The Difference in Recognition and Appreciation

In the last post, we looked at a few things that will stand out in the behaviors of the more DRIVEN folks when their emotions are running full speed ahead. We also looked at what we may want to consider doing, at least when it’s within our control, in order to ease some of the tension in the situation and help those folks operate in a state they actually enjoy. I wrapped up with a reference to recognizing the tremendous amount of effort they put into nearly everything they touch. That fills their tank, but it doesn’t necessarily fill everyone’s tank…

The next two primary styles have a much heavier focus on the people they’re interacting with than the specific task at hand. We all cherish genuine recognition, but the INSPIRING and SUPPORTIVE behavioral styles would much rather know they’re valued as individuals than just for what they’re accomplishing!

Since the INSPIRING folks, typically making up around 30% of the population, enjoy being in front of a crowd, they LOVE receiving praise with a lot of people around. When they’re under a high level of stress, calling attention to their strengths where their peers can see it will often help them push through a difficult situation. But the opposite is just as true; if they feel like someone has belittled them in front of others, that person can end up being the recipient of their IRE… This INFLUENTIAL group usually has a ton of energy and moves just as fast as they talk. When the pressure is on though, they can bite off more than they’re able to chew and any anger they show can be directed right at others around them.

The 35% of the world whose primary behavioral style is more SUPPORTIVE will do anything they possibly can to SERVE the people they care about. They also thrive on knowing they’re appreciated but they tend to be a bit more SHY than their more Outgoing peers so a genuine thank you in a one on one situation will be far better than making a big deal over them in public. And since this group is much more Reserved, they rarely show high levels of stress outwardly like the other two groups we’ve looked at so far. They tend to be very even keel but don’t mistake that for thinking nothing bothers them. Unfortunately, those of us who are more Outgoing may not even recognize this group is experiencing stress until it’s already too late. This is where that social awareness Bradberry talked about is so critical! And understanding how to apply Marston’s framework for recognizing the behavioral styles, as well as the emotions that drive them, can be huge in turning that social awareness into relationship management…

Whether it’s with someone who’s extremely Fast-Paced or someone who’s far more Reserved, being intentional about showing how much we value them as individuals - be that through public recognition or individual appreciation - is something we can do to build even stronger working relationships with them in order to achieve the goals we’re working toward…

Folks with the fourth and final primary style are often the ones who make sure the entire group delivers a quality product. We’ll look at how we can recognize their behaviors under stress and help manage their emotions next time...