communication styles

Communication style test

random ................................................................ patterned

warm ................................................................... cool

spontaneous ......................................................... calculated

unorganised ........................................................ organized

expressing .......................................................... withholding

relationship orientated ......................................... task orientated

impulsive ............................................................... discriminating

close ................................................................... distant

relaxed ................................................................ self-controlled

unstructured ........................................................ structured

flexible .................................................................. rigid

casual .................................................................... proper

emotional ............................................................ mental

available ............................................................. undisclosed

unfocused .......................................................... focused

scattered ............................................................ disciplined

non-conformist ................................................... conventional

Communication style Analyse (second part)

takes charge ..... ................................................. goes along

ready ................................................................... hesitant

challenging .......................................................... accepting

overbearing ......................................................... shy

extrovert .............................................................. introvert

loud ...................................................................... quiet

initiator ................................................................. receiver

leader ................................................................... follower

outspoken ............................................................. withdrawn

talkative ................................................................ listening

statements .......................................................... questioning

overt ................................................................... covert

argumentative .................................................... agreeing

outgoing ............................................................. timid

approaching ....................................................... avoiding

expanding .......................................................... contracting

acting ............................................................... retiring

Communication style Analyse

Page 1

Assignment:1. Fill in the two pages and ask yourself at each line which one fits you best in most cases.

Every answer is okay, it is about a style (that you can also change). 2. By filling in the test spontaneously, you will get an insight in your favorite communication

style. It’s not about if your responding in a socially desirable way, or if you put a cross on the left or on the right, be as honest as possible to yourself when you fill in the test.

3. Place an X in the colum at the most relevant word, it’s about what usually suits you best. 4. Count all the crosses per colum and note them at the bottom of the total line.

1 random patterned1 warm cool1 spontaneous calculated1 unorganized organized1 expressing withholding1 relationship orientated task orientated1 impulsive discriminating1 close distant

relaxed self-controlled 1unstructured structured 1flexible rigid 1

1 casual proper1 emotional mental1 available undisclosed1 unfocused focused1 scattered disciplined

non-conformist conventional 1

13Total

4

Note lowest score under the highest score.

Subtract the lowest score from the highest score and note it underneath.

Go to page 2 and make a choice in the same way

Communication style Analyse (continuation)

Page 2

takes charge goes along 1ready hesitant 1

1 challenging accepting1 overbearing shy1 extrovert introvert1 loud quiet1 initiator receiver

leader follower 11 outspoken withdrawn1 talkative listening1 statements questioning1 overt covert

argumentative agreeing 11 outgoing timid1 approaching avoiding1 expanding contracting1 acting retiring13

Total4

Note lowest score under the highest score.

Subtract the lowest score from the highest score and note it underneath.

Communication style example page

Page 1 gives you a score on the level of informal (left) – formal (right)Page 2 gives you a score on the level of dominant (left) – passive (right)

The next step is to translate your score from page 1 and 2 into your own communication style 18

9

18 9 0 9 18

9

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INFORMAL

FORMALExample:Outcome page 1: Suppose: informal (left) = 12 and formal (right) = 5Place 5 under 12 and subtract the numbers from each other = Informal 7Place a horizontal line above the zero line (because that is the informal side) on 7 (see the dotted line)Outcome page 2: Suppose: dominant (left) = 7 and passive (right) = 10Place 7 under 10 and subtract the numbers from each other = Passive 3Place a horizontal line right of the zero line (because that is the passive side) on 3 (see the dot-stripe line)Your own communication style is where the dotted and the dot-stripe line cross

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Communication style Sheet

Page 4

In this sheet you can fill in your score.

INFORMAL

18

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18 9 0 9 18

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FORMAL

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Communication style main characters

Blad 5

Take your crossing point over to this page (perhaps press through with a pen)In the table with main styles.

INFORMEEL

NL = 40-42 %

Promotor

NL= 10-14%

Supporter

Controller

NL= 25-30%

Analyser

NL= 10-14%

FORMEEL

Analysing / Analyser style

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People with this style are inclined to problem researching behaviour. They are more aimed at ideas and concepts than relationships and feelings. Above immediate action, they prefer study and a very careful consideration. They make a thoughtful or even a hesitating impression. They bring calmness in a group through their moderate and modest behaviour. Thoughtful and not aggressive, they mostly wait until others address them instead of coming in front with their own opinion. They often need a lot of facts and opinions before they make a decision. They are often very 'regrettable' because they keep busy with collecting information, even after the choice is made. The role of an adviser fits well with their serious and precise way of handling. Others see them as academic and people who take themselves very serious.

With relationships, they usually wait 'to see which way the cat jumps'. They find it very hard to talk openly about their feelings because those are very deep. Although they don't create friendships themselves, others like to knock on their door because they are good listeners. When they have an emotional bond / connection with someone, it will be forever, in principle. They are not after personal recognition, they rather work in the background, with the task: analyse and problem resolution. They like to use their ability to resolve problems or getting information as a basis for relationships. They usually wait with giving their opinion until they can defend it thoroughly. They think it's terrible to be wrong and want to prevent that at any price. Although they seem sensitive, they can be hard and decisive when necessary. They rather avoid confrontation and conflicts with others.

These persons are inclined to be formal also in personal relationships and, because of that, are considered as distant or even boring. Things take a long time with them; they are busy with analysing and collecting more information, while it becomes time to make a decision and action. They could be more affective if they try to be less serious, loosen up, and enjoy things more.

In their work, they take the task usually orderly and systematic. Aimed at details and thorough as they are, they like it when business is rational and well organized. They wait until they have certainty and the task is clear. Then they go determined, scrupulous, and industrious to work. Clear, written down rules and regulations provide an environment where their methodical approach can be very effective.When they are confronted with chaos and half-heartedness, they can be tense and even get paralysed. Because a hard competition doesn't work for them very well, they naturally go more in the direction of an advisers role. Their solid and calm way of acting makes that others come to them for getting advice, the exact facts and precision.

Supporting / Supporter style

People whit this style are seen by others as easy-going and nice, you will almost never get a dispute with supporters. Although they respond to people interactively, in social situations they tend to leave the initiative with others. They find it hard to refuse a request, because they want to be helpful. They give way, even if it conflicts with their personal interest. Their understanding and friendly approach to people makes them non-threatening and nice company. Usually they don't have the need to impress others, to compete or to convince someone of their being right. They tend to pay more attention to feelings and relationships than to logic or tasks. They don’t have pretences and do have an indulgent attitude to others.

They usually search for close, warm and long lasting relationships. Supporters are good listeners who take time to make someone feel comfortable and to support them. They approach others more based on relation than in need for a task and accept all kinds of people. Partly because they want to be liked. Sensitive for praise they eagerly focus on wanting to be liked, and can pretend to agree with people, even if they don't and they are not planning to agree. At any price, they try to prevent that feelings of people get hurt and therefore they often have feelings of resentment … afterwards.

They appear to have little interest for planning and setting goals and usually need structure and a specific description of what has to be done. They will do everything possible to complete tasks as desired, because they want to serve others. It will do them well to give honest and direct feedback to others. They should learn to bring their ideas more profound upfront and take the risk that other won't agree with them. They can be more effective if they use their relation skills for their task.

In work, they are focussed at co-operating and servicing others or the company. They work according the rules to avoid that there will be misunderstandings between people and that is why they will easily accept leadership. They try to become liked by doing what is expected from them. They want the approval that what they do is good and they are sensitive for personal attention from their superiors. Supporters are loyal employees when an emotional connection exists. Because they hate conflicts, they are reluctant to tell unpleasant information. They like to be lead by others. If they think that there idea will benefit others, than they will propose that idea in a non-threatening manner.

Promoting / Promoter style

People with this style usually get involved with others in lively situations where ‘something happens’. In general, they love inspiring and exciting activities. Because detailed analysing doesn’t suit them, they easily generalise based upon sporadic factual information. They tend to exaggerate. They are mostly stimulating company, social, friendly, lively and personal. They want to have pleasure and search people who like to play the game and who are spontaneous. Somewhat leaning to drama, they loudly present things to convince others. Meanwhile this person has thought up another idea or proposal. Their enthusiasm can be interpreted as unbalanced or egocentric.

Although they are seen as very social and powerful, other people experience them as manipulative and nonchalant. They are aware of and feel involved with feelings and ideas of others. They try to involve others with their plans and activities, when it is about work, tasks, relaxing and entertainment. These persons are usually very competitive. They don't hide their feelings and like to help in interpersonal situations. They can try to achieve status and prestige by binding to certain people, of which they think that these have leadership qualities or charisma.

People with this style usually don't care about details and go on enthusiastic, without completely finishing their tasks. They draw conclusions based on intuition or inspiration. Because they step up to things quite careless, organisation and structure can work motivating for them. These people, on management positions, profit by a well organised and methodically supporting team around them, to prevent them from wandering and to compensate their lack of conscientiousness.

In their job, they want to be liked by others, especially those who are sensitive to their loud or extravagantly way of acting. They attach themselves to leaders (who they admire and want recognition from). Approval and support motivates them mostly. Usually they are loved persons to work with. Their imagination and enthusiasm motivates very much. Within their jobs, they want recognition from their college’s as well as from and their superiors. Because they don't want to stand still at a task too long, they take pleasure with less quality in order to keep going on. They work effectively in an environment that offers them some structure through planning and process, which aren't natural points of attention for them.

Controlling / Controller Style

People whit this style are mostly active, independent and ambitious. They radiate self-confidence. They take initiative with individuals as well as in groups and love to organise things. Usually they naturally take the lead upon them. They like information and take it upon them to clarify the who, what, where and how in certain situations. Generally speaking they are powerful people with a strong will, prepared to confront others with their ideas and attitudes. They usually decide easy and quick, so that they look efficient, which sometimes gives a desperate feeling to mankind. As a consequence of a strong task orientated approach it can be difficult for them to show their emotions. Because they prefer order and organisation, they are able to easily structure chaos. They prefer to have the lead and dislike it if others are in charge of them. They want to have every aspect of their own life in their own hands.

They judge others on their results. They can be demanding, striving to reach their personal goals without realising that their behaviour can irritate others. They are looked at as competitive and determent. Sometimes they push too far and have too much criticism to others. They like to finish their work prior to taking the time to build personal relationships and therefore do experience the 'lonely-at-the-top' syndrome. They are at risk of being inpatient and it is useful to enlarge their listening-skills to others and recognise the importance of feelings next to their sometimes pitiless logic. In general, they are very punctual and keep their promises as if they were holy vows.

In their job, these people like a challenge with thrills and get bored if the pace is too slow. Their need for personal success can limit their ability to co-operate with others by striving to realise the organisation goals. They can get scared if they don’t have the situation under control. They usually set goals and work towards them step by step. Others easily accept their authority and leadership, because they offer guidance, leadoff and help to transform everybody's effort into concrete results.

Guidelines for communication styles: Promoter

Subjects

Dominant characteristics:

The way others see them:

How to talk to:

Appointments & punctuality:

How to start a conversation:

Structure of a conversation:

How to change:How to present a new task:How to present a change:

Mistakes:

How to give criticism:

They hate:

Anger:

How to help them from their anger:

How to get their co-operation:

How to give them acknowledgment:

Other aspects:

Background information

Pictures, names, centre of attention, light in energy, challenge, speakers, concrete

- Shallow, manipulative, arrogant, noisy, not trustful, dreamers, living in illusions, big words+ Brilliant, charismatic, creative, funny, joyful, great ideas, solidarity/together

With humour and pleasure, enthusiastic, with pictures and story’s, make it a challenge

Time is no issue, prefer without agenda

Bit extensive, nice story, with a joke

All promoters talk at the same time

Ask for their ideasNew task= new ideaDo it immediately. Go!

Promoters never make mistakes, let them find it out themselves by letting them think of a alternative idea

Don’t! First something positive

Authority, public criticism, details, writing/reading of papers, you have to do

1 Explosion!!!2 Quiet (in for revenge)

Short and simple apologies

By asking, could you do me a favour….Give them a challenge

Big, extensive and in public/with an audience

Stealing ideas is terribleBody language is big and movingPlayfulEasily bored if there is no challengeTasks in small partsFast excited/ fast cooled down on something

Guidelines for communication styles: Supporter

Subjects



How to talk to:





Mistakes:


They hate:

Anger:




Other aspects:


Sensitive, emotional, vulnerable, social binding (together)

- Troublemakers, slowly, hesitating, weak, indecisive, crying+ Careful, precise, trustful, good team members, good social leaders

Feelings and details, information on paper beforehand

Appointment beforehand, prefer information beforehand for preparation

In terms of feelings, with a soft voice and let them finish their story

Make clear: subject, background information, feelings, and details. End with a precise task

Tell them beforehandTalk it through with them, subject, feelings, all..Step by step, let them ask questions

Out of care for the person, page, sentence and words

In private, with solidarity and care

Criticism in public, you have to say it now, changes, loud voices, aggressive cynical jokes

They don’t show it, they show the pain

Simple apologies

By asking for their help and clearly explain what you need from them, with emotion and feelings

Modest, small and personal in contact

Body language is small and movingThey are pleasersAsk out of certainty

Guidelines for communication styles: Analyser

Subjects



How to talk to:




How to change:How to present a new task and how to present a change:

Mistakes:


They hate:

Anger:




Other aspects:


Logical, detailed facts, sensitive, gentle, functional, alone

Bureaucratic, formal, rules and codes, afraid to make mistakes

With logics, in logical order and with a lot of details

Prefer with agenda, the best is by appointment

Hi, how are you? Name, function, background and logical details

from big to small, logical and focused on the task

Disturbing the rhythm and the structureAnnounce on beforehand with time and space for questions

Point it out logical, how could it take place

In private behind closed doors, logical and detailed

Enthusiastic promoters, Criticism in public, you have to say it now, changes, loud voices, aggressive cynical jokes

Do not show it

Logical explanation of the issue, short apologies

Appoint it as a part of an original task, very precisely, where when how etc

Calm, in private, something small

Little body language, voice monotone, hard workers

Guidelines for communication styles: Controller

Subjects



How to talk to:





Mistakes:


They hate:

Anger:




Other aspects:


Tasks, results, short, to the point

- Blunt, aggressive, stubborn, cold, without feelings, dictator.+ Loyal, straight, motivated, hard workers, leaders, organisers, goal orientated, serious

Talking: short hi, tasks, results, factsWriting: name, function, subject, main lines

Agenda, always be on time, everything is a task

Short (hi), topic, results (what’s in it)

In order and to the point, tasks and results

By better result, short logical explanation

New part of the task

Short and clear with possibilities to correct immediately

As soon as possible, directly, no sympathy

Being late, not keeping appointments, wasting time, money and energy

Is a tool

Leave them alone in peace, approach them softness(short), don’t touch them, never!

In their way, as a part of the task, for better results

Concrete about the task if its done. Give a new task

Body language is quiet, moving is short, staccato

The primary characteristics of each group:

PROMOTER SUPPORTER

High energy

Enjoyable to be around

Creative imagination

Initiates relationships

Motivating

Competitive spirit

Goal oriented

Dedicated and committed

Loyal team member

Good listener

Patient

Good at reconciling factions

Cause-oriented

Dependable

CONTROLLER ANALYZER

Task accomplisher

Bottom-line results

Self-motivated

Forward looking

Fast decision-maker

Initiates activities

Disciplined

Likes to control others

Objective

Conscientious

Defines, clarifies

Concerned with accuracy

Gathers needed data/information

Tests data

Maintains standards

communication styles

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