d many others like Meyers Briggs (which has sixteen categories instead of four) Let’s take a look at the four styles that exist in our society. More than likely, if you have a large team, there are a few of each of these styles on your team:

Socializer: This is the person who is outgoing, energetic, opportunistic, and animated. When you have a conversation with them, afterwards you feel great. On the downside, they can be excitable, impatient, and careless about details.

Director: This person is the “take charge” kind of person. They’re firm, comprehensive, and productiv

Have you ever met someone and instantly connected with them, feeling like you’d known them your whole life? Have you ever interviewed a potential employee and knew within a few minutes that they were your next great hire? Have you ever met someone and immediately didn’t like them? Have you ever worked with someone whom you just couldn’t warm up to?

We’ve all experienced situations like these, and the reasons are based in both psychology and science. It all comes down to behavioral styles. The person you met and liked right away? It was because they were the same behavioral style as you. Looking at that person was like looking into a mirror and seeing your reflection. Therefore, you liked that person right away. The person that you didn’t care for probably had the opposite behavioral style, which may have reminded you of similar people you’ve disliked in the past, who also had the same style.

Where did the concept of behavioral styles come from?
The concept of behavioral styles was first popularized by Dr. William Marston in 1928. Dr. Marston was a psychologist, lawyer, and inventor who invented the polygraph machine, more commonly known as the “lie detector”. He established the self-help book industry. His work with behavioral styles was based on research in psychology, emotions, and behavior. Looking back in history, even Plato and Socrates were studying different styles of human behavior. Quite simply, behavioral style is a way to identify a person’s inclination by observing their actions. People give clues about their characteristics through their behavior. You just need to know what to look for.

What does this have to do with leadership of my team?
So what does this have to do with you leading a team? Everything. The key in motivating and managing employees lies in a secret which goes against the grain of everything you were ever taught. The key is not to treat everyone the same. The key in management is to customize the approach to each employee, based on your understanding of their behavioral styles. When you adapt your style to accommodate the person whom you are managing, it will maximize productivity, reduce stress, increase retention, and boost morale.

The Four Styles
The four behavioral styles have been made popular by programs such as The Platinum Rule, DISC, and many others like Meyers Briggs (which has sixteen categories instead of four) Let’s take a look at the four styles that exist in our society. More than likely, if you have a large team, there are a few of each of these styles on your team:

Socializer: This is the person who is outgoing, energetic, opportunistic, and animated. When you have a conversation with them, afterwards you feel great. On the downside, they can be excitable, impatient, and careless about details.

Director: This person is the “take charge” kind of person. They’re firm, comprehensive, and productive

le as you. Looking at that person was like looking into a mirror and seeing your reflection. Therefore, you liked that person right away. The person that you didn’t care for probably had the opposite behavioral style, which may have reminded you of similar people you’ve disliked in the past, who also had the same style.

Where did the concept of behavioral styles come from?
The concept of behavioral styles was first popularized by Dr. William Marston in 1928. Dr. Marston was a psychologist, lawyer, and inventor who invented the polygraph machine, more commonly known as the “lie detector”. He established the self-help book industry. His work with behavioral styles was based on research in psychology, emotions, and behavior. Looking back in history, even Plato and Socrates were studying different styles of human behavior. Quite simply, behavioral style is a way to identify a person’s inclination by observing their actions. People give clues about their characteristics through their behavior. You just need to know what to look for.

What does this have to do with leadership of my team?
So what does this have to do with you leading a team? Everything. The key in motivating and managing employees lies in a secret which goes against the grain of everything you were ever taught. The key is not to treat everyone the same. The key in management is to customize the approach to each employee, based on your understanding of their behavioral styles. When you adapt your style to accommodate the person whom you are managing, it will maximize productivity, reduce stress, increase retention, and boost morale.

The Four Styles
The four behavioral styles have been made popular by programs such as The Platinum Rule, DISC, and many others like Meyers Briggs (which has sixteen categories instead of four) Let’s take a look at the four styles that exist in our society. More than likely, if you have a large team, there are a few of each of these styles on your team:

Socializer: This is the person who is outgoing, energetic, opportunistic, and animated. When you have a conversation with them, afterwards you feel great. On the downside, they can be excitable, impatient, and careless about details.

Director: This person is the “take charge” kind of person. They’re firm, comprehensive, and productiv

e “lie detector”. He established the self-help book industry. His work with behavioral styles was based on research in psychology, emotions, and behavior. Looking back in history, even Plato and Socrates were studying different styles of human behavior. Quite simply, behavioral style is a way to identify a person’s inclination by observing their actions. People give clues about their characteristics through their behavior. You just need to know what to look for.

What does this have to do with leadership of my team?
So what does this have to do with you leading a team? Everything. The key in motivating and managing employees lies in a secret which goes against the grain of everything you were ever taught. The key is not to treat everyone the same. The key in management is to customize the approach to each employee, based on your understanding of their behavioral styles. When you adapt your style to accommodate the person whom you are managing, it will maximize productivity, reduce stress, increase retention, and boost morale.

The Four Styles
The four behavioral styles have been made popular by programs such as The Platinum Rule, DISC, and many others like Meyers Briggs (which has sixteen categories instead of four) Let’s take a look at the four styles that exist in our society. More than likely, if you have a large team, there are a few of each of these styles on your team:

Socializer: This is the person who is outgoing, energetic, opportunistic, and animated. When you have a conversation with them, afterwards you feel great. On the downside, they can be excitable, impatient, and careless about details.

Director: This person is the “take charge” kind of person. They’re firm, comprehensive, and productiv

verything. The key in motivating and managing employees lies in a secret which goes against the grain of everything you were ever taught. The key is not to treat everyone the same. The key in management is to customize the approach to each employee, based on your understanding of their behavioral styles. When you adapt your style to accommodate the person whom you are managing, it will maximize productivity, reduce stress, increase retention, and boost morale.

The Four Styles
The four behavioral styles have been made popular by programs such as The Platinum Rule, DISC, and many others like Meyers Briggs (which has sixteen categories instead of four) Let’s take a look at the four styles that exist in our society. More than likely, if you have a large team, there are a few of each of these styles on your team:

Socializer: This is the person who is outgoing, energetic, opportunistic, and animated. When you have a conversation with them, afterwards you feel great. On the downside, they can be excitable, impatient, and careless about details.

Director: This person is the “take charge” kind of person. They’re firm, comprehensive, and productiv

d many others like Meyers Briggs (which has sixteen categories instead of four) Let’s take a look at the four styles that exist in our society. More than likely, if you have a large team, there are a few of each of these styles on your team:

Socializer: This is the person who is outgoing, energetic, opportunistic, and animated. When you have a conversation with them, afterwards you feel great. On the downside, they can be excitable, impatient, and careless about details.

Director: This person is the “take charge” kind of person. They’re firm, comprehensive, and productive. They take action and they get it done. Conversely, they can be bullying, uncompromising, and blunt. They apply pressure to people standing in their way.

Thinker- This person is very detail-oriented and precise. They are diligent, analytical, and creative. They are the ones who can keep everything in order. They can, however, be picky, stiff, and stoic.

Relator- This is the person who cares deeply and they show it. They are positive, supportive, and empathetic. They are the “people person” that everyone goes to with their problems. Unfortunately, they can be too emotional and softhearted, which makes them give in to opposition.

In reading through these descriptions, which ones sound like each member of your team?

The Key to Using Behavioral Styles
In order to use this information effectively, you need to:

1.Identify your own style.
2.Identify the style of each team member.

I guarantee one thing: if you apply these principles, you will be amazed and delighted by the results. If you would like to really understand these concepts more fully, come to my session at the ASHES Conference in September. I would love to meet you and teach you how to use this remarkable approach to managing your team.