The Impact of Behavior in the Workplace
This Tuesday , our Client Success Manager, Melanie Benitez led our clients through a workshop that challenged us to examine the ways our behaviors impact our work environments. Recognizing and working through our individual behavioral strengths is key to our own success and the influence we have on others. Sometimes strengths are not perceived as such – unfortunately, misinterpretations can lead to interpersonal conflict in a workplace. Thus, knowing how to recognize an asset and leverage our behaviors in the most effective manner is crucial.
Working from the individual’s strengths, identified by the ProScan Survey, the PDP system identifies motivators and shows how environmental factors affect stress, energy, and satisfaction levels. The PDP survey measures four cornerstone behavioral traits- dominance, extroversion, pace, and conformity. PDP uses the term “High” and “Low” when describing these traits, however neither are inherently positive nor negative, the measurement simple describes the position of the trait relative to the Mid-Line when graphed on the Pros can chart. Each behavior shapes the way we work and how others perceive us.
Individuals who exhibit high dominance have a laser focus on the results. Those who show low dominance can be counted on to be supportive of others. The perception of someone with High Dominance can vary depending on the person but some perceptions may include: aggressive and intimidating. On the other hand, some individuals with Low Dominance can be perceived as too willing and agreeable.
People with High Extroversion are known to be articulate communicators because of their positive outlook which can be and effective selling ideas and persuading others to join in. People with low Extroversion are known to be introspective and quiet. The perception of someone with High Extroversion is often that they are often too talkative. The perception of someone with Low Extroversion can leave others thinking an individual is quiet.
The next trait measures the individual’s level of Pace/Patience. Those who place higher on this portion of the chart have a methodical approach to things. Strengths of Low Pace/Patience are that these individuals are fast paced and like to learn a little about a lot. Perceptions of others for someone with High Patience can have others perceive them as indecisive; someone with Low Patience may have a reputation of being frantic and unorganized.
The final trait, Conformity refers to an individual’s proclivity for control-oriented operations. “High” conformity individuals enjoy systems. They want to do things well. “Low” conformity individuals have a generalist orientation to life and can think outside of the black and white. On one hand, high conformists can be perceived as cautious and on the other hand, they can be perceived as unorganized.
Understanding how to leverage these behaviors and how acting on the affects others can make a world of difference in the workplace. Working with knowledge of these elements can inspire more open communication and cohesion in the workplace. Thoughtful organizations explore the way that people and groups interact in the workplace as key in being able to create positive and inclusive organizational change!
Stay tuned for our next Wednesday Recap- learn more about leveraging behavior on our blog on behavior and connect with us on LinkedIn. If you know of an organization or company that may benefit from The Know Your Talents™ Team Impact! Workshop, do not hesitate to reach out !