It would be unreasonable to expect everyone in your workplace to adjust to all the idiosyncrasies and characteristics of your personality and behavioral style. Those with patterns similar to yours will be more comfortable in your natural communication and management style. With these people few compromises as necessary, and you couldn't just be yourself. Diplomacy restraints and compromise enter in most often when you're dealing with people of opposing styles. If you refuse to compromise when you're dealing with them, you will be mixed with equally powerful forces of resistance and resentment leading to conflict. It's reasonable to expect that if you're willing to adapt your own preferences, then other people sensing a step in their direction will alter their response in reaction to you.
As I was describing the full behavioral styles, you may have recognized your strongest preference You may have recognized that you have behavioral preferences with more than one behavioral style. The important point is we tend to blend our behavioral preferences depending on who we're with the situation and the context. We use all those styles, but most of us tend to have preferences for one or two of the styles in most situations. Over the years, William Moulton masters work has been further research to develop to universities and within the corporate trading environment as a tool for understanding behavioral responses and reactions. This itself is a sophisticated work based behavioral event tree. He looks at how the preferences blend together considering high and low preferences and their interactions.
It's used across the world and it's available in many languages. There are many brands of disk. A quality disc profile gives a very detailed description of how your natural behavioral responses Change in the work environment and under pressure. It can highlight emotional issues inside and outside of work and certain causes of frustration. There are many free disk tests available on the internet. While some of them are very good, most have not been assessed for validity and reliability, and so they may not give really accurate results.
Do get in touch if you would like more information about this, and I can set you up with an approved assessment with feedback. Teamwork takes energy. Anyone who's ever been on a high performing team knows the rewarding return on investment of that energy input. How to create that kind of success is the challenge for everyone on the team. The energy needed to create sustainable teams remains everyone's responsibility. Some of the quality disc assessments will look at team assessments based upon disk usage.
Behavioral styles offer structure to guide the team along and create meaning for every single person so that they can feel a part of the team and engage with team. So within the team, it's important to put in the ideal behaviors to create the ideal impact. High dominance is focused on goals, high influences focused on the spirit of the team. High steadiness is focused on values. High compliance is focused on the rules and regulations that are required to make the team have success. Understanding and changing your behavior towards others is not about being manipulative.
It's about aiming to convey clearly your true intentions by validating the other person recognizing their strengths, and empowering them to become more authentic in their interactions and relationships with you and the rest of the team. A reasonable expectation is to negotiate compromise You can demonstrate compromise by setting a business like helpful tone, engaging and appropriate levels of sociability. Aiming benefits at the needs of the other person expecting high receptivity, honesty and candor, being factual, analyzing and answering questions and voicing strong convictions, emotional and social intelligence develops through experience with people and learning from success and failure in social settings. It takes a lot of effort and a lot of hard work.