SOCIAL STYLE is the world’s leading Behavioral Style model. It has been used by thousands of organizations to improve leadership performance and sales results. SOCIAL STYLE is used by global organizations and leading executives because it’s highly effective, yet easy to understand and apply. Years of research into workplace success have shown that people are one of four SOCIAL STYLEs, each with their own preferred way of acting, thinking and making decisions. Understanding those preferences, and applying Versatility strategies, helps you determine the best way to interact with everyone more successfully.
The Power of SOCIAL STYLE is Versatility
Because SOCIAL STYLE is based on observable behavior you can quickly identify a person’s preferences and make informed choices to make that person comfortable. This ability to moderate your behavior is what we call Versatility. The SOCIAL STYLE Assessment measures Versatility and its subcomponents so learners can understand their strengths and weaknesses when working with others. And SOCIAL STYLE training teaches specific techniques to improve Versatility with people of each Style. Learn more about Versatility here.
SOCIAL STYLE – The Easiest Model to Learn & Apply
- Four unique SOCIAL STYLEs each with their own behavioral preferences
- Apply actionable strategies to create more effective relationships
- SOCIAL STYLE and Versatility skills are directly related to workplace high performance
Easier to Learn and Apply than DiSC and MBTI
Once you learn the principles of Style and Versatility, it’s easy to use in any situation. Independent research studies show that people prefer SOCIAL STYLE to other interpersonal skills options such as Myers-Briggs or DiSC. With only four Style options, you can confidently predict a person’s preferences and see the results immediately.
Each Style represents itself through people’s daily interactions. At surface level, each Style is closely linked to whether an individual tends to assert himself or respond to others in social settings, and whether he tends to display emotion or secure control in group settings.
The Components of the SOCIAL STYLE Model
Assertiveness vs. Responsiveness
Some people prefer to take the lead in more assertive ways, speaking directly and frankly while focusing on the strategic objectives of their teams. Others prefer to respond to input from others, sharing their own ideas as a way to build upon others’. An individual’s tendency towards assertiveness of responsiveness shows itself in their communication style, conflict-management style, the job roles they are drawn to and the way they perceive themselves and their contributions in the workplace.
Emoting vs. Controlling
Some people need to express themselves outwardly in social settings, while others prefer to maintain composure and control. The Expressive and Amiable styles display emotions openly and respond best to those who do the same. Their tendency to emote helps them to build relationships in all directions at work, but it can have mixed effects on team cohesiveness. The Driving and Analytical Style, on the other hand, tend to view displays of emotion as only being relevant in certain settings, not including the workplace.
SOCIAL STYLE Tip of the Day: Explaining Things to the Amiable Style Person
Sometimes we find ourselves in situations where we need to explain multiple aspects of an issue to someone. This might be a negotiation, a sales scenario, or an interpersonal conflict. Each Style of person responds to different approaches. Amiable style people are more open to hearing other viewpoints when you first acknowledge their feelings and opinions about the topic at hand. They can accept other perspectives and decisions contrary to their own, as long as you have shown that you empathize with them and their situation. By doing this you will also open the door for them to consider other points of view that they may not have taken into account before. It is also helpful to clearly discuss any impacts that decisions will have on them or their relationships with their co-workers.