COMMUNICATION STYLES AND APPROACHES
This is part of a series of blogs, posts and articles on consulting, leading or managing. Please feel free to comment, add feedback or perhaps share your own experiences, recommended reading or favourite resources from the internet.
If you want to meet to discuss any of the elements mentioned here please don’t hesitate to get in touch. Tim Mob 447797762051
I think most of us are familiar with the simple DISC approach to categorising people’s preferred learning and decision styles and how that might affect communication and engagement (see below). However in the book Humble Consulting: How to Provide Real Help Faster there are some really interesting ideas about the very different directions you might take in communication and thus affect engagement (see further below)
DOMINANT and DIRECT
Outgoing and Task-oriented Dominant Style: People who have both Outgoing and Task-oriented traits often exhibit DOMINANT and DIRECT behaviors. They usually focus on results, problem-solving, and the bottom-line.
INSPIRING and INTERACTIVE
Outgoing and People-oriented Inspiring Style: People who have both Outgoing and People-oriented traits often exhibit INSPIRING and INTERACTIVE behaviors. They usually focus on interacting with people, having fun, and/or creating excitement.
SUPPORTIVE and STEADY
Reserved and People-oriented Supportive Style: People who have both Reserved and People-oriented traits often exhibit SUPPORTIVE and STEADY behaviors. They usually focus preserving relationships and on creating or maintaining peace and harmony.
CAUTIOUS and CAREFUL
Reserved and Task-oriented Cautious Style: People who have both Reserved and Task-oriented traits often exhibit CAUTIOUS and CAREFUL behaviors. They usually focus on facts, rules, and correctness.
It is really interesting to think about the variety of ways you might respond to a question and the direction that these take you in. The role of good listening and good consulting is to choose the right path for each situation.
CLIENT: I am worried about changing the culture and adopting new ways of working in our organisation. We don’t seem to have engagement and action on this and could do with some help.
1. That is interesting, explain why you are worried and about what in particular?
2. What is it about the culture that needs to change, can you give examples?
3. How do the new ways of working relate to changing the culture?
4. What do you mean by engagement and action, what is happening?
5. What help would you like?
6. What would help adopting new ways of working?
7. What are the old ways of working?
There are so many more possible ways of responding, each taking a different direction: either about the person, process, task, outcome. They all have the potential to hit the nail on the head or miss the point completely.
Humble Consulting: How to Provide Real Help Faster
by Edgar H. Schein http://amzn.eu/3o4Nhdr
GET IN CONTACT
If you to discuss these ideas or anything related to consulting, leading or managing please get in touch.
Tim HJ Rogers
Senior Consultant / Project Manager
Mob 447797762051 Skype timhjrogers Twitter @timhjrogers
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