Communication Style 101

Category: All Topics, On-Demand Webinars, Webinars
ID: W-1010

FREE

Effective communication is the very lifeblood of any organization. If communication is not clear and persuasive between managers and employees, and employees and customers, then other vital goals are forever out of reach. If your organization strives for successful leadership, teamwork, customer service, or even the ability to execute a coherent business strategy, knowing employees’ communication style is where you need to start. With that information, you’ll be able to bring about meaningful improvements in communication skills, because participants will gain understanding of how their own style work, and how it effects others.

In this webinar, you’ll learn about HRDQ’s number one product What’s My Communication Style and why communication style training matters most of all in the workplace. This proven training assessment and workshop identifies an individual’s dominant communication style – Direct, Spirited, Considerate, or Systematic – and the communication behaviors that distinguish it. Let us show you how you can incorporate personality style and communication skills into your training efforts.

Participants Will Learn:

  • An introduction to the four primary personality styles
  • Understand the principle preferences and behaviors that motivate each style
  • Explore how assertiveness and expressiveness influence effectiveness
  • Understand which combinations of style and behaviors can lead to tension and relationship stress at work


Who Should Attend:

  • A training or HR professional who delivers training
  • An independent training consultant
  • A manager who delivers or purchases training as part of their role

 


 

Additional FAQ’s About Communication Style 101

 
Are styles are related to personality style or DISC?

We define personality style as: the way people act when they are able to do things their own way.  Personality style affects our interactions with others (Hunsaker & Alessandra, 1980), and it is important in several aspects of organizational and personal life. People with different styles have different priorities and func­tion at different paces. These differences can create problems if they remain under the surface. If Joe is slow and thorough and Jane is fast and decisive, their working relationship will be stressful unless they are aware of each other’s preferences. Knowledge of personality styles prevents misinterpretation and frustration.

The concept and the basic dimensions of personality style date back to Karl Jung’s 1914 work on personalities.  In the 1920’s William M. Marston, published his research in the book Emotions of Normal People (1928). It was reprinted by Persona Press in 1979.  Marston said there were four predominate personalities called DominanceInducementSubmission, and Compliance. Some researchers later reduced this to the term “DISC” which is used by various companies selling DISC assessments and reduces copywrite infringements with each other.

Marston’s research is also the basis for other personality inventories like the “Social Styles” (used by Wilson Learning, Tracom, Proteus, and other companies which use Driver, Expressive, Amiable, and Analytical as the four styles).

All of HRDQ’s popular Style Series assessments also use the four style research basis.

So the answer to your question is “yes” and “yes.” Styles are related to personality styles which are also assessed by various DISC assessments as well as other assessments.

We believe our Style Series have more valuable assessments because the questions and interpretations are all context specific.  For example, we have assessments for Coaching Style, Leadership Style, Time Style, Selling Style, Learning Style, Team Member Style, etc.  This helps your learners apply their discoveries quicker and in more relevant situations instead of having a generic assessment style like DISC or Social Styles.

Plus we have found that learners have different styles in different contexts. A person might be Direct as a leader, but when they coach they might be more Considerate in style. Our assessments help learners see what to do in those different contexts.

We have also discovered that in using one context specific instrument, the session timing is quicker and easier for trainers that are pushed to reduce training time. Often DISC or Social Styles are longer because of the explanations that are needed to show relevance.

Are there communication styles that cross over each other?

Yes, some people have two styles that are rather predominate styles.  Consider the following possible tendencies.

Balanced Style Tendencies:  If all your four styles fall in the average range, you have rather balanced use of all four styles.  Often a person with Balanced Style Tendency can use all four styles when communicating. This might mean that this person can adapt better to people of varying styles. It might also mean that this person can more easily listen to people who have extreme styles (like someone who is always very Spirited in their style).

One Predominate Style Tendencies:  If you have only one style have is above average, that style is a predominate style for you. Often a person with a Predominate Style Tendency relies heavily on that style and might have challenges in using other styles. For example, a person with a very high score on Direct, may rely on using that style all the time no matter what the situation.

Someone with a Predominate Style Tendency might have trouble listening to people who do not use that same style.

Two Strong Styles Tendencies:  If you have two styles that are above average, those two styles are frequently used styles.  Often people with Two Strong Style Tendencies use one of the styles as a frequently used back-up style.

For example, consider a manager who is very Systematic in managing the department, but when asked to make a presentation naturally becomes very Spirited.

We believe our Style Series have more valuable assessments because the questions and interpretations are all context specific.  For example, we have assessments for Coaching Style, Leadership Style, Time Style, Selling Style, Learning Style, Team Member Style, etc.  This helps your learners apply their discoveries quicker and in more relevant situations instead of having a generic assessment style like DISC or Social Styles.

Plus, we have found that learners have different styles in different contexts. A person might be Direct as a leader, but when they coach, they might be more Considerate in style. Our assessments help learners see what to do in those different contexts.

Presenter

Peggy Greenberg is President of Peggy Greenberg Training and Consulting. Peggy has over 30 years of experience in staff and organization development. Prior to starting her own business, Peggy was the Director of the Office of Education and Training for the United States Senate. Her office was responsible for the training and development of Senate staff in Washington DC and throughout the country. She has also held Director level positions in large health care systems in Washington, DC and Boston. Since starting her own training and consulting firm, Peggy’s clients have included the Department of Justice, US Senate, Glenridge Healthcare Solutions, CAQH, K12, and the City Of Alexandria to name a few.

Peggy is passionate about the importance of lifelong learning and the value of developing employees to their full potential. Her clients know her as someone that is very skilled at competently assessing needs and designing learning that is both engaging and relevant. Peggy’s passion for continuous development drives her to always seek new ideas, concepts and methods to enhance her professional skills.

In addition to her undergraduate degree in Nursing Peggy also holds a graduate degree in Adult and Continuing Education From Boston University.

Share this post
Share on facebook
Share on twitter
Share on linkedin
Share on email

About HRDQ-U Webinars