Communication and Leadership Style
We are all unique and how we operate, knowing your own individual leadership styles can help us become more effective leaders and team players. Below is to help you asses your behavioral style. Circle the number or letter that best describes your perception of your style. Total the number of each letter and number circled. Find your quadrant in the behavior matrix.
More easy going……. More bold More formal……… More informal
D C B A 1 2 3 4
More go along……. More take charge More disciplined…… More spontaneous
D C B A 1 2 3 4
More hesitant……. More assertive More self-controlled…… More responsive
D C B A 1 2 3 4
More accepting……. More challenging More methodical……. More impulsive
D C B A 1 2 3 4
More quiet………. More talkative More distant……. More close
D C B A 1 2 3 4
More thoughtful….…. More active More thinking…… More feeling
D C B A 1 2 3 4
More supportive……..More confrontive More task oriented… More people oriented
D C B A 1 2 3 4
More relaxed……. More intense More reserved……. More outgoing
D C B A 1 2 3 4
More retiring……… More dominant More matter-of-fact…….. More dramatic
D C B A 1 2 3 4
More subtle…… More forceful More cool……. More warm
D C B A 1 2 3 4
TOTALS:
A: _______ B:_______ C:_______ D:_______ 1:______ 2: ______ 3:______ 4:______
Using your highest letter score (A-D) and your highest number score (1-4) from the reverse side. Locate the corresponding area in the matrix by plotting your two points. This is your dominant leadership style. Now, there can be some close numbers and letters, for example I am 80% a promoter but when things need to get done and handled I step into my 20% controller style. When you become a master at motivating others and speaking for all quadrants, you can lead from the very middle of this matrix…..that is when you truly are a master of the matrix.
Insights into strengths and tendencies
Controllers: Take charge, president, CEO, task oriented, determined, decisive, sees things in black and white, results oriented, and efficient. This style functions to maintain "Paramenters" for the task, A GREAT desire to make sure the deadlines are kept in focus and that each person is "Fully" engaged.
Promoters: Life of the party, stimulating, goal driven, enthusiastic, innovative, sees things in shades of grey, and risk takers. This style will tend to solicit the Team for ideas and prod the Team to make a decision rather quickly so that the next pressing task can be undertaken, The Promoter, unlike the Controller does NOT care about boundaries, they simply want to hear the possibilities and make a decision based on the most apparent value to the process.
Analyst: Thorough, detailed, rational, scientifically data driven, sees in black in white, and are good planners. This style wants to make sure the "data" supports the decision that is to be made. Data is especially important to the Analytical Style as they look to numerical outcomes that will support results. Statistics based on similar projects are important. Unlike Promoter, time is of very little importance, unless the STATS can support the decision to move forward.
Supporter: Team players, friendly, good listeners, relationship-oriented, sees things in shades of grey, and conscientious. This style will tend to PUSH the process, when the best decision is on the table, for "Closure"! The Supporter is NOT interested in Leading or Analyzing the Project. The Supporter will give unending support to the Project formation, and ALL the Ideas that are set-forth! Further, the Supporter will provide "encouragement" to the the Team at every juncture of the project, cheer-leading the way to achievement and success!
Insights into weakness and tendencies
Controllers: Autocratic, insensitive, impatient, over-controlling, inattentive listening, too focused on the bottom line and not the people doing the work. Black and white thinking can lead to decisions based on one way or another, without considering anyone else’s viewpoint. Straightforward and no sugar coating.
Promoters: Inattention to planning, structure, systems, doing things for recognition and significance, inadequate follow up and execution, messy and disorganized. Starts things and when it gets moving too slowly they get bored and lose interest and start a new project.
Analyst: Indecisive, overly detailed, needs all the data before making any decisions, aloof, risk adverse, intuitively challenged, paralysis by analysis, organizing can take longer than the execution of the project, they will create lists of lists.
Supporter: Overly tolerant, unassertive, non-confronting, overly driven to please others, can be walked all over, and gets their feelings hurt.
How to motivate each quadrant:
Controller: Show up powerfully and dressed well. Agree with them and speak in a leading way that implies that they believe your idea was theirs. Stroke their ego. Connect with them at their level.
Promoter: Show up excited. Talk about the great way your experience will make them feel. Be enthusiastic. Talk about how they can influence others and get a chance to have fun and impact others. Give them recognition.
Analyst: You must know everything about what you’re working with. Think about the smallest details. They have a truly deep fear of missing out (they have not taking risks in the past and now they are afraid they will miss out).
Supporter: They are givers focused on emotions, love, acknowledgment, and self-respect. Discuss the emotional benefits to those who will benefit and how everyone around will be better off due to the actions or decisions you’re proposing.