Blog
home | site map | privacy policy


People Problems -- Understanding the Dueling Paradigms


You've spent the last 12 years riding your technical skills up the corporate ladder.

Now the payoff -- you're a manager.

Congratulations.

You get the perks: Big title. Big paycheck. Big office.

Big people problems!

People problems, you think? Ha, no issue.

You're the best in the department. You know every piece of equipment. You know business.

And, you are motivated. You work hard. You are committed to excellence. People problems?no issue.

But...the Sales manager frustrates you because she "never gets all the details." And...the administrative assistant irritates you by talking on the phone about personal issues? Well?the customer service people?they cost your department lots of money because they just don't know how to say no? Hmmm, maybe there are some people issues out there.

What you see may well be a case of "dueling paradigms" -- a problem that could poison your team.

Your paradigm -- your viewpoint -- is how you see the world. Sounds obvious?and it is?but very often, good people don't see the real problem until they have made many costly mistakes.

To some extent, we all interpret other people's words and actions through our own paradigm. But other people act on their paradigm, not ours. The problem comes when we assume they have our paradigm?and they assume we have theirs.

Fortunately, there is hope. Even though most of us have different paradigms, there is a way to get past the differences and build stronger teams.

People tend to approach everything they do -- from how they solve problems at work to how they drive a car -- based on their personality style. Their personality style forms the basis for their paradigm about what is "right" or "wrong" with people, procedures, situations, etc.

For example, technical people tend to have a very analytical, task-oriented approach to life. We see life as a collection of problems that we need to solve or as disorder that we need organize.

Other equally intelligent and capable people see the world in terms of personal relationships and fun. Remember the Sales manager? She doesn't act like she does to give the technically oriented manager a stroke. Most likely, she just sees the world differently. She has a different paradigm.

We can explain these different paradigms with what many people know as the DISC Model of Human Behavior.

Years ago, Harvard psychologist Dr. William Moulton Marston developed a theory that people tend to develop a self-concept based on one of four factors - Dominance, Inducement, Steadiness, or Compliance. This theory forms the basis of the DISC Model. Through the years, other psychologists and behavioral analysts have developed a variety of practical tools to apply his theory.

One of my mentors, Dr. Robert Rohm (Personality Insights, Inc.) has developed, what I believe to be, the best practical application tools based on the DISC model. Through his work, his publications, and a network of Human Behavioral consultants he has helped millions of people around the world.

Let's briefly explore the model.

If you've got a piece of paper handy, draw a circle on it. If not, picture a circle in your mind. This circle represents the full range of personalities (temperaments, paradigms, etc.) of the people in your life.

Now, divide the circle in half horizontally. The upper-half represents outgoing or fast-paced individuals. The lower half represents reserved or slower-paced people. Outgoing people tend to move faster, talk faster, be more expressive, and speak more loudly than reserved people. Neither style is right or wrong -- just different.

Now divide the circle in half vertically. The left half represents task-oriented people. The right half represents people-oriented people. Task-oriented people tend to focus on doing things while people-oriented people tend to focus on interacting with or caring for other people. Again, neither style is right or wrong -- just different.

When you combine these viewpoints, you get a circle with four quadrants. The four quadrants represent the four basic personality styles. All of us are a blend, to a greater or lesser degree, of all four behavioral tendencies. However, we will tend to have predominant traits from one or two quadrants that reflect our primary drives and needs.

"D" type individuals are outgoing and task-oriented. They are dominant, determined, decisive, and diligent. They need choice, challenge, and control.

"I" type individuals are outgoing and people-oriented. They are inspiring, interesting, interested in people, and influencing. They need popularity, approval, and recognition.

"S" type individuals are reserved and people-oriented. They are supportive, steady, stable, and shy. They need appreciation, affirmation, and security.

"C" type individuals are reserved and task-oriented. They are cautious, calculating, contemplative, and careful. They need quality answers, value, and excellence.

Develop the ability to look past behaviors to focus on the needs and drives of individuals you interact with; and you will reduce conflict, improve communication, and build greater trust.

For example, I am mostly reserved and task-oriented (High-C or Cautious). When working with an outgoing, task-oriented (High-D or Dominant) person, I could look at specific behaviors (bottom-line focus, direct and abrupt conversational style, and action-oriented thinking) and call them "rude." Or, I can recognize that they like to solve problems and are driven by a need for choices and control. Taking the second perspective; I now value their focus on results, get past my perception of them, and understand rather than label them. Once I understand them, I work with them more effectively because I don't let our "dueling paradigms" control the relationship.

Manager, entrepreneur, sales rep, or parent; it really doesn't matter. Seeing people for who they are and valuing their contribution to the team forms the basis for establishing a relationship that gets results, has room for fun, supports each individual, and produces high-quality work.

Guy Harris is a Relationship Repairman and People-Process Integrator. His background includes service as a US Navy Submarine Officer, functional management with major multi-national corporations, and senior management in an international chemical business. As the owner of Principle Driven Consulting, he helps entrepreneurs, business managers, and other organizational leaders improve team performance by applying the principles of human behavior.

Guy co-authored "The Behavior Bucks System(tm)" to help parents reduce stress and conflict with their children by effectively applying behavioral principles in the home. Learn more about this book at http://www.behaviorbucks.com

Learn more about Guy at http://www.principledriven.com

Leadership is best defined by the quality of your thoughts, decisions and actions. It is also underpinned by the quality of the tools you use in your role. Be seen to bring true leadership to your organization and act with the authority that it brings to you.

Site Build It! Tools


MORE RESOURCES:
This RSS feed URL is deprecated, please update. New URLs can be found in the footers at https://news.google.com/news


Forbes

How To Assess An Essential Leadership Capacity: Trusting Others And Inspiring Trust
Forbes
Trust is a fundamental leadership capacity, and it works in two directions. It's pretty obvious that a leader needs to be able to inspire trust and be worthy of that trust. It's equally important that she has the capacity to trust others, a ...



New York Times

Under Pressure, Florida Sheriff Defends 'Amazing Leadership'
New York Times
MIAMI — Facing mounting questions on Sunday over how his officers handled a mass shooting in a high school, Sheriff Scott Israel of Broward County, Fla., defended his actions as “amazing leadership.” Sheriff Israel, a Democrat in an elected post, said ...
Florida lawmakers call for suspension of Broward sheriff after Parkland massacre as he defends 'amazing leadership'Washington Post
Broward County Sheriff Brags About 'Amazing Leadership' in Wake of School-Shooting FailuresNew York Magazine
Gov Scott asks FDLE to investigate response to shooting at Stoneman DouglasSun Sentinel
Los Angeles Times -Press Herald -Reason (blog)
all 777 news articles »


PennLive.com

Florida school shooting: Under pressure, sheriff defends 'amazing leadership'
PennLive.com
(AP) -- The Florida sheriff whose department responded to this month's high school massacre defended his leadership Sunday while insisting that only one of his deputies was on the scene as the gunman killed 14 students and three staff members. Broward ...

and more »


Distributed Agile Leadership
InfoQ.com
Another relevant Agile leadership trend is the evolution of Modern Agile. These principles build on the foundations of Lean Principles, and the Agile Manifesto, and help to extend Agile beyond the domain of software development. Again in this section ...



The Conversation AU

McCormack wins Nationals leadership after token challenge by Christensen
The Conversation AU
Michael McCormack is the new Nationals leader and deputy prime minister, defeating Queensland maverick George Christensen, who was a late and unexpected starter in the leadership ballot. McCormack, speaking after the party meeting, paid immediate ...
NSW MP McCormack wins Nationals leadership9news.com.au
Michael McCormack set to secure Nationals leadershipSBS
Michael McCormack new Deputy Prime Minister, Nationals leaderThe Sydney Morning Herald
The Guardian -ABC Local -ABC Online
all 342 news articles »


Forbes

Leadership Is Not The Same As Telling Other People What To Do
Forbes
Marcelino Elosua left his job as CEO of Spanish olive oil producer Carbonell to set up LID Publishing in 1993. Now celebrating its 25th anniversary, the business book publisher has produced titles with over 2,500 authors and employs 75 staff in seven ...



Forbes

Why Leadership Training Doesn't Work
Forbes
Most leadership training programs are designed for ease of operational delivery within an organization, not for habit formation. They are event-based trainings, meaning that the training takes place over a day or two. In a traditional one-day or two ...

and more »


New York Post

Rangers could face leadership vacuum after trade deadline | New ...
New York Post
The Rangers are rudderless. Perhaps the biggest conundrum that faces general manager Jeff Gorton on the other side of Monday's 3 p.m. trade deadline might not...

and more »


Ontario Argus Observer

Students sought for state leadership, citizenship program
Ontario Argus Observer
These programs provide an opportunity for high school junior girls and boys to develop leadership skills and learn the inner workings of Oregon state government, including the political process, lawmaking, citizenship and patriotism. Basic criteria for ...



Telstra and Ericsson to Continue Leadership in Network Evolution in 2018
PR Newswire (press release)
WASHINGTON, United States, Feb. 25, 2018 /PRNewswire/ -- Telstra will work with Ericsson (NASDAQ: ERIC) to continue evolving the Telstra Mobile Network to support Telstra's Network of the Future transformation plan and deliver the best mobile network ...

and more »

Google News

© 2016 Definition Of Leadership & Career Consulting Limited