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Peoples Styles at Work and Beyond

Peoples Styles at Work and Beyond. By: Robert Bolton & Dorothy Grover Bolton Mara Bancroft. Did you know?. Robert Bolton and Dorothy Grover Bolton (Cazenovia, N.Y) are co-founders of Ridge Associates

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Peoples Styles at Work and Beyond

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  1. Peoples Styles at Work and Beyond By: Robert Bolton & Dorothy Grover Bolton Mara Bancroft

  2. Did you know? • Robert Bolton and Dorothy Grover Bolton (Cazenovia, N.Y) are co-founders of Ridge Associates • Ridge Associates specializes in people skills training, leadership development, interpersonal communication, and performance management. • Their training and coaching clients include many Fortune 500 companies and executives. • They are the authors of Social Style, Management Style.

  3. Break Down • 3 parts • Understand yourself and others • Style Flex: Improving relationships • People styles and family relationships

  4. We are not the same and I can accept that • Play nice in the sand box kids • I saw that coming… • Cope and cooperate • Work bromance triangle. • The story of Spencer, Jan and Bill. Moral of the story: Look, listen, and be flexible

  5. Peoples Styles Model How different styles interact with one another in the work environment. How people view yourself, not how you view yourself. Similar to the DISC personality assessment

  6. They are very Similar People Styles Model DiSC • Driver • Expressive • Amiable • Analytical • Dominant • Influencing • Steady • Conscientious

  7. Who uses DiSC? • DiSC has evolved into the premier personality and behavioral test and assessment-based learning tool used by: • Human resource and talent management professionals in Fortune 500 and 100 companies and corporations • Federal and state government agencies • Educational institutions • The not-for-profits sector • Consultants, trainers and coaches

  8. Disk Benefits • Learning to appreciate behavioral strengths, challenges and differences in yourself and in others • Discovering ways of dealing with conflict effectively • Enhance teamwork and reduce team conflict • Improve communication skills through determining communication styles • Hire people that are the right fit.

  9. Two Keys to Understanding People • The only data you need to know: • Are you more assertive or less? • Are you more responsive or less? Now you can identify that persons style. The two crucial clusters of people are the assertive and the responsive.

  10. Assertive More Assertive Less Assertive • More energy and movement • Speaks louder and more often • Decides and address problems more quickly • More direct, emphatic, and confrontational • Less energy and movement • Speaks less rapidly and more softly • Less direct and confrontational • More easygoing

  11. Responsive More Responsive Less Responsive • More expressive (feelings, expression, voice) • Shares more "human" concerns and small talk • Prefers working with people • Less structured • More reserved • Relies more on "facts" and "logic" • More task-oriented • Prefers working

  12. Which is your personality style • Analyticals • Emotionally more restrained and less assertive • Critical and perfectionistic (especially on themselves) • Systematic and well-organized • Need "data" and "facts" • Amiables • Less assertive but more responsive • Team players—enjoy working with others • Skilled at encouraging others and seeing value in others’ contributions • Generous and quietly friendly (but can also be side-tracked) • Need stable and structured work situations • People-oriented

  13. Which is your personality style • Expressives • Highly assertive, energetic, and emotionally responsive • Flamboyant, dramatic, bold, drawn to the limelight • Active with shorter attention spans (always "away from the desk") • Prefer to work with others • Dreamers, visionaries—but bad with the nitty-gritty necessary for realizing dreams and plans • Poor time-managers • Drivers • Highly assertive yet less responsive • Results-focused and highly practical (yet sometimes misses the big picture with focus on immediate problems) • High expectations (for self and others) • Decisive (yet open to having their minds changed by others) • Good time-managers

  14. Style Flex • Temporary adjustment of a few of your behaviors that makes the interaction more comfortable for the other person. What is style flex? 1. changing your behavior 2. adjusting a few behaviors 3. situated-flex only at key times People clash How do you fix the clash? That’s simple “Flexing in action”

  15. Be Flexible • Now you know why it is hard to work well with others sometimes. (being inflexible) • 5 simple tasks to follow: • Recognize • Body Language • Adjust • Common ground • Relate

  16. Relating to Someone Else • Identify • Plan • Implement • Evaluate

  17. Infinity and Beyond • Part three: • How to apply what you have taken away from parts one and two. • A section on “The Art of Loving Someone Very Different from Yourself” • Attraction • Frustration • Adjustment • Devotion • Appendixes just for the 4 styles • How to flex to each one.

  18. What you can take away from the book • Strengths and weaknesses of four different people styles • Provides practical techniques that work both on the job and off. • Includes all new material on personal relationships, parenting, and more. • This is the ultimate guide anyone can use to enhance even the most difficult relationships.

  19. Questions? Thank you

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