By: Bob Picha
It would be easier for us if people were all one way or another.
Fortunately, or unfortunately, it is more complicated; they are
a composite of many tendencies. However, some tendencies are stronger
than others. There is not a “best” or “ideal”
behavioral pattern. Executives with a specific style are effective
with some people and circumstances and less so with others. People
with different behaviors can be successful in the same activity.
One answer as to why this is so may be found in a person's motivation
to succeed. Another possible answer is that people often modify
their particular behavior to fit different situations.
In general, the effectiveness of a behavioral style Is determined
by the needs of the environment and the person's ability to adapt
strategies to meet those needs. Thus, people are not successful
because they have a certain behavioral pattern. Rather, people
are effective if they know their style, with it's strengths and
limitations. They are successful if they can evaluate the needs
of others and assist in meeting them.
The unique strengths of management personnel can be assets or
liabilities depending on a variety of circumstances. It is extremely
important that the strengths be matched to the position. Demands
and expectations can change. A person who may have been right
at a certain point in time may be subsequently out of place. An
entrepreneur motivated by change and challenge will not fit in
an organization requiring stability and maintenance of established
procedures.
The “ideal team” consists of individuals who have different
work behavioral styles. To bring together such a team, to integrate
it and have it effectively work together is a real challenge because,
predictably, there are differing degrees of compatibility in terms
of task and human relationships.
When the strengths and work behavioral tendencies have been identified,
four different strategies may be utilized to Improve results.
These strategies are (1) Maximize, (2) Augment, (3) Modify or
Adapt or (4) Blend these strategies.
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MAXIMIZE — this strategy focuses on maximal use of your
predominate behavioral tendency. This is particularly possible
when your natural style of behaving is the same as that required
by the situation.
-
AUGMENT — when you do not possess the required skills,
you seek out those individuals who have the natural skills
and add them to your team.
-
MODIFY or ADAPT — you make an effort to lean or to acquire
the behavior that is appropriate for the situation. This may
be difficult or impossible to achieve. It can also be time
consuming or it can interfere with maximizing the value of
your natural behavioral tendencies.
-
BLEND — an effort is made to Integrate individuals with different
behavioral patterns so that each can maximize their skills
for the good of the group's goal. When alignment is achieved,
the results can be synergistic - unpredictably greater than
expected.
The CHIPS WorkStyle Indicator can be effectively used to identify
the strengths of key personnel so that appropriate strategies
can be implemented. Process oriented dimensions such as Dominance
and Influence are appropriate for leadership during times of change
and growth. Product oriented dimensions such as Steadiness and
Compliance provide the supportive foundation and are Indicated
for times of stability and for maintenance purposes. One behavioral
style can excel during a particular phase of an organization's
life cycle but be out of place during another phase.
In order to expect to achieve any degree of success developing
the "ideal team" (which is increasingly important In
today's complex world with accelerated change), it is necessary
to identify our individual strengths and those of others. We must
develop an appreciation of one another's unique values and consciously
and continuously employ the strategies (maximize, modify, augment
and blend) to maximize the value of our strengths and minimize
the effects of our weaknesses. A specific written plan of action
with clearly defined goals is essential in this endeavor.
CONCLUSION
An awareness of his/her behavioral style of the executive can
be used to maximize his/her strengths. Appropriate strategies
can be employed to achieve alignment with individuals who have
different work behavioral styles to complement those of the executive.
An appropriate behavioral style can be selected for the position
or the circumstances. Periodic reassessment is necessary because
conditions continually change.
The CHIPS WorkStyle Energy Indicator can be productively and profitably used to maximize the value of an organization's most important resource… people.
In your search for … 
Most people think they know what they are good at, but they are usually unsure when they have to explain it. More often, people know what they are not good at, but miss the mark here as well. You need to know your strengths to perform effectively. Start here with an article about your Greatest Personal Asset (GPA).
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