In our last blog we provided an overview of the Utilitarian/Utility value/motivation. A recap for this value is that people with higher scores are driven by opportunities that have practical results, maximizing both efficiency and returns for their investments of time, money, talent, energy and resources.
Let’s learn about the third value/motivation, Aesthetic/Surroundings.
If a person has a high score in this value, they are driven by the experience, subjective viewpoints and balance in their surroundings. They like a harmonious workplace in the environment and want to achieve balance in all areas of life.
Conversely, those with lower scores in this motivation focus more on the tangible and functional components of their surroundings, preferring function over form; utility over beauty.
Here is an example of how this value is viewed differently.
An architect was designing a new home. It has unique angles to the roofline and incorporated an interior design that allowed for an array of areas that created tranquility throughout. One of the main features was a large fish tank that divided the living area from the kitchen, and another was a wide hallway with palm trees and exotic plants. A person with a high aesthetic value would appreciate this and enjoy the beauty, while a person with a lower score would find fault with the design due to the wasted use of these areas that could be put to better use in terms of functionality.
Imagine having a discussion with someone regarding the beauty of this new home if they preferred functionality over the aesthetics.
- What a waste of space! Who is going to spend time in this hallway looking at the plants? There could have been a large kitchen island put in if the fish tank wasn’t there since that is where people gather when they are visiting.
When looking at it from a more aesthetic perspective, you may be thinking:
- Isn’t this beautiful? I love the colour of the fish and could sit for hours watching them. I’m so glad there is space amongst the plants to put a small chair…what a wonderful place to relax!
Once again, there is no right or wrong. It is simply how people view the value of aesthetics differently.
In our next post we will discuss the fourth value/motivation; Social/Others.
In our last blog we provided an overview of the Theoretical/Knowledge Value. A recap for this value is that people with higher scores are driven by opportunities to learn, acquire knowledge and the discovery of truth.
Let’s learn about the second value/motivation,
If a person has a high score in this value, they are driven by opportunities that have practical results, maximizing both efficiency and returns for their investments of time, money, talent, energy and resources. When expected to work for what they perceive as insufficient pay or acknowledgement of their talent they will be disengaged and unmotivated in the workplace.
Conversely, those with lower scores in Utilitarian/Utility are more concerned about the completion of a task for the sake of completion rather than the expectation of personal return.
This is a good example of why you must make sure you are motivating people in the correct way. If you are having a contest for who finishes the project first with a reward of cash at the end, the person with the higher score will be excited. However, the person with the lower score would NOT be motivated by the end reward.
Imagine having a discussion with someone regarding a bonus for early completion of a specific project… If you are expecting the same result in less time and/or with less resources, in turn for the bonus, the other person may be thinking:
- That’s our job to get that done and we know what to do… why do you always need more?
When looking at it from your perspective, you may be thinking:
- Why doesn’t everyone get on board with these incentives we are being given to complete the project early?
Once again, there is no right or wrong. It is simply how people view the value of utility differently.
In our next post we will discuss the third value/motivation; Aesthetic/Surroundings
What motivates us or what we “value” is the window to our world.
It is what drives our behaviour. We all have the six motivators in varying degrees. Today, we are going to focus on the Theoretical/Knowledge value.
There are different ways to look at each motivation. On one side of the scale, a person who has a high score in the theoretical/knowledge area will seek out information at all times. You may know someone who is constantly checking facts and looking at background information on television characters while watching TV! They are driven by opportunities to learn, and if they are passionate in this motivation they may be seen as a “perpetual student”. If you are one of these people, can you imagine being in a career where there is no reason for continuous learning?
On the other side of the scale, there are people who are driven by utilizing their past experiences and intuition. They prefer to only seek out specific knowledge when necessary. Others are more satisfied in a career where they must continually acquire knowledge on a daily basis in order to perform well.
Now think about a time when you have been having a conversation with someone regarding education. If you believe that everyone should constantly learn but are conferring with a person who believes that there are better ways to utilize time, they may be thinking:
- “There are other things I’d rather be doing than educating myself on things that I won’t use.”
When looking at it from your own perspective, you may be thinking:
- “Why does everyone not want to constantly learn everything possible?”
As you can see in both cases, when it comes to how you value knowledge, tensions may occur since you are seeing this value from a different perspective. This is because you are on the opposite side of the spectrum.
In our next blog we will discuss the second value/motivation: Utilitarian
Have you ever thought to yourself, ‘that person has a bad attitude’?
Our values/motivations represent how we view the world. When two people have different values there will undoubtably be a debate in a conversation where one feels their values are being attacked.
Our values/motivations are the reason we behave the way we do as we see it as the way to get what we want! If we take the time to understand the ‘why’ behind another person’s views it will lead to better communication. A good relationship doesn’t mean guaranteed agreement all the time however it does help us open our minds to hear what the other person is saying without judgement.
As with the DISC behaviours, everyone has each of the following motivations in varying degrees.
In our next blog, we will discuss the first value/motivation: Theoretical
Tips to Help Recognize Behavioural Styles
Our past posts provided information on the various styles of behaviour. To recap:
D – Dominance; How you approach and respond to problems and challenges
I – Influence; How you influence people and contacts to your point of view
S – Steadiness; How you respond to pace and consistency
C – Compliance; How you respond to procedures and challenges
Here are some quick tips to help you determine the main behavioural style of others.
Dominance Influence Steadiness Compliance
Extroverted Extroverted Introverted Introverted
Task Oriented People Oriented People Oriented Task Oriented
Direct Indirect Indirect Direct
Quick to anger Optimistic Hard to Read Critical
Once you have identified the other person’s style, you will be able to adapt your own style for better communication. Remember, it is important to understand that every personality has all of these elements in it to varying degrees. As an example, some people will be highly compliant and low influence, with a very high steady style and a moderate dominance style, while others will be the exact opposite.
In part one of this series, we said that understanding the impact of your own communication style as well as that of others is just the starting point of a good relationship. There is another important factor that needs to be considered. What motivates the other person, or in other words, what is it they want that is making them behave the way they do?
In our next post, we will discuss the various motivations people have. Our values/motivations are the reason we behave the way we do as we see it as the way to get what we want!
In our last post, we discussed the basic elements of the Steadiness factor of DISC. As a recap of what we have discussed so far:
D – Dominance;
How you approach and respond to problems and challenges
I – Influence
How you influence people and contacts to your point of view
S – Steadiness
How you respond to pace and consistency
Today, we will introduce the basic elements of C; Compliance.
Compliance is the element of an individual’s personality that indicates how you respond to procedures and constraints set by others. Highly compliant people like the structure of rules, while a lower compliant person may believe rules and procedures are simply guidelines and do not apply to them!
High compliance will manifest as a person who is detailed and organized. They do not make or accept decisions at face value, instead needing details, facts and data to support the decision. You may find them making up more rules for others to follow if they feel the current procedure isn’t adequate. Alternatively, the lower compliant individual is self-reliant and will take chances by bending the rules, along with appearing to be unorganized. They will question ‘why’ they have to work within the system if the results of their ‘out of the box’ way are the same.
When communicating with a high compliance personality, appreciate their need for prove of concept. Data, spreadsheets and facts will gain their approval for any and all decisions. The lower compliant person needs others to understand their independence and confidence in getting the job done their way.
In our next post, we will provide you with some quick tips on how to recognize behavioural styles.