People Styles at Work

Making Bad Relationships

Good and Good Relationships Better
TABLE OF CONTENTS

Workshop Agenda Page 1

People Styles Behavioral Pages 2-3

Inventory

Assertiveness/Responsiveness Page 4
Chart

Social Style Grid Page 5

Style Descriptions Pages 6-9

The Four Step Process Page 10

Flex Plan Worksheets Page 11-12

Techniques for Flexing Pages 13-16

Bibliography Page 17

Evaluation Form Page 18

People Styles at Work
Making Bad Relationships
Good and Good Relationships Better
AGENDA

Begin Workshop 2:00 PM

Getting to Know One Another 2:05 PM

Module 1—Understanding People 2:10 PM

Take the Behavioral Inventory 2:20 PM

Two Keys to Understanding People 2:25 PM

The Four Paths to Success 2:30 PM

Interpreting the Inventory 2:35 PM

Understand the Four Styles 2:40 PM

Break Time 2:50 PM

The Key to Productive Relationships 2:55 PM

The Four Step Process 3:05 PM

Interactive Exercise 3:10 PM

Methods for Style Flexing 3:25 PM

Summary and End Workshop 3:30 PM

 Assertiveness and
Responsiveness Chart
Assertiveness is defined as the degree to which one’s behaviors
are seen by others as being forceful or directive. Assertive is not
synonymous with aggressive in normal situations.

Responsiveness is defined as the degree by which one is seen by

others as showing his or her emotions or demonstrating awareness
of the feelings of others

CHARACTERISTICS
Introducing People Styles

There are four styles

in this model:
A B
A. Analyticals
B. Drivers
C. Expressives
D. Amiables D C

Clayton State Staff Council

 The Analytical

• Most perfectionist and critical

style
• Sticklers for detail
• Want things to be done right!
• Sets very high standards
• Systematic and well-organized
X
• The more data and facts, the
better
• Risk-averse
• Comfortable in solitude
• Quiet, reserved and low-key
• Indirect when stating opinions

Clayton State Staff Council

 The Amiable

• Team Player
• Doesn’t seek spotlight
• Generous with their time
• Quiet, empathetic and friendly
• Confidants
• Very skilled maintainers
• Patient but slow to forget

X
• Risk-averse
• Natural peacemakers
• Focused on maintaining
relationships with people
• Indirect when stating opinions

Clayton State Staff Council

 The Expressive

• Most flamboyant and outgoing

• Energetic; always on the go
• Dreamers – outside of the box
• Spontaneous
• Emotional roller coaster
• Playful and fun-loving
• Risk-taker
• Tend to think out loud
• Free and easy approach to
time
X
• Skilled procrastinators
• Direct when stating opinions

Clayton State Staff Council

 The Driver

• Very results-focused
• Get it Done!
• Tends to forego the long-term
and quality
• Indecision is a turn off
• More likely to change their
X
minds
• Excel at time management
• Risk-taker
• Body language purposeful
• Can intimidate less assertive
people
• Direct when stating opinions
Clayton State Staff Council
 The Four Step Plan
Step One—Identify

Note your own style

Identify the other person’s style

Step Two — Plan

Note the differences in your style

and the other person
Identify key behaviors that you can change

Step Three—Implement

Interacting with the other person

Step Four—Evaluate

After action critique

Did your style flex work?
What can you do better next time?

Use the Flex Plan Worksheet as a Guideline

 – ASSERTIVE +

Flex Plan: Sample Worksheet

–
Dan
Dan

RESPONSIVE
■ Person 1 _________________________
ME
Flexing Strategy

+
Assertive Behaviors Responsive Behaviors
lean backward
1. _____________________________ fewer gestures
1. _____________________________
speak more slowly
2. _____________________________ refer to facts and data
2. _____________________________

Flex #1
When/Where: May 28 / Weekly Project Meeting
_______________________________________________________________
Debrief/Evaluation
How well did I implement the plan?
❏ Pretty good! ✓So-so.
❏ ❏ Well, that didn’t work.
What impact did my flexing have on the results of the interaction?
Flexing seemed to make Dan somewhat more comfortable. Speaking more slowly and referring more to
facts were good strategies. But I felt too uncomfortable trying not to gesture.

Notes/Learnings for next time.

My focus on speaking seemed to help. Next time I think I’ll use my gestures so that I feel comfortable
as well. Instead I’ll try to be more precise about time.

Flex #2
When/Where: June 4 / Weekly Project Meeting
_______________________________________________________________
Debrief/Evaluation
How well did I implement the plan?
✓ Pretty good!
❏ ❏ So-so. ❏ Well, that didn’t work.
What impact did my flexing have on the results of the interaction?
Dan noticed! He thanked me for being prepared and efficient. I felt good about the meeting too. We were
definitely more in sync than ever before.

Notes/Learnings for next time.

My biggest trick will be finding more opportunities-preparing as I did this time. Flexing does take some
work. But if I get these kinds of results, the work is worth it.

6
 – ASSERTIVE +

Flex Plan Worksheet

–
RESPONSIVE
■ Person 1 _________________________
Flexing Strategy

+
Assertive Behaviors Responsive Behaviors

1. _____________________________ 1. _____________________________

2. _____________________________ 2. _____________________________

Flex #1
When/Where: _______________________________________________________________
Debrief/Evaluation
How well did I implement the plan?
❏ Pretty good! ❏ So-so. ❏ Well, that didn’t work.
What impact did my flexing have on the results of the interaction?

Notes/Learnings for next time:

Flex #2
When/Where: _______________________________________________________________
Debrief/Evaluation
How well did I implement the plan?
❏ Pretty good! ❏ So-so. ❏ Well, that didn’t work.
What impact did my flexing have on the results of the interaction?

Notes/Learnings for next time:

8
 People Styles at Work – Making Bad Relationships Good and Good Relationship Better
How To Flex To Each Style
IF YOU ARE A DRIVER, IN ORDER TO…
FLEX TO…
Expressives -- (More Responsive)
Analytical -- (Less Assertive)
Amiables – (Less Assertive and Responsive)
YOU SHOULD…
• Don’t seem aloof; be more casual and informal than usual
• Highlight recommendations of others; don’t overdo facts and logic
• Talk about things that are not task-related
• Be aware of and acknowledge what the Expressive are feeling
• Don’t overreact to the Expressive’s highs and lows
• Demonstrate more enthusiasm; show more feelings yourself
• Try to support their vision; steer clear of the nitty-gritty
• Be tactful when contradicting; spend time in mutual exploration
• Cater to the physical restlessness; Let them have spotlight
• Slow your pace; talk less and slower
• Avoid unnecessary tight deadlines; don’t rush
• Reflect back to the speaker the gist of what you hear
• Provide pauses during conversation; invite them to speak
• Don’t interrupt or finish their sentences
• Be prepared to listen to more than you want to know
• Give a sound rationale for narrowing the options
• Go into considerable detail; give sound rationale for options
• Mention to pros and cons of the proposal that you put forward
• Be prepared and go into great detail
• Provide written support materials; follow up in writing
• Slow your pace; talk less and slower
• Invite input on matters that affect them
• Reflect back to the speaker the gist of what you hear
• Provide pauses during conversation; invite Amiables to speak
• Don’t interrupt or finish their sentences
• Demonstrate more enthusiasm; show more feelings yourself
• Decrease vocal intensity and lean back when making a point
• Listen empathetically and always express sincere appreciation
• Lend a helping hand
• Be negotiable
• Help Amiable plan difficult projects and design complex processes
• Demonstrate loyalty; reduce uncertainty
 People Styles at Work – Making Bad Relationships Good and Good Relationship Better
How To Flex To Each Style
IF YOU ARE AMIABLE, IN ORDER TO…
FLEX TO…
Expressives -- (More Assertive)
Analytical -- (Less Responsive)
Drivers – (More Assertive and Less Responsive)
YOU SHOULD…
• Don’t seem aloof; be more casual and informal than usual
• Highlight recommendations of others; don’t overdo facts and logic
• Talk about things that are not task-related
• Be aware of and acknowledge what the Expressive are feeling
• Don’t overreact to the Expressive’s highs and lows
• Demonstrate more enthusiasm; show more feelings yourself
• Try to support their vision; steer clear of the nitty-gritty
• Be tactful when contradicting; spend time in mutual exploration
• Cater to the physical restlessness; Let them have spotlight
• Be on time and get right to business
• Be a bit more formal, yet maintain a somewhat reserved demeanor
• Decrease eye contact and avoid touch
• Don’t upset yourself over the Analytical’s impersonal manner
• Set high standards
• Plan your work and work your plan
• Develop superior procedures and continually improve them
• Be more rigorous is following established policies and procedures
• Be prepare and well-organized
• Provide factual evidence
• Go into considerable detail
• Give a sound rationale for narrowing the options
• Use time efficiently
• Address problems and make decisions quickly
• Complete projects on schedule
• Respond promptly to messages and requests
• Be on tome and get right to business
• Maintain a businesslike demeanor
• Engage in goal setting
• Set stretch goals
• Speak up more often
• Voice your disagreements
• Don’t gloss over problems
• Focus on results and offer two options
 People Styles at Work – Making Bad Relationships Good and Good Relationship Better
How To Flex To Each Style
IF YOU ARE ANALYTICAL, IN ORDER TO…
FLEX TO…
Expressives -- (More Assertive and More Responsive)
Drivers -- (More Assertive)
Amiables – (Less Assertive and More Responsive)
YOU SHOULD…
• Don’t seem aloof; be more casual and informal than usual
• Move more quickly than usual; don’t over explain
• Touch base personally; Disclose something about yourself
• Demonstrate higher energy
• Don’t overreact to the Expressive’s highs and lows
• Demonstrate more enthusiasm; show more feelings yourself
• Try to support their vision; focus on the big picture
• Be tactful when contradicting; spend time in mutual exploration
• Tolerate the humorous side of the Expressive; expect a certain amount
of fooling around
• Let the Expressive be in the spotlight
• Complete projects on schedule
• Use time efficiently and address problems quickly
• Be prepared to decide quickly
• When writing, keep it short
• Lean into the conversation
• Concentrate on high priorities
• Present main points and skip the nitty gritty
• Speak up more often; Tell more, ask less; Be definitive instead of
tentative
• Don’t gloss over problem;
• Focus on the results of the action being discussed
• Emphasize pragmatic approaches
• Don’t seem aloof; be more casual; demonstrate warmth
• Touch base personally; Disclose something about yourself
• Talk about things that are not task-related
• Be aware of and acknowledge what the Amiable is feeling
• Edit out of your conversation any facts that aren’t absolutely necessary
• Don’t overdo the appeal to logic
• Note the other person’s reaction
• Note factors that minimize risk; reduce uncertainty
• Listen empathically and lend a helping hand
• Demonstrate loyalty
 People Styles at Work – Making Bad Relationships Good and Good Relationship Better
How To Flex To Each Style

IF YOU ARE EXPRESSIVE, IN ORDER TO…

FLEX TO… YOU SHOULD…

Amiables -- (Less Assertive) • Slow your pace; talk less and slower
• Avoid unnecessary tight deadlines; don’t rush
• Reflect back to the speaker the gist of what you hear
• Provide pauses during conversation; invite Amiables to speak
• Don’t interrupt or finish their sentences
• Minimize intense eye contact and restrain forceful gestures
• Decrease vocal intensity and lean back when making a point
• Listen empathetically and always express sincere appreciation
• Lend a helping hand; be negotiable

Drivers -- (Less Responsive) • Be on time and a bit more formal

• Get right to and stick to business
• Be realistic and convert “dreams” into goals and objectives
• Plan your work and deliver the goods
• Be prepared and organized
• Provide accurate factual evidence
• Avoid power struggles
• When making recommendations, present 2 options
• Avoid touch and limit facial expressions and gestures
• Talk about what you think…not what you feel
• Don’t upset yourself over the Driver’s impersonal manner

Analytical -- (Less Assertive and Responsive)
• Slow your pace; talk less and slower
• Avoid unnecessary tight deadlines; don’t rush
• Reflect back to the speaker the gist of what you hear
• Provide pauses during conversation; invite them to speak
• Don’t interrupt or finish their sentences
• Set high standards and develop superior procedures
• Be more rigorous in following established procedures
• Go into considerable detail; give sound rationale for options
• Provide accurate factual evidence and show why the choice is best
• Be prepared to listen to far more detail than you really want
• Provide written support materials; follow up in writing
 Bibliography

People Styles at Work

Written by Robert and Dorothy
Grover Bolton

American Management
Association (1996)

ISBN: 0-8144-7723-2
 Workshop Evaluation
People Styles at Work

Was this topic relevant to your job at Clayton

State? Yes No

Were the stated outcomes achieved during

the training program? Yes No

Were the support materials (handouts, etc.)

helpful? Yes No

Was the facilitator and moderator effective at

delivering this program? Yes No

Did this training program improve your under-

standing of the topic? Yes No

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How can we improve our training services?