Behavioral Styles and Management

Open your eyes. Manage Better

 Each of us have a dominant style that influences the way we work and perform at our best. By learning to understand the behavioral profiles and preferences of your people, as well as your own, you as a manager can build stronger and closer work relationships, and boost the commitment and performance of those on your team.

High spots

 The program covers the following main themes:

  • An introduction to the Behavioral Styles Patterns
  • Understanding the 4 styles
  • Self-knowledge: assessment of own personality profile using the Behavioral Styles Profiles psychometric assessment test
  • Behavioral styles and the manager
  • Behavioral styles and the subordinate
  • Managing the 4 styles

Course content

Management can be ambiguous. There are countless different concepts on what is essential in management. Very few people fully realize the demands of a manager’s role. There is no true focus on management, because everyone’s so busy fire fighting the challenges of everyday operations, that there is no time and energy left for real management.

Management is the process of achieving organizational goals and objectives through the efforts and contributions of people. Management uses the functions of planning, organizing, leading, and controlling to accomplish organizational goals. Managers use principles of management to guide, direct, or oversee the work and performance of others. Management is a process – a movement from one place to another, more desirable destination. It is obvious that management is results-oriented and inseparably connected with change.
 
The most effective managers excel at influencing others, relying on more than their positional power or authority. This can be only achieved if you know and take into consideration the behavioral styles, needs, and preferences of your people.
 
As you learn about your own behavioral style and the styles of others, you will be able to understand why people react differently in the similar situations. These insights are extremely useful and powerful to individuals and teams. The success of a team depends on mutual cooperation and support. As a manager, in charge of your team, you must know yourself, understand each individual on your team, and manage effectively the dynamics of the different styles of your people. After all, it is your job to develop strategies for bridging the differences and help people relate to each other comfortably and effectively.
 
Each individual has a dominant style that influences the way they think, feel, behave and perform.
 
Drivers blend a low level of emotional responsiveness with a relatively high degree of assertiveness. They tend to be task-oriented, know where they are going and what they want, express themselves succinctly, and get to the point quickly. They are pragmatic, decisive, results-oriented, objective and competitive.
 
Expressives integrate high levels of both emotional responsiveness and assertiveness. People of this style tend to look at the big picture, often take fresh, novel and creative approaches to problems, and are willing to take risks in order to seize opportunities, particularly in interactive situations. Their ability to charm, persuade, excite and inspire people with visions of the future can be a strong motivating force.
 
Amiable styles combine higher-than-average responsiveness with a comparatively low level of assertiveness. Individuals reflecting this style tend to be sympathetic to the needs of others and are quite sensitive to what lies below someone’s surface behavior. They are most likely to use empathy and understanding in interpersonal problem-solving situations. In addition, their trust in others often brings out the best in their colleagues.
 
Analytical people tend to take precise, deliberate and systematic approaches to their work,
and usually gather and evaluate a lot of data before they act. Analyticals are generally industrious, objective and well-organized. They are self-controlled and generally cautious people who prefer analysis over emotion. They also prefer clarity and order and are often viewed as being a bit formal, and tend to resist compromise in problem situations.

Course form

  •  1-day in-company training workshop.
  • Group size: 10-15
  • Participants receive a personal copy of the Behavioral Style Profile assessment, and the TMI workbook Behavioral Styles and Management.
  • This program can be also followed by further related TMI learning programs Behavioral Styles and Communication, Behavioral Styles and Teamwork.)

 

Audience

 Managers who want to build a more productive work climate and improve the engagement and performance of their staff.