Our relationships—whether within our legal teams, with internal stakeholders, or external connections—are key to both individual and organizational success and can be improved by having a deeper awareness and understanding of behavior styles in the workplace. In this session, our presenters focused on introducing a tool to help you identify your behavior style and that of others, they offered tips on how to increase collaboration and avoid conflict, and dove into the common language to help you understand what drives certain behaviors in the workplace.

 As Aristotle said, "Knowing yourself is the beginning of all wisdom." To get the best from who you know, you first must concentrate on understanding yourself and your behaviors and style. Our presenters focused on the Merill and Reid Social Styles Scale which defines our styles on a scale of assertiveness and responsiveness – as highlighted in this diagram.

The X or horizontal axis of this diagram, is a scale that defines assertiveness. The left end of the spectrum may describe someone who is tentative, inquisitive, and perhaps quieter. Conversely, on the other end of that scale is someone who might be more assertive, and more demanding in terms of having their needs and wants fulfilled. Perhaps they are quite decisive or even forceful in their behavior.

The Y axis or vertical scale describes responsiveness or the degree to which someone’s behaviors are seen by others as being emotionally responsible and expressive. Someone with a high degree of responsiveness might be referred to as wearing their heart on their sleeve. They may also display a high degree of emotion in their communication. Individuals with low responsiveness tend to control their emotions more, use fewer hand gestures and facial expressions, and communicate in a more monotone manner.

Using this matrix, the speakers highlighted the Merill and Reid Social Styles which divide behavior styles into four quadrants: Driver (action-oriented, decisive, determined), Expressive (people-oriented, charismatic, energetic), Amiable (collaborative, personable, relaxed), or Analytical (precise, methodological, formal). It’s important to understand that these styles only focus on behaviors and are not necessarily inclusive of all the other elements that make up our personalities.

Using the knowledge you have about the various styles, you can begin to understand where those you interact with may align best and then begin to consider how you may need to adjust your communication or approach to make the most of your interactions with others.

Here are some tips to consider as you communicate with each of the various styles:

Driver: Make sure you are prepared and focused for your meeting and use the time efficiently. Be direct and match your pace with that person. Whether you are meeting in person or delivering a written message, make sure you are precise and to the point. Be confident!

Expressive: Reflect their enthusiasm and their pace, while being upbeat and demonstrating energy and optimism. Being prepared to talk on a personal level will be well-received. You may find yourself getting off-topic, so be prepared to bring it back to the main point and be clear on outcomes.

Amiable: Be prepared for some small talk and to connect on a personal level before you get to your point. Consider making suggestions instead of statements. Communicating at their pace and bringing an informal tone will be well-received. It will be helpful to summarize the conversation but give them the space and time to give feedback and make decisions.

Analytical: Be punctual, bring an agenda with points of discussion and make a conscious effort to keep to the time and agenda. If you have any positions to make, be sure to have data to support your message. They also need space to make decisions and consider all the details, so give them the time and the supporting information they may need.