We’re judged on our behaviors.
Of the three elements of Social Intelligence, your Behavioral Style is the easiest for others to assess. They may not see your Emotional Intelligence or identify your Mindset, but they can tell if you’re animated, rushed or sulking. The way you behave has a direct impact on your interactions with others and on your success in the workplace.
SOCIAL STYLE is the world’s leading Behavioral Style model. It has been used by thousands of organizations to improve leadership performance and sales results.
Each of the four Styles displays positive and negative characteristics when working with others, and research shows that people of any SOCIAL STYLE can be successful in any profession. If someone’s SOCIAL STYLE is not inherently good or bad, what is the point of studying these behavioral preferences? Understanding Style allows you to identify the preferences of others and modify your behavior to make others more comfortable. This is known as Versatility, and it is strongly linked to career and business success.
TRACOM’s SOCIAL STYLE Profile measures SOCIAL STYLE and Versatility, allowing you to take steps to improve your relationships and performance. Taking these steps is especially important for increasing leadership performance, developing coaching skills, increasing sales, building relationships, working in teams and enhancing communications. Click one of the links below to learn more about how SOCIAL STYLE can make all the difference in these areas:
- Leadership Performance
- Coaching Skills
- Increasing Sales
- Building Relationships
- Working in Teams
- Enhancing Communications
- International Training
Social Style Tip of the Day
Effectively Asking the Analytical Style Person a Question
Analytical Style people can be hesitant to express their opinions, so it is sometimes necessary to ask questions to get their input. They generally prefer specific closed-ended questions that allow them to give precise responses (e.g., “What is the deadline for this project?”), although they may elaborate on their response if they think it’s necessary. They don’t mind open-ended questions (e.g., “How can we manage this project so we meet the deadline?”), but you may have to allow them some time to determine a response. Also, their response might include tangents, so be prepared to focus them back on the key information. A particularly effective method with these individuals is to send them questions in emails prior to asking in person. This gives them a chance to think it over and determine their responses.
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