personal comm styles (1)

8/8/2019 Personal Comm Styles (1)

1/14

PERSONAL COMMUNICATION STYLES

SELF-SCORING

Tel: +44 (0)1483 480656www.solutions4training.com


2/14


PART A EXPRESSING YOURSELF

There are six situations outlined below. You may feel they arenot ones which would occur for you; imagine what you would doif you were in the situation. For each of them there are fiveresponses listed. You have 10 points to allocate for eachsituation. You can spread these in any way you choose. If youthink that one option would be your response most of the time,you can give all 10 points. Should you think you might use twooptions, share the points accordingly. In extremes, you couldallocate 2 points to each option.

Example:a) 6b) 0c) 2d) 0e) 2

Or any other mix provided it totals 10 pts

PART B RESPONDING

You are asked to share 5 points between two options - again inany balance you like. You must have a total of 5 for eachsituation. Even where you feel neither option is right, score it forwhat you would do if they were your only choices.

Example:A) 3B) 2

Or

A) 5B) 0

Or any other combination that totals 5 pts.

PersCommStyle/www.solutions4training +44 1483 4806562


3/14

PART A.

1. There have been some changes to a project you have beenrunning. You deal with these changes by:

a) Giving them clear instructions about the changes and whatyou expect each person to do.

b) Telling the team about the changes, their implications and whatwill need to be done. You will listen to concerns - without askingfor their ideas.

c) Telling the team about the changes and their implications. Youthen ask for responses and ideas and include these beforemaking your final decision about the way forward.

d) Telling the team about the changes and their implications. Youask the team for suggestions about how to deal with these andarrive at an agreed way forward.

e) Telling the team about the changes and their implications. Youlet the team work out what these mean and develop a plan todeal with them.

2. You are working against some tight deadlines. In order to getthings done in time you will:

a) Ask your team to look at their work and to ensure that theyplan to meet their deadlines.

b) Give direct instructions about what each person has to doand by when.

c) Explain the situation to your team and ask for suggestionsabout what you can all do to meet the timescales. You ensurethat you gain commitment that everyone will do their part.

d) Tell everyone about the situation, clearly explaining theimplications. You acknowledge things might be difficult.

e) Explain the situation and what you need to achieve. Checkhow the group feel and ask for ideas.



4/14

3. You are reviewing a project/task with your team. Yourapproach is to:

a) Give an overview of how you feel it went and ask for theirfeelings and opinions.

b) Prepare and give a clear presentation of the outcome, whatwent well, what could have been improved and what will bedone differently in future.

c) Ask the team to review how it went both individually andcollectively. Check what have they learned and how will theyuse it? The team develop the action plan.

d) Tell the team what you felt the result was and what will bedone in the future.

e) Present the overview of the project and encouragediscussion about how they did things, what they will dodifferently etc.

4. You are required to set some new performance targets foryour team. How will you do it?

a) Tell the team the new targets. Discuss ways of achievingthem, encouraging their ideas.

b) Tell the team the targets, what they mean and what tasksthey will carry out to achieve the targets.

c) After telling them the targets, check how they feel andrespond to any concerns.

d) Explain the targets and the reasons for them. Ask the teamto look at these and develop the actions plans/workprocesses to achieve the targets.

e) Think about what message you will put over and plan todo it carefully. Deliver it, giving the reasons andacknowledge the team may have some concerns.



5/14

5. Due to a re-organisation there will be some changes in the wayyour team work. You will manage these by:

a) Encouraging the team to get together, look at the newprocedures/processes and work out how to implement them.

(You may not agree with these - but you will let the teamtry them)

b) Explaining the changes. You then ask for ideas from the teamabout how they can implement these and get an agreed plan todo so.

c) Telling them about the changes, the reasons and theimplications . Explaining how you want the team to work inorder to adapt to the new processes.

d) Explaining the changes and the reasons for them. You allow theteam to express their thoughts about these and acknowledgetheir concerns. You then get their support for the way forward.

e) Telling the team about the new processes and how you wantthem to work to fit in with these.

6. There have been some problems in interactions between yourteam and some others. You tackle this by:

a) Telling them to change and respond to the other teams better.

b) Encouraging the team to address the issues and to find workablesolutions.

c) Telling them about the situation, clearly and concisely. You aredirect about your feedback and what you want them to dodifferently.

d) Explaining the situation, encouraging discussion amongst theteam and agreeing some specific steps to improve things.

e) Explaining the situation and agreeing it needs to change. Youexplore the teams thoughts about why the problems occur,before suggesting ways of changing things.



6/14

PART B.

When dealing with others you:

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

11.

12.

Consciously work to develop rapport

Assume it will happen naturally

Are open to their ideasWant to get them to accept your ideas

Convince them to support/implement your ideasSeek their ideas about the situation

Carry on, aiming to achieve your outcomeExplore how they feel about things

Take time to find out about themDo not feel the need to be personally involved

Prefer to focus on what needs to be doneConsciously take time to listen to whats been happening

Use others ideas to build uponStick to your own ideas

Feel you know what you are doing and have no need tochangeListen to, and act upon, their feedback

Pay attention to their response to youFind yourself focused on what you want

Argue with conviction, not shifting your positionAre willing to be flexible to gain agreement

Enjoy listening to their opinionsPrefer to get on with what you want to achieve

Want them to get on and do what is neededFind it easy to empathise with their situation

A

B

AB

AB

AB

AB

AB

AB

AB

AB

AB

AB

AB



7/14

SCORING

PART A Enter your scores in the table below:

Situation Instruct Inform Consult Involve Empower

123456

abdbea

bdbecc

ceacde

dceabd

eacdab

TOTAL

PART B Enter your scores from the boxes on the table below:

Responsive Non-responsive

Receptive Non-receptive

1 A B

2 A B

3 B A

4 B A

5 A B6 B A

7 A B

8 B A

9 A B

10 B A

11 A B

12 B A

TOTAL

RESPONSIVE RECEPTIVE



8/14


PERSON BEING SCORED

___________________________



9/14


You are asked to score this for the person who has given it to you.

PART A EXPRESSING

There are six situations outlined below. You may feel they are notones which would occur for them, however imagine what you think theywould do if they were in the situation. For each situation there are fiveresponses listed. You have 10 points to allocate for each situation.You can spread these in any way you choose. If you think that oneoption would be their response most of the time, you can give all 10points. Should you think they might use two options, share the points

accordingly. In extremes, you could allocate 2 point to each option.

Example:a) 6b) 0c) 2d) 0e) 2

Or any other mix provided it totals 10 pts

PART B RESPONDING

You are asked to share 5 points between two options - again in anybalance you like. You must have a total of 5 for each situation. Evenwhere you feel neither option is right, score it for what they would do ifthey were the only choices.

Example:A) 3B) 2

Or

A) 5B) 0

Or any other combination that totals 5 pts.



10/14

PART A.

1. There have been some changes to a project your colleague hasbeen running. They deal with these changes by:

a) Giving clear instructions about the changes and what theyexpect each person to do.

b) Telling the team about the changes, their implications andwhat will need to be done. They will listen to concerns -without asking for the teams ideas.

c) Telling the team about the changes and their implications.They ask for responses and ideas and include these beforemaking their final decision about the way forward.

d) Telling the team about the changes and their implications.They ask the team for suggestions about how to deal withthese and arrive at an agreed way forward.

e) Telling the team about the changes and their implications.They let the team work out what these mean and develop aplan to deal with them.

2. Your colleague is working against some tight deadlines. Inorder to get things done in time they will:

a) Ask their team to look at their work and to ensure that theyplan to meet their deadlines.

b) Give direct instructions about what each person has to doand by when.

c) Explain the situation to their team and ask for suggestionsabout what they can all do to meet the timescales. Theygain commitment that everyone will do their part.

d) Tell everyone about the situation, clearly explaining theimplications. They acknowledge things might be difficult.

e) Explain the situation and what they need to achieve. Theycheck how the group feel and ask for ideas.



11/14

3. Your colleague is reviewing a project/task with their team.Their approach is to:

a) Give an overview of how they feel it went and ask forfeelings and opinions.

b) Prepare and give a clear presentation of the outcome, whatwent well, what could have been improved and what will bedone differently in future.

c) Ask the team to review how it went both individually andcollectively. They check what has been learned and how will it be usedin future. The team develop the action plan.

d) Tell the team what they felt the result was and what will bedone in the future.

e) Present the overview of the project and encouragediscussion with the team about how they did things, whatthey will do differently etc.

4. Your colleague is required to set some new performancetargets for their team. How will they do it?

a) Tell the team the new targets. Discuss ways of achievingthem, encouraging their ideas.

b) Tell the team the targets, what they mean and what tasksthey will carry out to achieve the targets.

c) After telling them the targets, check how they feel andrespond to any concerns.

d) Explain the targets and the reasons for them. Ask the teamto look at these and develop the actions plans/workprocesses to achieve the targets.

e) Think about what message they will put over and plan todo it carefully. Deliver it, giving the reasons andacknowledge the team may have some concerns.



12/14

5. Due to a re-organisation there will be some changes in the wayyour colleagues team work. They will manage these by:

a) Encouraging the team to get together, look at the newprocedures/processes and work out how implement them.

(They may not agree with these - but will let the teamtry them)

b) Explaining the changes. Asking for ideas from the teamabout how they can implement them and get an agreed planto do so.

c) Telling them about the changes, the reasons and theimplications . Explain how they want the team to work inorder to adapt to the new processes.

d) Explaining the changes and the reasons for them. Allowingthe team to express their thoughts about these andacknowledging their concerns. Getting their support for theway forward.

e) Telling the team about the new processes and how they wantthem to work to fit in with these.

6. There have been some problems in interactions between yourcolleagues team and some others. They tackle this by:

a) Telling them to change and respond to the other teams better.

b) Getting the team to address the issues and to find workablesolutions.

c) Telling them about the situation, clearly and concisely.Being direct about their feedback and what they want theteam to do differently.

d) Explaining the situation. Encouraging discussion amongst

the team and agree some specific steps to improve things.

e) Explaining the situation and agree it needs to change.Exploring the teams thoughts about why the problemsoccur, before suggesting ways of changing things.



13/14

PART B.

When dealing with others your colleague:

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

11.

12.

Consciously works to develop rapport

Assumes it will happen naturally

Is open to their ideasWants to get them to accept their ideas

Convinces them to support/implement their ideasSeeks their ideas about the situation

Carries on, aiming to achieve their outcomeExplores how they feel about things

Takes time to find out about themDoes not feel the need to be personally involved

Prefers to focus on what needs to be doneConsciously takes time to listen to whats been happening

Uses others ideas to build uponSticks to their own ideas

Feels they know what they are doing and have no need to changeListens to, and acts upon, others feedback

Pay attention to peoples response to themStays focused on what they want

Argues with conviction, not shifting their positionIs willing to be flexible to gain agreement

Enjoys listening to their opinionsPrefers to get on with what they want to achieve

Wants others to get on and do what is neededFinds it easy to empathise with their situation

A

B

AB

AB

AB

AB

AB

AB

AB

AB

AB

AB

AB



14/14

SCORING

PART A Enter your scores in the table below:

Situation

Instruct Inform Consult Involve Empower

123456

abdbea

bdbecc

ceacde

dceabd

eacdab

TOTAL

PART B Enter your scores from the boxes on the table below:

Responsive Non-responsive

Receptive Non-receptive

1 A B

2 A B

3 B A

4 B A5 A B

6 B A

7 A B

8 B A

9 A B

10 B A

11 A B

12 B A

TOTAL

RESPONSIVE RECEPTIVE


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