This is part two in a two-part series on the differences in working styles and how to best utilize them in the workplace. Read part one here.
There are four different working styles, according to Gail Green, president of Go Green Learning. Those are: amiable, expressive, analyzer, driver and flex. Regardless of style, when coaching, managers need to be prepared to respond in order to understand what’s in it for the employee.
More specifically, Green says to consider the following questions:
- What’s in it for them to listen to you?
- What’s in it for them to buy into your ideas?
- What’s in it for them to change?
Green concluded her presentation by talking about what she called bridging language. She suggested the following techniques:
- Use lead in phrases like “I see your point,” “We’ve been looking at this issue, too,” “I’m glad you brought that up,” and “I hear this is important to you and your team.”
- Look for common ground and include it in your conversations.
- Focus on the end result and not the problem.
- Use “and” vs. “but.”
- Paraphrase to ensure understanding. Say things like “What I hear you saying is…” or “Let me make sure I’m clear. Are you suggesting…”?
Green also suggests using discovery questions. These questions can smooth over tough feedback and conflict situations and shows the listener that you are open to learning. Sample discovery questions include:
- How can I assist you?
- Tell me what happened.
- What thoughts do you have?
- What else is important to you?
- What will you need in order to complete this project?
- Do you have any suggestions?
The key points Green stressed when concluding her presentation were the importance of paying attention to style differences—including your own—and changing your approach depending on your audience.
Jane Clark focuses on managing the member services operation at NationaLease as vice president of member services. She works to strengthen member relationships, reduce member costs, and improve collaboration within the NationaLease supporting groups.
