlight andfocus of attention. Persuaders often 'embellish' the truth in orderto get what they want or to add excitement."

A Persuader "Persuaders are high energy and really tend to be positive. Theywill share anything. However, they can be very needy anddominate 'airtime.' They always tell stories about themselvesand want to get the last word in."


STYLE FLEXIBILITY

As you begin to understand your intent versus your impact, and get to know thekey strengths and needs of your own style as well as others, you can develop theskill of style flexibility.

Flexibility

The word flexibility refers to the ability and willingness to recognize and meetanother individual's Behavior Style needs as well as satisfy your personal Styleneeds. Being flexible means to situationally, purposefully and temporarily modifyyour behavior on one or both Dimensions of behavior to accommodate the needsof another individual and create a win-win.

This temporary modification of behavior is a valuable skill in both work andpersonal relationships. This ability to "stretch" results in increased credibility.C redibility is the measure of flexibility in a relationship. You will know that you areincreasing your personal flexibility skills when two things happen:

1. You experience a higher level of tolerance for an individual of a differentBehavior Style; he or she is more credible in your perception.

2. You are perceived as credible by individuals who use different BehaviorStyles.

Credibility and Balance

Balance is the key. Individuals who are highly flexible tend to be perceived asinconsistent or not believable. Individuals who are inflexible tend to be perceivedas rigid in their patterns of thinking or slow to adapt to change. The ideal is tobalance your natural behavior tendencies with selected flexibility behaviors. Thisbalance is essential to productive relationships.

Critical Points to Remember

Flexibility does not require a change of who you are or the way you are. Itdoes require a temporary change of what you do and how you do it.

No Behavior Style is more or less flexible than any other Behavior Style.


INCREASING FLEXIBILITY

The importance of flexibility cannot be overemphasized. This conscious choice toadjust your behavior or actions does not compromise your integrity or make youmanipulative. It is out of respect for:

the other Behavior Style,

the value of the relationship, and

the importance of the project or task.

This respect causes a willingness to be flexible because there is a bigger "win" foreveryone involved.

At a time of lower stress, discuss with individuals of different Styles how each ofyou can support each other when under stress.

If you desire to increase personal flexibility, the following must be true for you:

You want to understand how others see you.

You value being more effective with others.

You are willing to obtain a realistic picture of your impact to improve youreffectiveness.

You pay attention; you are aware and pick up behavior cues.

You allow adequate time to learn how to adjust appropriately to eachsituation.

If these are not true, or if you are not working to make them true, your chancesof being perceived as flexible are significantly reduced.


BECOMING MORE FLEXIBLE

To be perceived as more flexiblewith Analyzers & Controllers:

Focus on increasing Controlledbehavior

1. Focus on task

2. Spend less time socializing

3. Delegate more and help less

4. Limit confidences

5. Maintain appropriate distance

6. Limit expression of feelings

7. Learn to work alone

To be perceived as more flexiblewith Stabilizers & Persuaders:

Focus on increasing Responsivebehavior

1. Admit and express your ownfeelings

2. Accept others' feelings aslegitimate

3. Take time to socialize

4. Avoid withdrawing

5. Balance logic with spontaneity

6. Communicate more, verballyand nonverbally

7. Relate job goals to personalgoals

To be perceived as more flexiblewith Analyzers & Stabilizers:

Focus on increasing Process behavior

1. Recognize and validate theperceptions of others

2. Ask questions rather thanmake statements

3. Pay attention to details

4. Listen more and talk less

5. Get closure

6. Pause and reflect

7. Speak softer and slower

To be perceived as more flexiblewith Controllers & Persuaders:

Focus on increasing Expediencebehavior

1. Be willing to disagree moreoften

2. Act rather than react

3. Build on ideas

4. Manage conflict

5. C reate options

6. Initiate change

7. Share your thinking


ABOUT THE EFFECTIVENESS INSTITUTE

About UsFounded in 1980, Effectiveness Institute is a learning and development organization that hasworked with thousands of clients across the U.S. and around the world in a wide range ofindustries. Our purpose is to deliver measurable improvement in the way individuals, teams andorganizations perform, helping to build and sustain high-performance cultures within clientorganizations.

Our PhilosophyTo understand the various dynamics andcritical success factors involved inorganizations we created the DualPerformance Cycle. Organizationsmeasure performance using certainmetrics (e.g., Customer Satisfaction,ROI, Productivity, Retention, etc.). Whenefforts are made to improveperformance, organizations commonlyfocus on the left side (Task/Systems) ofthe Dual Performance Cycle. While this isimportant and critical to success,research demonstrates that the right sideof the cycle (People/Teams) has asubstantial impact on performanceoutcomes.

Traditionally, competencies related to the right side of the Dual Performance Cycle have beendescribed as “soft skills.” These “people skills”, such as the ability to give and receive feedback,navigate conflict, collaborate, promote ideas and inspire others, are critical for individual and teamsuccess. Balance is the key: technically competent individuals (left side) who demonstrateemotional intelligence that builds trust and respect (right side) always maximize performance.

At Effectiveness Institute, our work focuses on creating and sustaining high performance in alllevels of the organization by improving the effectiveness of leaders and teams.

Our MethodsEffectiveness Institute provides organizations with well-informed models, assessments,workshops, webinars and consulting that facilitate high performance. However, we don't supplyone-size-fits-all answers. Instead we offer a variety of options to serve the needs of organizations.We also work together with clients who contact us to understand their needs. Only then do wepropose solutions. This is important because most organizations know what they currently want(e.g., increased productivity, better service, higher profits, growth, less turnover, lower costs,etc.) but not necessarily what they currently need (e.g., clearer purpose, less unproductiveconflict, improved people skills, greater clarity, stronger executive relationships, etc.) to achievetheir goals.

Our content focuses on the key pressure points of most organizations: communication, teamwork,conflict, leadership and change. We provide only time-tested proven material. Every workshop,assessment or webinar is designed to build awareness, achieve participant "buy-in", develop real-world skills and make a positive impact on performance.


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As Others See Me Report - Effectiveness Institute · Successful people demonstrate flexibility and know their impact on others. Flexibility is the ability to demonstrate the appropriate