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How Behavior Styles Impact Collaboration
How Behavior Styles Impact Collaboration
Paul Kostreski301.371.8559 [email protected]
PPT 1
Paul [email protected]
“If everyone is thinking alike, then somebody isn't thinking."–
George S Patton, Jr. “Don't find fault, find a remedy." –
Henry Ford “The trouble with life isn’t that there is no
answer, It’s that there are so many answers.”
Ruth Benedict, American anthropologist
Behavioral StylesBehavioral Styles
PPT 2
ObjectivesObjectives Behavioral Styles
PPT 3
Being more comfortable working with people who I don’t really care to work with, but can’t avoid.
Becoming more successful at work by learning to be effective with all kinds of people. Both
Consulting TecKnowledgies
MORE
LESS
LESS MORE
D
C
i
S
R E S P O N S I V E N E S S
ASSERT
VENESS
Responsiveness is the degree to which you are willing to display your emotions.
.
Assertiveness is the degree to which you need to control yourself, others
and your environment.
DISCDISC.BehaviorsBehaviors Behavioral Styles
PPT 4
DISC MODELDISC MODEL
QuestioningLogic Focused
ObjectiveSkeptical
Challenging
AcceptingPeople Focused
EmpathizingReceptiveAgreeable
D
S
i
C
Active Fast PacedAssertiveDynamic
Bold
ThoughtfulModerate Paced
CalmMethodical
Careful
Dominant Interactive
Conscientious Steady
HO 1-12
PPT 5
Behavioral Styles
My Objectives My Objectives
PPT 6
Behavioral StylesWhat is Disagreement?
What is Conflict?
Who are involved in conflict?
Who are involved in disagreement?
Behavioral Styles
Conflicts and disagreements are not the same. Disagreement is focused on an issue. Disagreement is important to an organization because better decisions are made, and innovation and creativity are enhanced when employees disagree in a proper manner.
Disagreements
PPT 7
Conflict is focused on a person. Conflicts are also common, but cause performance problems within an organization, and must be properly managed. Conflicts are emotional responses to perceived threats.
Behavioral StylesConflict
PPT 8
Behavioral Styles
Who are involved in Conflicts or Disagreements?
•Person to person•Employee to Supervisor•Manager to Manager
PPT 9
Behavioral Styles
What are the typical areas of Conflicts or Disagreements experienced by the Department?
Conflicts occur at all levels of the organization, but they normally distill to interpersonal issues between two or more people.
PPT 10
Add Your Information here
Take- charge attitude.
Bossy and demanding.
PPT 11
InterpretationsInterpretations Behavioral Styles
Behavioral Styles
•A negative attitude toward the other person is established.•A behavioral trigger is encountered that changes the disagreement to an interpersonal conflict.•Those involved in the conflict respond to each other in a negative and escalating manner. •Lack of attention•Failure to communicate•Failure to respond in a timely manor (24 hours)
Conflict Escalation Process
PPT 12
HO 9-12
Tends to:ASSERT
Tends to:SUPPRESS
Focus on:FEELINGS
Focus on:LOGIC
D I
C S
DEMANDGoal: Victory
Becomes aggressive and autocratic
Creates win/lose outcomes Refuses to bend Overpowers with force
EXPRESSGoal: Acknowledgement
Wants to be heard Glosses over tension initially Verbalizes feelings
impulsively Personally attacks
COMPLYGoal: Harmony
Avoids aggression Tries to save relationships Accommodates or gives in Simmers beneath the
surface
WITHDRAWGoal: Justice
Becomes defensive Strategizes in controlled fashion Resists passive-aggressively Overpowers with logic and facts
PPT 13
Behavioral StylesConflict ResponsesConflict Responses
Behavioral StylesCollaboration
How we approach handling conflict depends on what our style is.
The Four Conflict Styles
Competing I Win/You Lose “My Way or the highway”
Compromising: Win Some and Lose Some“Let’s make a deal”
Avoiding I lose, You lose“I’ll think about it tomorrow”
Accommodating I Lose, You Win“It would be my pleasure”
Behavioral StylesCollaboration
The Most Successful Conflict Resolution Behavior
Collaborating Win - Win “Two heads are better than one”
• Integrating solution• Learning• Merging Perspectives• Gaining commitment• Improving relationships
A Collaborative Resolution usually forms a lasting respect and trust between the parties involved.
Add Your Information here
Judging to Valuing LadderJudging to Valuing Ladder
Judging others based on our own preferences.
PPT 14
Judging
Behavioral Styles
Add Your Information here
Judging to Valuing LadderJudging to Valuing Ladder
Understanding how and why people are not like us.
PPT 15
Judging
Understanding
Behavioral Styles
Add Your Information here
Judging to Valuing LadderJudging to Valuing Ladder
Sincerely respecting differences.
PPT 16
Judging
Understanding
Respecting
Behavioral Styles
Add Your Information here
Judging to Valuing LadderJudging to Valuing Ladder
Appreciating that people are different from us instead of being copies of ourselves.
PPT 17
Judging
Understanding
Respecting
Appreciating
Behavioral Styles
Add Your Information here
Judging to Valuing LadderJudging to Valuing Ladder
Valuing others and making the most out of the differences in our lives.
Valuing
PPT 18
Judging
Understanding
Respecting
Appreciating
Behavioral Styles
Add Your Information herePPT 19
Action Plan for Dealing with ConflictAction Plan for Dealing with Conflict
Thank You!Thank You!
PPT 20
DISCDISC
DISCover and Appreciate Each Other
Behavioral Styles