How Behavior Styles Impact Collaboration

1. How Behavior Styles Impact Collaboration Paul Kostreski 301.371.8559 ofc APK@TecKnowledgies.com Paul Kostreski PaulKostreski@comcast.net PPT 1

2. Behavioral Styles • “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 PPT 2

3. Objectives Behavioral Styles 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 PPT 3

4. Behaviors Behavioral Styles DISC . . MORE D i A S S E R T V E N E S S Assertiveness is the degree to which you need to control yourself, others and your environment. R E S P O N S I V E N E S S LESS MORE Responsiveness is the degree to which you are willing to display your emotions. S C LESS PPT 4 Consulting TecKnowledgies

5. DISC MODEL Behavioral Styles HO 1-12 Active Fast Paced Assertive Dynamic Bold D i Dominant Interactive Questioning Logic Focused Objective Skeptical Challenging Accepting People Focused Empathizing Receptive Agreeable C S Conscientious Steady Thoughtful Moderate Paced Calm Methodical Careful PPT 5

6. My Objectives Behavioral Styles What is Disagreement? What is Conflict? Who are involved in conflict? Who are involved in disagreement? PPT 6

7. Disagreements 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. PPT 7

8. Conflict Behavioral Styles 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. PPT 8

9. Behavioral Styles Who are involved in Conflicts or Disagreements? • Person to person • Employee to Supervisor • Manager to Manager PPT 9

10. 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. PPT 10

11. Interpretations Behavioral Styles Bossy and demanding. Take- charge attitude. PPT 11 Add Your Information here

12. Conflict Escalation Process 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) PPT 12

13. Conflict Responses Behavioral Styles HO 9-12 DEMAND Goal: Victory Tends to:ASSERT EXPRESS Goal: Acknowledgement • Becomes aggressive and autocratic • Creates win/lose outcomes • Refuses to bend • Overpowers with force • Wants to be heard • Glosses over tension initially • Verbalizes feelings impulsively • Personally attacks D I Focus on:LOGIC Focus on:FEELINGS C S • Becomes defensive • Strategizes in controlled fashion • Resists passive-aggressively • Overpowers with logic and facts • Avoids aggression • Tries to save relationships • Accommodates or gives in • Simmers beneath the surface WITHDRAW Goal: Justice COMPLY Goal: Harmony Tends to:SUPPRESS PPT 13

14. Collaboration Behavioral Styles 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”

15. Collaboration Behavioral Styles 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.

16. Judging to Valuing Ladder Behavioral Styles Judging others based on our own preferences. Judging PPT 14 Add Your Information here

17. Judging to Valuing Ladder Behavioral Styles Understanding how and why people are not like us. Understanding Judging PPT 15 Add Your Information here

18. Judging to Valuing Ladder Behavioral Styles Sincerely respecting differences. Respecting Understanding Judging PPT 16 Add Your Information here

19. Judging to Valuing Ladder Behavioral Styles Appreciating that people are different from us instead of being copies of ourselves. Appreciating Respecting Understanding Judging PPT 17 Add Your Information here

20. Judging to Valuing Ladder Behavioral Styles Valuing others and making the most out of the differences in our lives. Valuing Appreciating Respecting Understanding Judging PPT 18 Add Your Information here

21. Action Plan for DealingwithConflict PPT 19 Add Your Information here

22. DISC Behavioral Styles Thank You! DISCover and Appreciate Each Other PPT 20