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  2. The Six Styles
 
l    Introduction

 Click on the Cube to Navigate the Styles

l    Summary

Kalarhythms & Interpersonal Style

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Introduction

Interpersonal Style examines visible behavior, it is not a psychological assessment. The dynamic energies involved are those that are common to us all, we just use them differently based on our preferences. When we do, it seems that we recapitulate underlying patterns that can be found in nature, the seasons, and even the stars. This enables us to construct models by which we can identify types of behavior and learn how they work with each other. Understanding the basics is powerful tool for effective interaction with others.


The Hex Model (left), developed by K. David Katzmire, is an expansion of existing four-styles models to introduce two Interpersonal styles, the Facilitator and the Organizer. Designed to fill what this author perceives as missing parts of the puzzle, it completes the identification of Physical, Emotional and Intellectual energy patterns, and their combinations to define six discernable styles of behavior. This is not to suggest that the existing four-style models are anything less than excellent and useful, it is only intended as an enhancement. Consequently, The Hex Model is more complex, but it is more telling. The six-style Hex model indentifies Styles, old and new, as:
Driver    Expressive     Analytical     Facilitator     Organizer  &  Amiable

An Earlier Model (right), was created by David W. Merril and Roger H. Reid who identified the four basic Interpersonal Styles of behavior as:

Driver    Expressive     Analytical  &  Amiable
This basic four-style model is widely followed and used as a basis for consulting businesses, and it is what makes the suggestion of the Hex model possible. Other studies that support four-style model include The Four Ego Functions as described by Carl Jung, and the Myers-Briggs Personality Tests that devrived from it, (these and other relative models can be found in Chapter 4. Related Works).
The Styles

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Results
Control
Options
Clarity
Focus
Goals
Evidence
Action
Winning
Expediency

Physical styles personalities tend to be Activators with a driving and dominant sense of urgency toward goals. They are result-oriented, assertive, independent and may place holding form over subjects. Assertiveness and dominance manifests as the degree to which a person is attempts to influence the thinking and actions of others. The Driver style of person is interested in results. Appearing to be controlling, knowledgeable, forceful, strong-minded and self-confident, the Driver has clear objectives which often seem to create a sense of urgency. This style responds to timely follow-up, attentive listening, evidence and factual support, and solutions that reflect an understanding of the Driver's goals, all of which the Driver values over making time to crate personal relationships.
Strengths:Responds best to:
u Know what they want
u Forceful
u Act quickly
u Ask for (or create options)
u Balance cost & quality
u Explain needs clearly 		u Careful listening
u Action
u Result-oriented info.
u Efficiency
u Options
u Quick, concrete response
u No defensiveness
u Sparring

Under stress this style may tend to:
u Become Autocratic
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Vision
Trust
Openess
Big Picture
Inspiration
Directness
Teamwork
Relationships
Innovation
Fluidic

Emotional styles are the Expressives, enthusiastically looking ahead, familiar with others and quick to communicate. They be the gravity force in a team, provide inspiration and form personal bonds. Responsiveness and sociability manifests as the degree to which a person is expresses their feelings when relating to others. Emotional styles are the Expressives, enthusiastically looking ahead, familiar with others and quick to communicate. They be the gravity force in a team, provide inspiration and form personal bonds. Responsiveness and sociability manifests as the degree to which a person is expresses their feelings when relating to others.
Strengths:Responds best to:
u Adaptability
u Sociability
u Innovation
u Quality Concern
u Collaboration
u Open information 		u The "Big Picture" with discussion
u Open, Trusting Relationships
u Help winning internal support for proposal
u Discussion with good listening & questions
u Room for their input on proposals
u Collaboration, Teamwork

Under stress this style may tend to:
u Attack
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Detail
Process
Precision
Evidence
Criteria
Objectivity
Efficiency
Information
Organization
Logic

Intellectual styles tend to be Analyticals, formal, organized and efficient with detailed-oriented objectives. They search abstract concepts for solutions and may value facts over personal involvement. Technical and supportive interaction manifests as the degree to which a supplies ideas to others. Intellectual styles tend to be Analyticals, formal, organized and efficient with detailed-oriented objectives. They search abstract concepts for solutions and may value facts over personal involvement. Technical and supportive interaction manifests as the degree to which a supplies ideas to others. Empirical
Strengths:Responds best to:
u Dependability
u Thoroughness
u Personal distance
u Informed, Practical, Decisive
u Linear, sequential thinking 		u Logic & Data
u Structured approach
u Factual evidence
u Professionalism
u Details
u Practicality

Under stress this style may tend to:
u Avoid
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Interactive
Balanced
Social
Holistic
Methodical
Improvising
Multifaceted
Practical
Centered
Attentive

Physo-Emotional styles tend to be Facilitators, outgoing, energetic and involved in the crossroads. They can be methodical & fluidic, responsive to others, and consider both the system and those in it. The Facilitator style person appears to be outgoing, energetic, and up-to-date. Involved in the crossroads of activity, Facilitators respond to information on how integral parts will benefit the system, and how others will respond to it. Specialists who can fit into the scheme of things are valued most by a Facilitator who coordinates the outcome.
Strengths:Responds best to:
u Responsibility
u Coordination
u Loyalty
u Innovation
u Meeting Objective
u Working with Others 		u Plan of action
u Systematic approach
u Benefit to others
u Cost effectiveness
u Conservation of resources
u Quick response

Under stress this style may tend to:
u Exclude others
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Formative
Orderly
Pensive
Rational
Conservative
Specific
Theoretical
Abstract
Forsesite
Planning

Physo-Intellectual styles tend to be Organizers who plan system set-ups and evaluate priorities to achieve and maintain goals. They are more the architects of the stage than the players upon it. The Organizer style person is often behind the scenes. While Organizers may appear inward, they are usually contemplating what is going on around them. Information on how to set up systems and select priorities appeals to one who must respond to goals. Organizers value the system over personal recognition.


Strengths:Responds best to:
u Design
u Organization
u Detail
u Research
u Objectivity
u Determination 		u Abstract Ideas
u Specialized approach
u Categorized thought
u Historical support
u Potential benefits
u Meeting demands

Under stress this style may tend to:
uBecome stubborn
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Involvement
Acceptability
Trust
Support
Cooperation
Responsiveness
Commitment
Relationships
Reputation
Interest

Emo-Intellectual styles tend to be Interactives, personable and cooperative, while being informed and up to date. They are sociable with trusted personal relationships and regard for consensus opinion. The Amiable style of person appears to be warm, cooperative, and genuine. Emphasizing the “personal touch,” this style takes time to establish trusting personal relationships with business associates and tends to work closely with others to obtain and process information, as well as discover solutions. Responding to the recommendations of authorities and trusted acquaintances, Amiable feel that reputation and acceptability are highly important, which causes them to seek consensus and support in decision-making.
Strengths:Responds best to:
u Sensitive to other" needs
u Loyal trusting relationships
u Ensure claims are honored
u Develop consensus
u Ensure acceptability of solutions 		u Cooperation
u Careful listening
u Support of personal goals
u Third-party references
u Guarantees
u Shared decision making

Under stress this style may tend to:
uAcquiesce

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Summary

Once personality archetypes are known, you can recognize them in practice. Here are some examples of how the six differents styles might assume roles as team players in different situations:

Business Office
Dept. HeadDriverPuts the crew in motion
Accounts Rep.ExpressiveUses personality to sell
AccountantAnalyticalCrunches the numbers
Project Mgr.FacilitatorImplements the plan
File ClerkCoordinatorSets the plan
Recept./Sec.AmiableGreets all and works with them

Theater Production
ProducerDriverMakes the show possible
ActorExpressiveBy definition
ReviewerAnalyticalGives critique
DirectorFacilitatorCoordinates the players
Set DesignerOrganizerSets the stage
Pub. AgentAmiableWorks with all Styles


Here is a look a some characteristic that are typical with different Styles:

Element Driver

 Physical		 Expressive

 Emotional		 Analytical

 Intellectual		 Facilitator
Physo-
Emotional		 Organizer
Physo-
Intellectual		 Amiable
Emo-
Intellectual
Basic Need To Win To Be Adored To Be Right To Help To Arrange To Avoid Pain
Use of Time Present Future Historical Past to Present Past to Future Present to Future
Decision Making Quick, Goal Oriented Fast, Intuitive Unhurried, Thoughtful Swift, Interactive Deliberating, Objective Slow, People oriented
Questions What Who How When Where Why
Specialty Control Social Systematic Logistic Structure Support
Strength Decisive Enthusiastic Thorough Active Foresight Listening
Weakness Insensitive to Others Impulsive Poor Improviser Pinpointing Problems Hands on experience Taking a stand
Back-up Style Autocratic Attacker Avoider Contradiction Rigidity Acquiesce
Wants Control Recognition Respect Motion Order Approval
Let Them Save Time Effort Face Influence Resources Relationships
Make Effort to Be Efficient Interesting Accurate Holistic Theoretical Cooperative
Emphasize Your Options & Probabilities Testimonies & Incentives Evidence & Service Openess & Adaptabilities Examples & Blue Prints Assurance & Guarantees
Follow up With Results Attention Service Updates Review Support
Orientation Results & Closure Concepts & Ideas Principle & Thinking Balance & Integration Abstract & Ideals Teamwork & Harmony
To Motivate Set the Goals Move the Spotlight Change the Policy Find a Method Use a Model Take a Vote