4 Types of Social Styles: How They Create a Versatile Workplace

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4 Types of Social Styles: How They Create a Versatile Workplace

The Social Style Model (TRACOM Group) is an interpersonal skills effectiveness model that designates patterns of behavior in the workplace. Organizations and training professionals can utilize the model to demonstrate how others perceive a person’s behavior, and to improve individuals’ relationship-building performance by being aware of the unique social styles of those around them.

This model is based on two behavioral dimensions:

1. Assertiveness is the degree to which an individual asks questions versus makes statements. Those low on the assertiveness scale tend to make requests (more asking), while others higher on the assertiveness spectrum make demands (more telling).

2. Responsiveness refers to how individuals express emotions. People low on the responsiveness scale tend to exert high self-control over their emotional displays, and those high on the responsiveness spectrum are more emotionally expressive.  

The combination of these two dimensions forms the four types of Social Style.

The 4 Social Styles explained:

  1. Amiable individuals prefer to ask questions rather than give orders, and feel at ease expressing their emotions.
  2. Analytical individuals control their emotions to a high degree and also prefer to inquire rather than make demands.
  3. Driving individuals display high emotional control and are highly assertive, so they are comfortable with giving orders.
  4. Expressive individuals feel comfortable expressing their emotions and are also highly assertive.

There is no “best” social style, because each style has both positive and negative characteristics.

Why do Social Styles matter? The role of versatility

Recognition of Social Style has many benefits, as being able to identify others’ social preferences allows you to be more versatile in the workplace. Awareness of Social Style can enhance several dimensions that are crucial to success at work, including teamwork, conflict management, communications, sales performance, and leadership performance. For example, managers with higher versatility perform better at leading teams, coaching others, and are more likely to be promoted.

Understanding the social styles of your coworkers and leaders helps you modify your behavior and respond to others in appropriate ways based on their unique style. This can lead to more effective interactions in any social setting, particularly in the workplace.

ERC provides SOCIAL STYLE training that improves skills & improves performance.

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The 10 Crucial Skills for Supervisors to Have

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The 10 Crucial Skills for Supervisors to Have

Supervising and managing a group of employees who all have different personalities, skill sets and who may or may not interact well with each other is no easy task. New supervisors are no longer solely responsible for their own results and performance. Instead, they must now facilitate results and success through their employees. One of a supervisor’s main roles is to establish goals and lead a team of people to achieve them.

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Are Your Leaders Struggling with These Communication Breakdowns? [Podcast]

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Hi there! I’m Jackie Mueckenheim, Senior Trainer & Consultant at ERC. I have been working with professionals for many years on how to improve their communication, leadership and management development performance. I love helping them build and strengthen these skills.

Most leaders within an organization don’t even realize they are struggling with communicating to their team. When I look at leaders and I see them struggling, it doesn’t seem to matter which industry they are in, they all struggle with the same things:

Behavior most leaders struggle with
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The Ultimate Guide to Training in 2015

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hr training topics The Ultimate Guide to Training in 2015

If your organization is like most, a guiding question for your 2015 planning will likely be some version of this question: “What kinds of training & development programs should we choose that will help ensure we are able to attract and retain talented employees, as well as prevent regrettable attrition, within our organization in 2015 and beyond?” What follows is a snapshot of some of the most popular training topics for 2014 and into 2015, along with a brief explanation of how they can each be leveraged to the benefit of the organization.

Up & Coming

Leadership Development

Pointing to the need to refocus attention on the longevity of an organization and the generational shift towards Millenials that is occurring in the overall workforce, leadership development is definitely on the list of hot training topics on the rise.
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There are a variety of reasons why companies use team building activities. They can improve communication, boost morale, motivate, be used as ice breakers and learning effective strategies, improve productivity, and teach people about each other’s strengths and weaknesses.

11 Team Building Games and Activities

The overall goal of these activities is to promote better teamwork in the workplace because great teamwork is the key to a successful business and reputation. There are four main types of team building activities:

These 11 activities are fun, challenging, and will have your company working on team building skills that can improve employees performance and productivity in the workplace. Not to mention they all are little to no cost!
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The 4 Vital Leadership Skills

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The 4 Vital Leadership Skills

There are numerous critical skills that leaders need to develop—strategic thinking, business acumen, and technical expertise—to name just a few. But, sometimes organizations overlook the importance of a few very critical leadership skills. Here are four vital leadership skills that all leaders must have in order to lead successfully.

1. Communication Skills

Great communication is the hallmark of an exceptional leader because it's at the core of nearly all other leadership skills. Effective communication is necessary for every facet of leadership including building relationships with others, delegating assignments, defining goals and objectives, coaching and giving feedback, praising and criticizing, managing performance, influencing or persuading others, handling conflicts or problems, managing and guiding others through change, and presenting views and information in an honest and balanced manner.
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“You Didn’t Get the Job” - 4 Tips for Communicating with Applicants

“You didn’t get the job.” No employer wants to communicate this news to applicants, but communication about whether or not a candidate “got the job” is an important part of the hiring process.

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Unfortunately, candidate communication is an area needing improvement among many employers. Too often, organizations leave applicants wondering whether or not they made it to the next phase of the hiring process or if they got the job.
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Most Popular Ways to Communicate Hiring Decisions

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Throughout the recruiting and hiring process the potential employer and the job candidates engage in an ongoing series of communications back and forth through an increasingly diverse list of channels.

From phone call screenings and video interviews to applicant tracking systems and emails, this series of communications is ultimately leading up to one of two final pieces of communication- either a job offer or a rejection. What to say, write or do to communicate a hiring decision is certainly challenging for many organizations, but how the communication is handled can be equally challenging and important to consider.

Drawing from data reported in the 2013 ERC Hiring Trends & Practices Survey, the figure below illustrates the various communication methods organizations in Northeast Ohio use to notify job candidates of a hiring decision.

Figure 1 | Communication methods used to notify job candidates of a hiring decision


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