Situational Leadership Guide www.pricelessprofessional.com 1 Situational Leadership Guide “Mastering Relationship Skills by Understanding the Way Others Behave!” Provided by: Suzie Price, Wake Up Eager Priceless Personal and Professional Development www.pricelessprofessional.com Click Here to Get your Customized Report online now!
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Situational Leadership Guide - What is Leadership and Sales
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Um, hi, err…I have got our entire meeting thoroughly planned out ok? First, we will meet
in my office where we will be watching documentaries on the developments of this
technology over the decades, and then we will head over to the restaurant nearby to
have lunch. The restaurant has planned out the entire program where the food will all be
served according to the order listed down on the menu, and they will be featuring a live
band that will play songs that are enjoyed by the majority of the people. After that,
maybe we can head over to the research library to do some reading on this important
topic. Don’t worry, there’s no pressure for us to rush anywhere or do anything over-
exciting, we don’t have to be in any hurry or talk or share much. In fact, we won’t bump
into anyone at all cause nothing can go wrong during our meeting… um, so how’s that?
An Influencer’s worst nightmare is predictability! They don’t like things to be predictable
and boring without any element of excitement or visibility.
If you are a Compliance style:
Cultivate your social skills and learn to show more emotion when you talk. Don’t show
apathy when relating to others. Be a good listener: Influencers LOVE to talk and talk and
listen to you sound excited and concerned. It is easy to get to their good graces if you shower
them with interest and openness. Don’t give too many details to the Influencer. Your
total focus on heories and ideas will not be as interesting to them and they can easily get bored or find it hard to relate to your detailed Compliance style. If you close yourself up too
much, the influencer will have little chances of relating to you.
If you are a Dominant style:
Never ever focus too much on the end result of the meeting. Try to loosen up a bit and
enjoy the process of relating because Influencers love going through the process. If the
Influencer is talking and you butt in too much when trying to offer your own idea on the
way things should be, you are stealing the limelight away from the Influencer. Take your
time to understand and relate instead of rushing. If you enjoy the freedom of making the
decisions, you can always set up the meeting to include interesting information and new
ideas. Influencers respect strength so show them you as a person are up to the
The Influencer style can get along well with Dominant style if they structure their
meetings around tasks that rewards with achievement and results. The Dominant style
likes being winners in a competitive challenge. If you are talking halfway, let the
Dominant style express their view, agree with them and continue on with your story.
Don’t smolder him with too much colorful details. They like things to the point and
showing the Dominant style that you have worked out the entire meeting or project
without wasting too much of their time will satisfy their obsession with efficiency. They
like being in control so before you start talking, ask them what they want to talk about so
you can tell them your stories once you understand his or her interests.
If you are another Dominant style
The Dominant style might not like being around another Dominant style. They don’t like
the idea of sharing power. Do not struggle with another Dominant style over who is going
to run the meeting or project. They like being the ‘boss’ so when you can, let them. Also,
behind every tough looking Dominant style is also the need to be appreciated so try and
take some time to listen to the feelings behind their words. Learn to give and take also
when it comes to making decisions for working together.
Warning Signal
When you are doing something the Dominant style dislikes, her initial reaction to
pressure is by become more controlling. You can see it in her face that she wants to
take more control of the situation as the voice becomes more and more edgy. You know
you have an unsuccessful meeting when the Dominant style turns into a dictator.
Please note, personality quadrants are only one aspect of an individual. We are all multi-faceted. While
understanding Personality Style’s DO improve understanding and appreciation for other styles – they do not take
into account a person’s education, values, talents and full capabilities. A person who’s aware of his/her Style
is very different from someone who does not understand and manage their strengths and development gaps. Also,
Style is not a predictor of success. My descriptions of Style, here only scratch the surface of a person’s strengthsand abilities. Remember, there’s more to who we are than our personality quadrant, but use you CAN use it to
help you improve all working relationships. ---Suzie
SUMMARY: High D’s want others to be direct, straightforward,
and open to their need for results.
Be sure to
make communication brief and to the point respect their need for autonomy
be clear about rules and expectations let them initiate
show your competence stick to the topic
show independence eliminate time-wasters
Be prepared for
blunt, demanding approaches lack of demonstrated empathy
lack of demonstrated sensitivity little social interaction
Key for communication: “BE PREPARED BE BRIEF BE GONE”
Remember not to bore your team mate to death. He or she might not tell you that you’re
boring them and that is not good. They are also not interested in your detailed planning
and structure on how to do everything because they themselves are not interested in
planning. The best way to relate to the Steadiness style is to show more empathy for
what they are feeling rather than giving a systematic approach to solving the problem.
Don’t act as if you are too aloof or stuffy because you know so much. Though the
Compliance style can tend not to give out too much trust, you must at least try to be
accepting to the Steadiness style because they need that security as well.
If you are another Steadiness style:
You both can do a good job making each other feel comfortable. Unfortunately, one of
you must be assertive and make the decisions or else both will be slow and obliging and
might even get into difficult situations because of inaction (such as being late for
meetings or appointments). The way to win over another the Steadiness style is to
assert yourself and take actions. Make more decisions and remember to share your
appreciation often, don’t be too laid back.
Warning Signal
If you do something that disagrees with the Steadiness style, it is very difficult to tell
because they will always give in at first. When the pressure persists, the Steadiness
style will tend to pout and sulk letting their discontentment brew deep within their hearts.
However, you can sense their discontent through the subtle tone in their voice.
Please note, personality quadrants are only one aspect of an individual. We are all multi-faceted. While
understanding Personality Style’s DO improve understanding and appreciation for other styles – they do not take
into account a person’s education, values, talents and full capabilities. A person who’s aware of his/her Style
is very different from someone who does not understand and manage their strengths and development gaps. Also,
Style is not a predictor of success. My descriptions of Style, here only scratch the surface of a person’s strengths
and abilities. Remember, there’s more to who we are than our personality quadrant, but use you CAN use it tohelp you improve all working relationships. ---Suzie
SUMMARY: High S’s want others to be relaxed, agreeable,
cooperative, and appreciative.
Be sure to
be systematic in your approach provide a consistent and secure environment
let them know how things will be done use sincere appreciation
show their importance to the organization let them adapt slowly to change
Be prepared for
friendliness to colleagues and supervisors resistance to change
difficulty identifying priorities difficulty with deadlines
Key for communication: “PROVIDE ASSURANCES, CHECK-IN OFTEN”
Take time to digest the things the Compliance style is saying. I know you don’t like to
think too much, but if you do think about the things the Compliance style is saying and
ask the right questions, they will be very happy to be around you rather than you just
going, “Uh huh, yeah, uh ok…, yup…” Don’t disregard their plannings and well-
structured schedules also. They need time do a lot of things also because they judge
their productivity by their busy-ness so just tag along and enjoy.
If you are another Compliance style:
Learn about the field of expertise or your team mate’s interest. If the both of you have
things in common, you will get along just fine. But if you are not interested in what he or
she has to say, do some research about it. Interest is developed as you know more and
more about the topic. So as you know more, you can relate more. The best way to
create a better working relationship is to take the initiative and help them make
decisions. Help them by asking or answering the questions they might have in mind…
they might not like to ask, for fear of losing face.
Warning Signal
The Compliance style’s warning signal is very easy to spot. He or she will fall completely
silent. If pressure persists, the Compliance style will enter a state of withdrawal and
block themselves off from participating for the rest of the meeting or the entire project.
Please note, personality quadrants are only one aspect of an individual. We are all multi-faceted. While
understanding Personality Style’s DO improve understanding and appreciation for other styles – they do not takeinto account a person’s education, values, talents and full capabilities. A person who’s aware of his/her Style
is very different from someone who does not understand and manage their strengths and development gaps. Also,
Style is not a predictor of success. My descriptions of Style, here only scratch the surface of a person’s strengths
and abilities. Remember, there’s more to who we are than our personality quadrant, but use you CAN use it to
help you improve all working relationships. ---Suzie
SUMMARY: High C’s want others to minimize socializing,
give details, and value accuracy.
Be sure to
provide clear expectations and deadlines show dependability
demonstrate loyalty be tactful and emotionally reserved
allow precedent to be a guide be precise and focused
value high standards
Be prepared for
discomfort with ambiguity resistance to vague or general information
desire to double-check little need for affiliation with others