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Conscientiousness. Individuals who demonstrate
Conscientious or “C” behavioral tendency are slower paced and task-oriented. The “Cs” are concerned about doing job right and will pay inordinate amounts of attention making sure it is. Unless quality will be improved, “C” does not like sudden or abrupt changes. They get their job done by working with existing circumstances to promote quality.
These people attend to key directives and standards, concentrate on key details, use a systematic approach to situations, are diplomatic with people, check for accuracy, think critically, and use subtle or indirect approaches to conflict. They seek an environment that includes security, standards, protection, reassurance, stability, and collegiality. They need others who delegate important tasks, make quick decisions, open doors, use policies only as guidelines, compromise with opposition, state unpopular positions, initiate and facilitate discussion and encourage teamwork. To be more effective, individuals with “C” behavioral tendency need precision work, opportunity for careful planning, exact job descriptions, scheduled performance appraisals, respect for their personal worth, and tolerance for conflict.
Adapting to Another’s Dimension
Different behavioral dimensions are not a liability. They are an asset because one person’s limitation is another’s strength. If you understand and respect another’s individuality, you can give other person what they need to feel good and you can build on their limitations. For example, if you are managing “Ds” you must understand and respect their need to control environment. Don’t try to force your behavioral dimension on them. If you do, they will balk. Let them set their schedule and work however is best for them. Those with “I” style want to be sure they will have plenty of interaction with other people when they do their job. They think of projects in terms of how much fun they will be. The “S” style employee wants to know you are dependable. They need to be confident they can count on you and that you are available for follow-up.
The “C” dimension employee can get so wrapped up in perfection, it can take a long time to finish a project. “Cs” pay much attention to key details because they want to make sure they dot every “i” and cross every “t.”
The only way you can learn to identify other people’s behavioral dimension is to practice, practice, and practice picking up cues and signals. Then you need to practice adapting yourself to their dimension. As we become more technologically advanced, we tend to ignore human side of productivity. This is a mistake. We can’t neglect people who run machines and computers. For you to be most effective in dealing with others, you must understand what motivates them and give them what they need. This simple skill of reading another’s behavioral dimension, and being flexible enough to adapt yours, can go a long way toward a more productive work or business relationship.
Susan Cullen is President of Quantum Learning Solutions, Inc., based in New Jersey. She speaks on the topic of “People Literacy” and is a distributor for Inscape Publishing, publishers of the Personal Profile System. For more information go to www.quantumlearn.com or you can reach us at (800) 683-0681.
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