Communicating+with+Columbia+Michael

Return to Strategies for Communicating with OIT


 * **My Highest Style:** Conscientiousness (C) ||
 * **My Classical Pattern**: Objective Thinker Pattern ||
 * **Select the three most important strategies**
 * for each of the areas to share with your colleagues** ||
 * * Create opportunities for him to demonstrate his expertise
 * Validate his efforts at achieving results that meet his standards
 * Provide situations where his logical and systematic efforts will contribute to long-term success
 * Accept that he may be reluctant to express his feelings
 * Provide him opportunities for private time
 * Accept that he may be quiet and observant in social situations
 * Provide opportunities for him to talk knowledgeably with others about a specific subject
 * Accept his need to be "right" and his distress at mistakes, especially his own ||
 * **//When communicating with me…//**
 * Michael tends to prefer communication to be somewhat formal in new situations, avoiding personal references and discussions
 * He tends to be matter-of-fact, preferring a logical presentation of information rather than emotional expressions
 * He may have difficulty storing information that conflicts with his perception of how things should be
 * Check for points of disagreement or misunderstanding
 * He may aggressively question the information presented in an effort to reconcile conflicting sources of information
 * Respond to the questions with specific information in a nondefensive manner
 * Michael tends to prefer to have time to process new information before responding ||
 * **//When you want to compliment me…//**
 * Use concise, accurate, specific statements, preferably in private
 * Compliment his competence in a specific skill area
 * Praise his continued commitment to meeting high standards
 * Compliment his tactful, discrete or subtle approach to difficult situations
 * Acknowledge his ability to remain calm and detached in emotionally charged situations
 * Recognize the value of his insightful thinking in complex situations
 * Validate his use of logic in handling problems ||
 * **//When you need to provide me feedback…//**
 * Take time to reduce his potential defensiveness by acknowledging his areas of competence
 * List specific behaviors and the consequences of those behaviors
 * Keep the discussion factual, accurate, logical, and impersonal
 * Specify needed change, explaining why the change is necessary
 * Solicit his thoughts about the solution
 * Provide him an opportunity to think about the situation before responding
 * Let him develop a strategy for change before committing to a specific course of action
 * Disengage from right/wrong discussions
 * Get a clear commitment from him for specific actions within a defined time frame, with a date for a follow-up discussion ||
 * **//When we’re in conflict…//**
 * Michael initially may withdraw from open conflict, but he can become aggressive
 * State the issue calmly, logically, factually, citing specific behavior or situations
 * Reduce his defensiveness by acknowledging his thoughts, without reacting defensively, by saying "I can see your point"
 * Listen to his thoughts, then re-direct the discussion to the current issue
 * Minimize time spent discussing all the factors contributing to the issue in the past by focusing on what is going to be done right now to resolve the conflict
 * Counter statements of blame or attack by acknowledging that you heard what he said, and, without discussing it, move back to the issue under discussion
 * Counter critical statements about your behavior by acknowledging that your behavior may have been less than perfect, without becoming defensive
 * Ask what he needs to resolve this conflict on a win/win basis
 * Acknowledge his need to take some time to think about the situation before he can respond
 * Affirm that your intent is to resolve the conflict, not to criticize or attack him personally
 * Counter his tendency to use passive resistance as a form of indirect aggression by asking him to state specifically what he intends to do and when
 * Establish clearly what you both understand to be the next step in this situation
 * Affirm that you value his thoughtful, insightful approach to the situation and his desire to resolve the issue on a reasonable, equitable basis
 * Respond to his need to think about the situation and to process the issues by scheduling a time in the near future where you would be willing to review the situation more formally, with more depth, allowing him time to prepare his thoughts ||
 * **//When we need to problem-solve…//**
 * Michael tends to prefer an analytical, systematic approach to solving problems, considering all contributing factors and possible consequences
 * He may need to be coached on alternate problem-solving techniques for problems that need more immediate solutions
 * He tends to want to find a perfect solution
 * He may need help in developing a workable solution rather than a perfect solution ||
 * **//When we need to make decisions…//**
 * Michael tends to approach decision-making in an analytical manner, calculating risks and potential payoffs
 * He may want more time to gather information
 * Discuss what are appropriate amounts of time to spend in analysis
 * Assist in setting a time limit for a decision
 * Michael can get bogged down in "what-if" concerns
 * He may need reassurances on what the personal consequences of being wrong will be ||
 * **//When we need to make decisions…//**
 * Michael tends to approach decision-making in an analytical manner, calculating risks and potential payoffs
 * He may want more time to gather information
 * Discuss what are appropriate amounts of time to spend in analysis
 * Assist in setting a time limit for a decision
 * Michael can get bogged down in "what-if" concerns
 * He may need reassurances on what the personal consequences of being wrong will be ||
 * He may need reassurances on what the personal consequences of being wrong will be ||