Is there someone on your team you think of as a "difficult person"? Is your boss hard to figure out? Do you wonder why the guy in the next department is always throwing roadblocks in your path? Perhaps these people are not really "psychos" - they just have a different way of looking at the world and getting things done based on their behavioral style.

Did you know that philosophers began "typing" people into four separate styles as early as 450 BC? Since then, psychologists and researchers have used a 2-axis, 4-style approach in numerous behavioral instruments. Here's one of my personal favorites because of the ongoing validation and renorming that contributes to its accuracy:

1. If you try to shape the environment by overcoming opposition to accomplish results, you may have a "Dominance" style. These folks are results-oriented, change-agents, accept challenges, take authority, manage trouble and solve problems. They like a wide scope of operations, freedom from controls and super- vision, direct answers, and opportunities for advancement. They are strong-willed, self-motivated, and quick in word and action. They tend to be more task than people focused.

2. If you shape the environment by influencing or persuading others, you may have an "Influence" style. You are articulate, like to create motivating environments, generate enthusiasm, be known by and know a lot of people, and tend to view the
world and other people very optimistically. You also enjoy freedom of expression, freedom from control and details, the opportunity to verbalize your thoughts, and public recognition of your abilities. You prefer positive working conditions and are quite personable. You tend to be more people than task focused.

3. If you prefer to cooperate with others within existing circumstances to carry out a task, you may have a "Steadiness" style. You are a good listener, loyal, patient, and good at calming down excited people. You like to act in a consistent, predictable manner and are good at creating stable, harmonious work environments. You are a good team player who needs sincere appreciation, minimal conflict, and predictable routines. You work to maintain the status quo unless given reasons for change and value minimal work infringement on your home life. You
tend to be more people than task focused.

4. If you like to work conscientiously within existing circum- stances to ensure quality and accuracy, you may have a "Conscientious" style. Your strength is in thinking analytically, checking for accuracy, using systematic approaches, and concen- trating on key details. You tend to be indirect and diplomatic when facing conflict and hold yourself and others to high standards of performance. You prefer a reserved, business-like environment, control over factors that affect your performance, the opportunity to ask "why", and clearly defined performance expectations. You tend to be more task than people focused.

Insights:
People tend to draw from one or more of these behavior styles, depending on the needs of their environment. One style may tend to be a primary or automatic approach that remains true no matter what, but we may draw on a secondary style as well. For example, you may become more "Dominance" driven when looking for a new job or closing a sale. You may employ more of a "Steadiness" approach when cooperating with co-workers or with family. You may raise your "Conscientious" traits while doing taxes or other detail oriented work and let your "Influencing" approach take center stage in times when persuasiveness and verbal articulation skills are called for.

While most people tend to be "hard wired" with certain traits that come naturally to them, we do have the ability to stretch and adopt new approaches. Becoming self employed may definitely help you raise your "Dominance" approach, and being in a new relationship may impact your "Steadiness" level as well. If you have a new boss who is an "Influencer", you may not have to do as much outreach as you did in the past. We can all stretch our abilities for periods of time, but if you are required to maintain a style that is not your most natural or primary, it could generate some stress over time.

What's the value in knowing this information? It certainly helps people to understand themselves and each other better, reduce conflict, enhance team cooperation, and increase productivity. For research papers on the DISC instrument and a comparison to Myers-Briggs Type Instrument (MBTI) go to LauraBenjamin.com and click on the DISC Profiles link for the pdf documents.

About the author
We work with business owners who want new ways to leverage strengths and market services for higher profits and performance.
Find Inscape Publishing DiSC® profiles and 4 years of Marketing and Management Tips newsletters at: www.LauraBenjamin.com
email: Laura@LauraBenjamin.com; phone: 719-266-8088.