【Leadership】Communication Style x Situation Analysis of 4 personality frames
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Communication style
【How to motivate people whose main style is “Dominance”?】
・”Dominance” people want
(1)Power & Authority
(2)Prestige & Status
(3)Material reward
(4)Challenge
(5)Achievements
(6)Know the “why” for everything
(7)Wide range of operations
(8)Direct answer
(9)Unconstrained
(10)Operational efficiency
(11)Diverse new activities
・What else do “Dominance” people lack to succeed
(1)Identity with the organization
(2)Personalized commitment to others
(3)Value intrinsic value
(4)Able to take time and relax
(5)Difficult task
(6)Clearly understand expectations
(7)Understand people through logic
(8)Empathy
(9)Methodology based on previous experience
(10)Perceive the existence of punishment
(11)Occasional admonition
【How to motivate people whose main style is “Influence”?】
・”Influence” people want
(1)Popularity & social recognition
(2)Allow money rewards for living a luxurious life
(3)Public recognition for ability
(4)Freedom to speak frankly
(5)Well-paid working conditions
(6)Group activities outside of work
(7)Demographic relations
(8)Unconstrained
(9)Express affirmation
(10)Identity with the company
(11)Fellowship and dialogue
・What else do “Influence” people lack to succeed
(1)Control over his own time
(2)Emphasize objectivity
(3)Focus on business
(4)Don’t be overly ideological
(5)Fair and democratic supervisor
(6)Meet influential people
(7)Control your emotions
(8)Effectively control the progress and strengthen the sense of urgency
(9)Carefully analyzed data
(10)Close supervision
(11)Focus on precise expression
【How to motivate people whose main style is “Steadiness”?】
・”Steadiness” people want
(1)Maintain the status
(2)The safety of the situation
(3)Positive reviews and opinions
(4)Good family life
(5)A process with precedents to follow
(6)Sincerity
(7)Safe boundaries in the field of operation
(8)Extend the adaptation time for changes
(9)Often overwhelming praise
(10)Have a strong sense of identity with the organization
(11)As the seniority grows, the recognition also increases
(12)Special and exclusive results
・What else do “Steadiness” people lack to succeed
(1)Prepare for the upcoming changes
(2)Remuneration that can bring physical and mental enjoyment, such as a better house or car
(3)Generosity
(4)Help meet new groups
(5)A spouse who is empathetic to their career
(6)Assist in finding shortcuts and quick solutions
(7)Truly understanding of others, instead of superficial fiction
(8)Orderly and detailed reports
(9)Peace of mind
(10)Feel their achievements are meaningful
(11)High-quality results that can fully reflect one’s own level
(12)Let colleagues use their abilities
【How to motivate people whose main style is “Conscientiousness”?】
・”Conscientiousness” people want
(1)Strictly abide by standard operating procedures
(2)Limited accountability or risk
(3)Safety & Protection
(4)Positive reviews
(5)No sudden changes
(6)Be part of the group
(7)Personal attention
(8)Responsibilities are indeed & distinct
(9)People who help them face changes & challenges
・What else do “Conscientiousness” people lack to succeed
(1)Precision work
(2)Clear plans, metrics and deadlines
(3)Help them be more confident
(4)Help them expand their perspectives
(5)Help them prepare to refute the argument when they disagree
(6)Get emotional and professional support during difficult times
(7)Fully explain the new task
(8)Clear job description
(9)Help them avoid paying too much attention to details
【In the pre-planning phase】
How to work with “Dominance” people
・Focus on goals and challenges, and emphasize the degree of dominance and control over the work or project at hand for the dominant person.
・Show respect, but don’t devalue or lower your self-esteem. If the dominant person thinks you don’t respect yourself, it will be more difficult for you to win his respect for you and your plans.
・Keep it concise and don’t digress. Leave the jokes to others.
How to work with “Influence” people
・Influential people are willing to be highly involved in the work or task you plan, affirm their management and operation style, and express that you need them.
・Make them feel that they are in an efficient, friendly environment and welcomed by everyone.
・Use this to hone your best interpersonal skills, but remember that you are still dealing with direct people.
How to work with “Steadiness” people
・Plan the project or work in a logical process, and add a little story or knowledge at the right time.
・Emphasize the importance of maintaining stability while improving performance, and express appreciation for the strengths of steady people in this regard.
・Tell them clearly what you need them to do and why these things are so important to you.
How to work with “Conscientiousness” people
・Emphasize your own profession, but also emphasize that you need someone to contribute to the work with the same high degree of professionalism. This allows prudent people to ensure that they do not need to participate in office politics that they do not like, and thus enter a safe state where they can rest assured.
・Explain everything to them in a logical, precise and specific way.
【Opening remarks】
How to work with “Dominance” people
・Don’t act like you want to make a new friend or be kind to get special treatment.
・Go directly to the main point, focus on reasons and responsibilities, and emphasize the goals & final results.
・Don’t be afraid of the outgoing and controlling words and deeds of the dominant person, don’t try to suppress him, or sign off each other.
・Always let the dominant person be the ruler.
How to work with “Influence” people
・Be friendly, but don’t digress.
・Provide some personal information related to the current job, try to understand their feelings and ambitions.
・Find out how they have achieved results in their past experience and connect those experiences with their current work.
・How to form a team and inform team members of specific matters.
How to work with “Steadiness” people
・Keep it informal and low pressure, but be sure to get back to business and just talk about business.
・Be patient with steady people and don’t expect them to feel immediately at ease with new ideas or procedures.
・Even if you are the boss, don’t act like the boss. Let the steady people know that you understand that work is a good balancer: it can promote the humble and frustrate the glory of the proud.
How to work with “Conscientiousness” people
・Get to the main topic quickly but skillfully. Don’t go beyond their field of expertise, and don’t even invade their space.
・Let them be experts and show that you have great respect for your profession.
・You can talk about the details and processes freely, don’t hesitate, because that’s what they do best.
・Make friends with them because they can be a lifetime friend.
【At the stage of the project】
How to work with “Dominance” people
・Keep results-oriented at every step. You must have clear reasons for your expectations and recognition of their actions, regardless of whether the dominant person is your boss, subordinate or peer in the organizational hierarchy.
・Pay attention to the issues related to the expected results, especially the procedural aspects and issues related to “what”.
・Try to predict the possible questions and give direct and concise answers.
・Always be justified. Never render.
How to work with “Influence” people
・As the plan unfolds, keep an eye on the progress and don’t worry if they would get complacent.
・Open-ended questions, so that influential people have the opportunity to express motivational factors and ultimate goals, and give them affirmation.
・Be psychologically prepared, you may have to answer many questions about people and “who”.
・Show concern for their team.
How to work with “Steadiness” people
・Always be as sincere as possible, because steady people have direct and keen awareness of false praise or criticism.
・The focus of the question is on the continuous changes in work and relationships, express your understanding and concern about this.
・For technical, logical, and “how” questions, there must be good answers.
How to work with “Conscientiousness” people
・Only talk about business matters, but don’t be cold, ask the questions so that the prudent person can express his professionalism, plans and concerns.
・They will definitely ask very specific “why” for the plan, process and team motivation.
・If they seem to be frustrated and discouraged, showing empathy is far better than encouragement for them.
【Propose ideas and proposals】
How to work with “Dominance” people
・Emphasis on efficiency and the specific personal rewards they will get from proposals or ideas.
・Avoid anything that seems to challenge their existing field or perspective. Be strong, but don’t stand against each other.
・If the dominant person has objections, you don’t have to accept it, but don’t dismiss it arbitrarily, because a complacent dominant person may be very impatient with someone who argues about his character framework.
・Successfully reaching a consensus with the dominant person requires harmony, but it is worth the effort, because the dominant person is usually a person with power and influence, and their performance and protection can make your life a lot easier.
How to work with “Influence” people
・Emphasize that new ideas not only save their time and annoyance, but also make them happier.
・Assure them that the rewards they will receive are equivalent to those who seek rewards more aggressively than them, and those who take over the project’s contributors.
・Their mood easily affects morale.
How to work with “Steadiness” people
・Let them know that even if new ideas are implemented, continuity and mainstream culture will continue to exist, and understand clearly that they can still enjoy a harmonious and predictable environment that inherits the past.
・Don’t throw the change to them suddenly. Before you throw the change ball, you can pull them aside to help them perceive that they are also the driving force of the change process.
・When they comment on the pace and pragmatism of the plan, first assume that they are correct.
How to work with “Conscientiousness” people
・When conveying the idea to them, emphasize its implicit logic and careful consideration, so that prudent people feel that their cooperation is an important factor in the success or failure of the idea.
・Give them more time than the other three types of people to accept new concepts or methods and adjust to meet new requirements.
・The more detailed explanations, the better, while still making changes sound reasonable.
【When a negative event occurs】
How to work with “Dominance” people
・If the opponent overreacts, don’t be shocked, because they are used to starting the candlestick first and take the initiative to control everything, rather than waiting for the situation to get out of control.
・For them, success and achievement are indispensable and necessary factors for their self-worth, so setbacks will be a serious blow to them.
・Be sure to hold back the impulse, and don’t confront their overreactions. They may be reckless and even blame the project and other participants, so please be tolerant of this.
・Don’t fall into the trap of over-defense, but be prepared to come up with objective, logical, and reversing strategies.
・Calm, but clearly express that you are as concerned as they are.
How to work with “Influence” people
・They are usually optimistic about the future, so when something goes wrong, they will naturally feel frustrated and lost.
・Don’t be surprised if they turn to a dominant person to deal with the problem. Because influential people are direct people, they will behave well when the plan goes well, so if they suddenly show some negative traits of dominant people, don’t feel offended.
・Maintain empathy, and try to stand on their overall perspective and look at problems from multiple perspectives, including financial, social, hierarchical, personal, etc.
・Prepare short stories about people who have faced similar problems and successfully overcome them.
How to work with “Steadiness” people
・Don’t mistake the low-key reaction for indifference. They may be more sad inside than their words and deeds on the outside, but they believe that as long as they stay calm and keep working hard, things will turn for the better. Even if they don’t show it, you have to understand their pain and thank them for showing an attitude that helps resolve the pain.
・Show continuous support. If necessary, ask them what they really need.
・In a crisis, steady people may be precious allies. People of this type have always stood out in times of crisis and become those in power.
How to work with “Conscientiousness” people
・The main focus is on comfort. Let the prudent people know that the crisis is already in the hands of those who are not afraid of conflict or solving problems, and that some people have already made up for the shortcomings of the problem. Tell them that as long as they continue to work as before, it is the best contribution.
・If they are highly functional and cautious people, comforting will make them work harder and ultimately create significant value for solving certain aspects of the problem.
・When the problem has been solved, let them be the first to know.
【When providing options】
How to work with “Dominance” people
・Provide as many options as possible within a reasonable range, and each option is backed by solid research and logic.
・Direct decision-making specifically to them, as if their opinions are the most important at the moment.
・Be careful not to force the promotion of certain options, as this may trigger their instinctive opposition.
・Due to the strong personality of the dominant person, it may be effective to ask him to make a decision immediately.
・Excellent dominating people whose first intuition is usually the best choice.
How to work with “Influence” people
・Be an optimistic attitude and propose at least two superior options that do not require detailed consideration.
・Speak freely about the specific idea of implementation or action, don’t hesitate, because this may be a weaker side in the skills of the influencer.
・Because the influential person’s style is not as absolute as the dominant person and prefers control, it is not necessary to have a conclusion at the end of the meeting, nor does it have to be a consensus based on the conclusion.
How to work with “Steadiness” people
・Propose options with an objective and tolerant attitude, give stable people plenty of space, and systematically sort out the impact of each option.
・The more information provided in the meeting, the better, but don’t feel that you have to disclose unnecessary information, because steady people may not be able to resist.
・Unless it is an option that must be resolved, some details can be kept. You don’t need to ask them to make a decision right away, but it’s important to ask the other party to guarantee their full support.
・If steady people are allowed to do their own thing, they may filter out and be unable to take action.
How to work with “Conscientiousness” people
・Be extremely reasonable, rational and understanding.
・Although patience will pay off, there is no need to do so.
・Do not prolong the meeting, because if some details become too controversial, the prudent person who is obsessed with the details may shake their resolve.
・Before the meeting adjourned, ask the other party to make a decision very carefully and respectfully, otherwise you may have to work hard to get a decision.
【When the case is closed and the results are submitted】
How to work with “Dominance” people
・Hold on the vitality when creating products or services, and focus on the presentation of results. Keep the closing message short and sweet.
・Follow your deadlines & budget.
・Before closing the case, sacrifice your own time and money to fix minor flaws. Even if there are no flaws, the dominant person may pick the bones in the egg, so be prepared for plan B.
・Behave as if you expected everything to be good, but don’t boast.
・Give credit to the dominant person and let them know that you will promote their achievements.
How to work with “Influence” people
・Show results in a smooth and clever way, but keep a low profile and focus on the final results.
・Praise this type of person.
・Respond to the other party’s suggestions for adjustment, and don’t get angry because of it. You have to understand that although influencers are person-oriented, they are still direct communicators.
・Grant generously for follow-up assistance, partly for your own good, so that you can have more contact with them and build your relationship with them.
・This type of relationship is usually firm and practical, can withstand ups and downs, and is not afraid of difficult obstacles and the test of failed plans.
How to work with “Steadiness” people
・Highlight the reliability of the product or service you are presenting, and make it clear that you just want to make the life of a steady person easier and more enjoyable.
・Express gratitude for their patience, because steady people are proud of their patience.
・Emphasize that you will continue to pay attention to them and naturally reveal your stability.
How to work with “Conscientiousness” people
・Don’t expect them to express gratitude in a high-profile manner and accept the results with great gratitude. Just knowing that your work results can please prudent people, you should feel grateful: because their character is not easy to please, and will not please people.
・When you express gratitude to this type of person, point to the value of the other person’s unique style. There is never too much praise.
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