TeamStyle Perceptions

How Your Co-Members Perceive You



It is difficult to stand outside ourselves and see our actions in the eyes of others. Working Styles provide you the opportunity to compare your self-assessment to feedback from several others who know you well.



If there is a gap between your self-assessment and the way others see you that is an important deviation to be aware of.   Such insight can help you gain a better understanding of how others see you and the impact your actions and behavior have on others.



Why it is Important to Know How Others Perceive You?



Your co-workers, clients, and management must deal with their behavior every day and the way you act sends a message that in turns affects the way others respond or act with you.



      Psychologists describe the importance of others’ perceptions:

One’s external, public actions are the only “you” most people get to know. To others, you are what you say and do…most people do not know—cannot know—your motives or you inner thoughts…your intentions. They can, though, hear and see what you say and do.¹



The knowledge of how others perceive a person, particularly in terms of observable behavior and the impact of one’s behavior on others is valuable information to possess for a number of reasons. First, in some cases, observers’ perceptions may be more valid than self-assessments. For example, a person may believe she is approachable and friendly, while her peers find her unfriendly and difficult to approach. In this situation, observer’s judgments are more accurate, because what matters is their perception of her friendliness. Second, whether others’ evaluations are accurate or inaccurate, in most work settings it is important to understand and acknowledge others’ perceptions of oneself. For instance, subordinates’ perceptions of their leader’s behavior can influence their attitudes and behavior. Leaders who are unaware of how these observers perceive them have a disadvantage. Third, negative organizational consequences may result if individuals do not perceive themselves as others do.²

What Does It Mean . . .



When your self-assessment is similar to how others see you?



How does your self-assessment compare to how others see you?                        If it is similar, what does it tell you? (If your self-assessment and                     the way others’ see you are similar, it may that you use the same                   style with everyone i.e. what you see is what you get).

What are the advantages and disadvantages of using the same                      style with everyone?

Even though you may be effective in using your preferred style                       much of the time, it won’t produce the desired response all of the time.

When teammates’ perception of your style varies?


If your teammates’ perceptions vary, it may suggest that you are             adjusting your style to accommodate theirs.

How can you use your strengths more effectively in your team?                       with your manager? in your company?”

When teammates’ perceptions of you are similar but differ from yours

(e.g. co-workers score you as a strong Driver, you see yourself as an     Expressive)?



Does their perception surprise you? If so, what areas surprises you?

When teammates’ perceptions correspond, it adds validity and credence              to the feedback.

Meet with your colleagues and share information (see Follow-Up                    Action Steps).

Adapting Your Style



Each of the styles’ strengths when overused or misapplied can strain relationships, cause defensiveness and obstruct productivity. If you overwork your strengths, they can become liabilities, hinder your effectiveness and increase the stress of team members whose style differs from yours.

To be successful in your professional and personal lives, it is important that you not only understand your own style but that you adapt your style to work better with others. Adapting means choosing and using an appropriate behavior to meet the needs of the situation. “Flexing (e.g. adapting) your behaviors is like a professional baseball player electing to swing differently at a fast ball, a slider, and a curve.”¹

The ability to adapt to other styles is a skill that with effort and practice anyone can learn.

Conforming and Adapting; There is a Difference



It is important to understand that adapting is not giving in or conforming to another’s point of view.

Conforming – Agreeing, conceding, concurring, buying into, and              subscribing to the content (subject matter, thought, what is being                      a said and proposed, decided).

Adapting is not giving up your point of view, thinking one thing and                 saying another, or changing who you are.



Adapting is thinking about a situation from another’s point of view.                      It is the temporary adjustment of a few behaviors.



Adapting is accommodating/adjusting to the other person’s processes          (working style, communication style) to improve interaction, productivity           and results. Examples include:

lowering or increasing voice volume,

moving and speaking slower or faster,

speaking up and stating your opinion or listening and holding back,

presenting a more macro or micro view,

being business like and formal or personal and casual.



Adapting means you temporarily putting aside your comfortable, natural             way of responding to a situation and using another style’s skills.



Adapting is a way to disagree without being disagreeable.



By adapting, you respond in a way that is less typical for you. It may               feel a bit uncomfortable, but you think it will better serve your needs                and those of others.³

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