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Asks who? (Personal Question)
Decisions easily made & easily changed
Warm, friendly
Flexible
Persuasive
Imaginative & creative
Insightful
Out front, forceful
Communicates well
Enthusiastic
EXCESSIVE & PRODUCTIVE CHARACTERISTICS OF PERSUADERS
- inconsistent
- childlike
- agitated
- afraid of confrontation
- lacking in conviction
- manipulative
+ flexible
+ youthful
+ enthusiastic
+ tactful
+ adaptable
+ socially skillful
STRENGTHS & WEAKNESSES OF PERSUADERS
STRENGTHS and Value to the Group:
1. They are excellent communicators. If there is an idea to promote, give it to a
Persuader.
2. They are superb at motivating the unmotivated. They enjoy stimulating and
inspiring individuals.
3. They enjoy working with people. As a result, people enjoy working with them
largely because they are high spirited and entertaining.
QUALITIES that may Interfere:
1. They need to manage their time better. They give their valuable time away to
insignificant and unimportant issues.
2. They are an easy mark for those who specialize in taking advantage of others
because they trust people almost unquestioningly.
3. They need to learn not to be so oblique when confronting others; they fear
disapproval if they say exactly what is on their mind.
WORST FEAR:
Criticism and disapproval of them as individuals.
UNDER STRESS:
They give an outward appearance of being preoccupied or bored
And manifest this behavior by being hyperactive or fidgety.
CONFLICTS TYPICAL OF PERSUADERS
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Others may feel steamrolled
Rapid change causes others to see action shot gunning and unstable
Excitement seen as egotism
Forceful, aggressive, up front nature may cause others to see trait as manipulative
Impatience can result in arguments
KEY SKILLS FOR SELF-IMPROVEMENT
Persuaders need to pay close attention to details and to double check information that they
both give to and receive from others. Other areas for Persuaders to self-monitor are:
a. managing their time more efficiently,
b. not losing sight of their goals, and
c. learning to control their emotions in some situations.
STRATEGIES FOR INFLUENCING PERSUADERS
Persuaders are high risk-taking, high people-oriented individuals who are high-spirited and
sociable. Their great need is for recognition and applause.
Take the time to personalize yourself.
Acknowledge their importance, competence, humanity, and friendliness.
Explicitly invite them to share their feelings, opinions, and expertise.
Try to elicit specific data from them for later problem solving.
Market your ideas in an enthusiastic, optimistic, and persuasive manner.
Present intervention ideas that are innovative, adaptable, and can provide early benefits.
Quote experts in the field that they know are prominent.
Put plans or agreements in writing immediately after they are summarized.
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Asks why? (Personal, non-goal question)
Decisions are agreeable to others
Good listener
Friendly
Non-competitive
Values close, lasting friendships
Allows others to initiate
Puts others at ease
Willing to take direction
Likes a human angle
EXCESSIVE & PRODUCTIVE CHARACTERISTICS OF SUPPORTERS
- impractical
- gullible
- paternal
- passive
- over committed
- self-depreciating
- obligated
- perfectionist
+ idealistic
+ trusting
+ helpful
+ receptive
+ responsive
+ modest
+ loyal
+ aspiring
STRENGTHS & WEAKNESSES OF SUPPORTERS
STRENGTHS and Value to the Group:
1. They have the only style that can work well with all types of people from the
“Gutter Fighters” to the “Working Dead.”
2. They can achieve remarkable consistency in any undertaking because they are so
concentrated and specialized.
3. They are superb listeners, therefore, are able to provide moral support to everyone.
4. They provide an environment that is calm, cooperative and predictable. They are
patient with everyone and with the time needed for resolving problems.
QUALITIES that may Interfere
1. They hate and resist change. It interferes with their need for security. Time must
be invested in prior conditioning if change is imminent.
2. They have a tendency to be too possessive about objects and people.
3. At times, they annoy others by appearing too nice, too hospitable, and too
available, even though they are sincere in their efforts to help.
WORST FEAR:
Loss of security.
UNDER STRESS:
They give the appearance of looking hurt or pouting.
CONFLICTS TYPICAL OF SUPPORTERS
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Unmoved by logic, creating impatience with analyzers and controllers
Resents tactlessness of others out of their sensitivity; assumes others are there too
Values harmony over anything else and prefers to agree
Subordinates own interests to those of others
Withholds unpleasant information
KEY SKILLS FOR SELF-IMPROVEMENT
Supporters need to:
a. learn to take risk,
b. take more initiative in achieving their personal goals, and
c. develop firmness and directness on issues of importance to them.
STRATEGIES FOR INFLUENCING SUPPORTERS
Supporters are low risk-taking, high people-oriented individuals who have high ideals and
standards for everyone. Their primary needs are to be appreciated and to avoid conflict.
Never approach them in a cold, harsh, “strictly business” manner.
Request their assistance.
Actively listen, then reflect their feelings and concerns.
Appreciate any efforts they have made thus far.
Provide clear solutions to their problems, then explain why these solutions are appropriate.
Only present intervention strategies that are consistent with their values and can meet their
high standards.
Listen patiently and attentively while they wrestle with making the right (moral and ethical)
decision).
Get a written commitment to any intervention plan.
Frequently touch base with them.
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Asks what? (Results-oriented questions)
Decisions made easily and rapidly
Strong willed
Performs to capacity
Quickly responds
Competitive
Persistently thorough
Eagerly ambitious
Uses time well
Likes workable & logical solutions
EXCESSIVE & PRODUCTIVE CHARACTERISTICS OF ACHIEVERS
- domineering
- impulsive
- arrogant
- coercive
- high pressure
- impatient
- unstable
+ controlling
+ quick to act
+ self-confident
+ forceful
+ persistent
+ urgent
+ eager to change
STRENGTHS & WEAKNESSES OF ACHIEVERS
STRENGTHS and Value to the Group:
1. They are excellent problem solvers and decision makers. They are not afraid to
make a decision even if it may prove to be wrong. They are quick to act and can
be counted on to make things happen.
2. They make good leaders because they are creative thinkers, encourage new ideas,
and insist upon achieving objectives in an efficient manner.
QUALITIES that may Interfere:
1. They have a tendency to overrun people in their efforts to get the job done.
2. They lack caution in decision-making and often are accused of taking a broadbrush approach.
3. They often are impulsive in their efforts to get things done now.
WORST FEAR:
To lose control of people or events in their environment or
under their authority.
UNDER STRESS:
They can become very agitated and impatient.
CONFLICTS TYPICAL OF ACHIEVERS
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May run over others trying to get tasks accomplished
Through organizing the situation, will include any idle bystander
Will get back-up when others tell them what & how to get the task done
Anger and impatience moves quickly when distracted by the promoter’s
spontaneity
 Through the critical & judgmental eye, will create distance with others
KEY SKILLS FOR SELF-IMPROVEMENT
Achievers need to:
a. learn to listen more attentively to the ideas, feelings, and needs of others,
b. need to develop empathy and patience.
STRATEGIES FOR INFLUENCING ACHIEVERS
Achievers are high-risk taking, low people-oriented individuals who have high ego strengths
and need to be in control of situation. They generally are forceful and direct when working
with others.
Use the KISS Principle (Keep It Short and Simple).
Begin by asking factual, here-and-now questions that imply clear (directions) and specific
objectives.
Provide a clear picture of the results they can expect to achieve from a proposed intervention.
Paraphrase or clarify most of what they say to guarantee that you accurately have received
message they intended.
Take a firm position.
Propose logical and efficient action plans for their consideration, but remember to give them
control over the situation.
Think through all the possible objectives they might have to your plan prior to meeting with
them.
Above all, be incisive.
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Asks how? (Technical, analytical questions)
Hesitant decision maker
Thrives on data; facts and concepts
Systematic and orderly
Quiet, non-threatening
Allows others to initiate
Problem solver
Goal oriented, but slowly and carefully
Persistent
Serious
EXCESSIVE & PRODUCTIVE CHARACTERISTICS OF ANALYSTS
- dull
- stingy
- unfriendly
- compulsive
- plodding
- critical
- stubborn
+ practical
+ economical
+ reserved
+ thorough
+ methodical
+ analytical
+ steadfast
STRENGTHS & WEAKNESSES OF ANALYSTS
STRENGTHS and Value to the Group:
1. They have highly developed critical abilities and an intuition about how things
may turn out.
2. They insist that conclusions are based on carefully analyzed data derived from
solid research; therefore, errors due to poor judgment and quick decisions are
avoided.
3. They are great long-range planners with the unique ability to plan tasks
systematically from beginning to end.
QUALITIES that may Interfere
1. They have difficulty making decisions because they search endlessly for the one
best way. They procrastinate until they have seen the whole picture rather than the
big picture.
2. They need constant reassurance that what they are doing is being done right. They
have a tendency to be overly precise.
WORSE FEAR:
Criticism of their work.
UNDER STRESS:
They withdraw from the situation.
CONFLICTS TYPICAL OF ANALYSTS
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Serious manner draws impatience from others
Critical and judgmental eye toward others creates distancing
Indecisions create confusion & impatience
When cornered, pressure builds quickly
Allowing others to initiate may build resentment over time
States position bluntly without concerns and feelings for others
Feels rejected unless a group is willing to draw data and warmth out
KEY SKILLS FOR SELF-IMPROVEMENT
Analysts need to:
a. learn to make decisions more efficiently by taking calculated risks,
b. increase their awareness of people’s feelings, and
c. learn to take the initiative in problem solving situations, as well as with meeting
people.
STRATEGIES FOR INFLUENCING ANALYSTS
Analysts are low risk-taking, low people-oriented individuals who are highly disciplined,
precision specialists. Their greatest need is to have the time to think things all the way
through.
Be reserved, but not cold, when you approach them.
Present information in a logical step-by-step manner and take plenty of time doing it.
Appeal to logic, reason, order, and a scientific approach to solving a problem.
Be totally prepared.
Anticipate all the “worst case” possibilities and how they may be solved.
Present intervention strategies that are consistent with district policies and procedures.
Analyze the long range effects of any proposed intervention strategies prior to meeting with
them.
Design objective, data-collection procedures for measuring the efficacy of any intervention
plan.
Be persistent.
Minimize risks for them.