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Dan Levin, PMP
www.linkedin.com/in/danlevinpmp
Understanding Behavioral Styles
- a discussion for strategic leaders
1
Material may not be used without my express written permission. 19Mar2014
Agenda
§ Introduction
§ Why is this valuable
§ Overview of behavioral styles
§ Communication tips
§ Peer assessment exercise
Why is this valuable � Have you ever struggled to convey your message
effectively (To team members? To executive management?)
� Have you thought about what it takes to be strategically effective?
� Have you thought about what it takes to influence the organization, beyond the project or program?
What about other programs?
Meyers Briggs – ENJT? ISFJ?
Colors?
DISC
‘Big 5’ Birkman Method®
FIRO-B®
The Four Temperaments/Four Humours
Tactical
Strategic
Task execution Local impact
Program execution
Business initiative Global impact
Project execution
Organizational Influence
Organizational Influence � Requires strategic management of all stakeholders
especially senior management (C level)
� Starts with managing these relationships
� Requires a deep understanding of the different behavioral styles
� We are going to focus on how to develop a deeper understanding of behavioral styles
Behavioral Styles
§ Bring to mind several relationships that are easy and effortless.
§ What is it that makes these relationships so easy?
§ Now bring to mind several relationships that are not as easy or effortless.
§ What is it that makes them difficult?
Value of Understanding Behavioral Styles
§ Build on our strengths and work on our weaknesses.
§ Understand the strengths and weakness of others so that we can better influence and lead them.
§ Avoid judgments and improve communications.
§ Respect the differences in others and the contribution those differences make to your overall effectiveness.
There are other differences � Gender
� Cultural
� Regional, etc.
But what happens to most executives as they go up the “food chain”?
Controlling Style Overview § The controlling style places importance on
goals and results.
§ These people tend to be active, independent, and ambitious, giving the appearance of self-confidence.
§ They take initiative with others and enjoy running things, which they do with a take-charge attitude.
Supporting Style Overview
§ The supporting style places importance on human interactions and these people tend to form strong, close, lasting relationships.
§ They are good listeners who take time with people and help them relax and be at ease.
§ They are sensitive to others, concerned about people and their feelings.
Promoting Style Overview § The promoting style likes exciting, inspiring
activities.
§ These people tend to get involved in active, rapidly-moving situations.
§ They are lively, personable, and stimulating to be around. Others experience them as dynamic, fun-loving and energetic.
§ They tend to be imaginative in getting results and willing to take risks.
Analyzing Style Overview
§ The analyzing style places importance on structure and verifiable information (data).
§ These people are thorough, accurate, detailed, rational and well-organized.
§ They are seen by others as the anchor of reality because of their logical manner and their thorough approach to problem.
Summary Style Strengths If Overused
Controlling Take charge, efficient determined, decisive, results oriented
Autocratic, impatient insensitive, over-controlling
Supporting Team players, friendly, good listeners, relationship-oriented, conscientious
Too tolerant, unassertive, non-confrontational, too driven to please
Promoting Stimulating, goal-driven, enthusiastic, innovative, risk takers
Poor planning, manipulative, ego-driven, undisciplined, poor at follow-up
Analyzing Thorough, detailed, rational, organized, good planners
Indecisive, too detailed, aloof, risk-averse, not intuitive
Tips for working with Controlling styles
To deal most effectively with the Controlling style, realize that their main concern is results. Communicate in an efficient, results-oriented manner. Be willing to state your opinions clearly but allow the Controlling person to have the final say.
� Get to the point, be specific.
� Keep the conversation focused on business.
� Do not waste time; speak and act quickly.
� Provide options for them to choose.
� Provide overview, but have details available if needed.
� Be decisive and self-confident.
� Let them make the final decision.
Tips … Supporting To deal most effectively with the Supporting style, realize
that their main concern is relationships. Support and respect their feelings and their relationships with others. Make them feel that they are part of the team. Avoid force and authority; understanding and respect are more effective.
� Show sincere interest in them and their feelings. � Be cooperative rather than pushy. � Be patient; draw out their ideas and concerns. � Gently explore areas of disagreement. � Be encouraging; build their confidence in themselves. � Spend time on the relationship before jumping into the task.
Tips… Promoting
To deal most effectively with the Promoting style, realize that their main concern is excitement. They love new ideas, people and projects. Support their ideas and aspirations and give them recognition. They like to “look good” in the eyes of others. Talk about feelings, emotions, ideas, and goals.
� Allow time for exploring mutually exciting possibilities. � Let them do most of the talking. � Avoid arguing; if you disagree, look for alternative solutions. � Look at the big picture and avoid bogging down in details. � Make your presentation stimulating and exciting. � Be open to their new ideas.
Tips … Analyzing To deal most effectively with the Analyzing style, realize that their main concern is risk avoidance. Show them that you are dealing with facts and will not jump to conclusions. Present facts and data rather than ideas and opinions, and give them enough time to work through all the details and make a decision.
� Avoid surprises.
� Be patient, cover each item thoroughly.
� Be organized and logical, avoid hype.
� Give them time to get comfortable with the situation.
� Ask their help in finding the facts.
� Minimize the risks.
DO
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SY-GO
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FORMAL
INFORMAL A B C D
4
3
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1 CONTROLLING ANALYZING
PROMOTING SUPPORTING
DO
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SY-GO
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Polar Opposites
INFORMAL A B C D
4
3
2
1 CONTROLLING ANALYZING
PROMOTING SUPPORTING
Break Activity � During the break determine what is your current
style
� What was it five years ago?
� Why has it changed or not changed?
� Where would you like it to be five years from now?
DO
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EASY-G
OIN
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FORMAL
INFORMAL A B C D
4
3
2
1 CONTROLLING ANALYZING
PROMOTING SUPPORTING
Selling your idea
Wrap-up � Everyone has their own inherent style
� No one style is better that another
� Team leaders and project managers should work towards balanced teams were possible
� Strategic leaders need to learn to flex
� Ability to broadly lead and influence is dependent on understanding behavioral styles
