Everyone has a unique behavior style and a default that they tend to lean towards. Do you know what yours is? Are you aware of the ways that you tend to lead and behave around others?
Having this self-awareness and knowledge is crucial to being able to be an effective leader.
If you don’t know what yours is here are some descriptors for the main behavioral leadership types that may help you start to pinpoint where you might land.
- Controlling Style: “tends to take charge, is bottom line focused”
- Supporting Style: “tends to be relationship oriented, is a team player and builder”
- Promoting Style: “tends to be stimulating and inspirational, radiates excitement for new ideas”
- Analyzing Style: “tends to be thorough, organized and a good planner”
(Behavioral Styles– Senn Delaney)
Learning about the Behavioral styles has helped me to better understand myself and who I am. It was really helpful to see some of the negatives that can come with my style, which is the supporting style, as well as where there is the most potential. For example, confronting people and saying “no” can become negatives and roadblocks to the supporting style. So it is important to be aware of that and to take steps to grow on those weaknesses. I also think it was helpful to read the advice on how best to work with those who are the controlling style as that is where there is the most conflict potential. So realizing simple things like giving them more freedom and allowing them to have input in decisions are ways for them to thrive and feel supported. Which in turn will lead to less conflict and a better outcome.
One thing in particular that will increase my effectiveness as a social worker is to follow some of the pieces of advice that they gave for the supportive style when it comes to conflict. One important idea is to be more results-oriented and to see conflict as a way of working through things rather than a personal attack. I think if I can see conflict as being something that can be productive and helpful it would allow for a lot more growth and I would be less prone to ignoring or drawing back when conflict arises.