Strategic Solutions Group …maximizing profitability through Organizational Development Networking...

Strategic Solutions Group

Strategic Solutions GroupStrategic Solutions Group…maximizing profitability through

Organizational DevelopmentOrganizational Development

Networking In Real Life

Presented on 1/29/2010 at


© 2010 Strategic Solutions Group

Strategic Solutions GroupAnne Pritchard Grady

Vice President512.821.1111

[email protected]

www.speakingofanne.wordpress.com


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Networking Tips• Re-evaluate your networking mindset

• Be interested, not interesting

• Write down notes on business cards and follow-up quickly

• Introduce your value, not what you do

• Ask for guidance, rather than leads

• Be generous

• Connect and build relationships



What is Communication Style-Flexing?

• Identifying and understanding behavior styles and the tendencies associated with them

• Modifying your communication approach to help your audience be as receptive as possible

• Consistently improving communication and our understanding of others



Communicating for Success


DriverDriver

ExpressiveExpressive

AmiableAmiable

AnalyticalAnalytical

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What’s Your Style?• Directions

• Interests

• Career goals

• Experience

• Curiosity



Driver Tendencies

WANTS Action and Results

NEEDS To Direct & Dominate

STRENGTHS Decisive, Task Mode

GOAL Better Results

AVOIDS Wasted Time & Energy

FEARS Losing Control

OVERUSES Impatience

EMOTION Anger / Short Fuse



Expressive Tendencies

WANTS Feedback, To Be Liked

NEEDS To Interact and Verbalize

STRENGTHS Interaction Skills, Persuasive

GOAL Social Recognition

AVOIDS Boredom

FEARS Social Rejection

OVERUSES Disorganization

EMOTION Positive, Optimism



Amiable Tendencies

WANTS Harmony and Peace

NEEDS To Serve Others

STRENGTHS Team Player, Loyal, Patient

GOAL Harmony, Closure

AVOIDS Confrontation, Conflict, Change

FEARS Loss of Predictability

OVERUSES Possessiveness

EMOTION Masked Emotions



Analytical Tendencies

WANTS Excellence and Quality

NEEDS To Comply with Standards

STRENGTHS Accuracy and Precision

GOAL Correct and Proper Way

AVOIDS Uncertainty

FEARS Criticism of their Work

OVERUSES Skepticism, Criticism

EMOTION Worry, Fear



Style Summary


FACTS & RESULTSFACTS & RESULTS

PEOPLE & EMOTIONSPEOPLE & EMOTIONS

FAST / IMPATIENTFAST / IMPATIENTSLOW / PATIENTSLOW / PATIENT

Amiable Expressive

DriverAnalytical

^̂ ^̂



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How To Communicate with a Driver

Be clear, specific, brief and to the point

Come prepared with organized requirements, objectives, and support materials

Present your facts logically and concisely

Ask specific (preferably “what”) questions

Provide alternatives for making their own decisions

Provide facts and figures about the probability of success and effectiveness of options

If you disagree, take issue with the facts, not the person

Provide a win/win opportunity

After talking business depart graciously



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How To Communicate with an Expressive

Plan interaction that supports their dreams and intuitions

Allow time for relating and socializing

Don’t deal with extensive details – put them in writing

Ask for their opinions

Provide ideas for implementing action

Provide testimonials from people they see as important

Continue supporting the relationship; be casual

Provide reassurance

Offer feedback and appreciation



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How To Communicate with an Amiable

Use brief personal comments; break the ice

Show sincere interest in them as people; find areas of common ground

Patiently draw out personal goals; listen and be responsive

Present your case smoothly and in a non-threatening manner

Ask specific “How?” questions to elicit their options or opinions

If you disagree, look for hurt feelings

Move in an informal but orderly fashion

Provide personal assurances and guarantees

If decision is required, give them time to think



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How To Communicate with an Analytical

Prepare your “case” in advance; take time to be accurate

Approach them in a straightforward but direct way; stick to business

Support their logical, methodical approach; build your credibility by listing pros and cons to any suggestion you may make

Make an organized contribution to their efforts; present specifics and do what you say you will do

Draw an “Action Plan” with scheduled dates and milestones; be conservative

If you disagree prove it with facts, data, or testimonials

Provide them with the information and the time to make a decision

Allow them their space



Question & Answer

Strategic Solutions GroupAnne Pritchard Grady

Vice President512.821.1111

[email protected]

www.speakingofanne.wordpress.com


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Strategic Solutions Group …maximizing profitability through Organizational Development Networking...

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