How Behavior Styles Impact Collaboration

How Behavior Styles Impact Collaboration

Paul Kostreski301.371.8559 ofcAPK@TecKnowledgies.com

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Paul KostreskiPaulKostreski@comcast.net

“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

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ObjectivesObjectives Behavioral Styles

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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

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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

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Behavioral Styles

My Objectives My Objectives

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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

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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

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Behavioral Styles

Who are involved in Conflicts or Disagreements?

•Person to person•Employee to Supervisor•Manager to Manager

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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.

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Add Your Information here

Take- charge attitude.

Bossy and demanding.

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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

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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

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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.

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Judging to Valuing LadderJudging to Valuing Ladder

Judging others based on our own preferences.

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Judging

Behavioral Styles

Add Your Information here

Judging to Valuing LadderJudging to Valuing Ladder

Understanding how and why people are not like us.

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Judging

Understanding

Behavioral Styles

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Judging to Valuing LadderJudging to Valuing Ladder

Sincerely respecting differences.

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Judging

Understanding

Respecting

Behavioral Styles

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Judging to Valuing LadderJudging to Valuing Ladder

Appreciating that people are different from us instead of being copies of ourselves.

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Judging

Understanding

Respecting

Appreciating

Behavioral Styles

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Judging to Valuing LadderJudging to Valuing Ladder

Valuing others and making the most out of the differences in our lives.

Valuing

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Judging

Understanding

Respecting

Appreciating

Behavioral Styles

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Action Plan for Dealing with ConflictAction Plan for Dealing with Conflict

Thank You!Thank You!

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DISCDISC

DISCover and Appreciate Each Other

Behavioral Styles