Revitalize Your Clients with Interaction Styles
Author: Linda Berens
Looking for some new information to revitalize the work that you have already done with personality type? Interaction Styles could be your answer!
In this article:
- A Short History of Interaction Styles
- Why Interaction Styles?
- The Four Interaction Style Patterns
- Products for Using Interaction Styles with Clients
- Other Articles of Interest
1) A Short History of Interaction Styles*
Adapted from Understanding Yourself and Others®: An Introduction to Interaction Styles 2.0 (Telos Publications, 2008) *Used with permission.
Interaction Styles is based on observable behavior patterns that are quite similar to the popular social styles models and DISC®. Interaction Styles tells us the "how" of our behavior. It refers to patterns of interaction that are both highly contextual and yet innate. Knowing our interaction style helps us locate interpersonal conflicts and situational energy drains. It gives us a map for greater flexibility in our interactions with others.
The seeds were sown for the Interaction Style Model in the 1920s. In 1928, William Marston wrote about the emotional basis for our behavior. John Geier built on Marston's work and developed the DiSC® instrument. Geier looked at traits and clusters of traits that would help us understand how we behave in the "social field." Then came a long string of frameworks and instruments that described the social styles of people. These frameworks yielded descriptions similar to Geier's interpretation of Marston's work.
2) Why Interaction Styles?*
Adapted from Understanding Yourself and Others®: An Introduction to Interaction Styles 2.0 (Telos Publications, 2008) *Used with permission.
BLM, BLT, Stress, and Other Ills
It seems most of the stress and conflict in our lives is related to how we interact with others. We all seem to have one of two disorders, BLM Syndrome or BLT Syndrome. Some of us have both of these disorders and they alternate. Others have just one operating most of the time. They are not really curable, but we can learn about them, control for them, and reduce their symptoms.
BLM stands for Be Like Me. We all expect others to be like us and are really surprised when they are not. Then, of course, we say they are wrong, bad, or even weird and crazy. BLM leads us heavily into the "blame game," where anyone who is not like us is to blame for what goes wrong.
BLT stands for Be Like Them. Often we get into a position of feeling like we are not good enough the way we are and we must be like someone else. Advertising feeds us images of how we should be, as do cultural and gender stereotypes. BLT gets us into the "self-blame game."
The Way Out?
So what is the way out of these never ending games that lead to unproductive behavior and unhappy people? An understanding of yourself and others! How are you different from others? How are you the same? Why do you seem driven to do things a certain way, even when that way is not working?
Understanding your natural Interaction Style will help you see how you are okay just the way you are and how to use your personal strengths for maximum results. It will also help you recognize that others may be rejecting your ideas not because of the ideas, but because of the style of delivery.
3) The Four Interaction Style Patterns*
Adapted from Understanding Yourself and Others®: An Introduction to Interaction Styles 2.0 (Telos Publications, 2008) *Used with permission.
Behind-the-Scenes
The theme is getting the best result possible. People of this style focus on understanding and working with the process to create a positive outcome. They see value in many contributions and consult outside inputs to make an informed decision. They aim to integrate various information sources and accommodate differing points of view. They approach others with a quiet, calm style that may not show their strong convictions. Producing, sustaining, defining, and clarifying are all ways they support a group's process. They typically have more patience than most with the time it takes to gain support through consensus for a project or to refine the result.
Get-Things-Going
The theme is persuading and involving others. They thrive in facilitator or catalyst roles and aim to inspire others to move to action, facilitating the process. Their focus is on interaction, often with an expressive style. They Get-Things-Going with upbeat energy, enthusiasm, or excitement, which can be contagious. Exploring options and possibilities, making preparations, discovering new ideas, and sharing insights are all ways they get people moving along. They want decisions to be participative and enthusiastic, with everyone involved and engaged.
Chart-the-Course
The theme is having a course of action to follow. People of this stylefocus on knowing what to do and keeping themselves, the group, or the project on track. They prefer to enter a situation having an idea of what is to happen. They identify a process to accomplish a goal and have a somewhat contained tension as they work to create and monitor a plan. The aim is not the plan itself, but to use it as a guide to move things along toward the goal. Their informed and deliberate decisions are based on analyzing, outlining, conceptualizing or foreseeing what needs to be done.
In-Charge
The theme is getting things accomplished through people. People of this style are focused on results, often taking action quickly. They often have a driving energy with an intention to lead a group to the goal. They make decisions quickly to keep themselves and others on task, on target, and on time. They hate wasting time and having to back track. Mentoring, executing actions, supervising, and mobilizing resources are all ways they get things accomplished. They notice right away what is not working in a situation and become painfully aware of what needs to be fixed, healed, or corrected.
4) Products for Using Interaction Styles with Clients
--Participant Material:
View all Interaction Style Materials
5) Other Articles of Interest
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