April 2010 Newsletter

What governs your approach to work? Why do some people respond to the same tasks in completely different ways?

This month we'll be exploring 5 powerful working styles from Transactional Analysis that attempt to shed some light on what drives the way people approach their work.

We'll also consider how these different styles can be managed to avoid potential pit-falls and heighten productivity.

What drives the way you work?

It’s not uncommon to have the experience of working with someone whose approach to work is very different to your own. You may find they have a tendency to spend too long on a task, or conversely rush through it not paying attention to finer details.

In some cases these differences may manifest in conflict between individuals and even disparity in a team affecting the ability to achieve desired results.

So what drives different working styles?

Meet Dr. Eric Berne

One theory put forward by Dr Eric Berne, the world-renowned psychiatrist and developer of Transactional Analysis, maps out 5 distinct drivers behind behaviour which lead to key differences in working styles.

It is possible for one person to display a combination of these drivers but with varying levels of dominance. Many people will exhibit qualities from each of the working styles but generally someone will possess a couple of dominant drivers that influence the way they work.

What follows will offer an opportunity  to map out your own approach to work as well as gain a better understanding of your colleagues.

The 5 Working Styles and their Characteristics

Be Perfect

People who display this driver as one of their dominant motivators are driven to get things right. Accuracy is of paramount importance and they generally have a superb eye for details that often escape others. When a focus on the finer points is critical in a task they are the best person for the job. They often plan carefully, have contingency plans and are rarely taken by surprise.

Delegation may be hard for Be Perfects as they may feel that they cannot trust others to produce results which meet their standards. Possible negative outcomes can include missing deadlines as they spend an inordinate amount of time on making sure everything is just right.

In turn Be Perfects set very high standards and if it is not possible to meet these they may feel anxious and frustrated which can affect their contentment as well as those with whom they work.

Please Others

If your primary focus is the relationship and you are a top team player then Please Others may be one of your dominant styles.

Please Others are primarily motivated by making those around them happy and creating harmony. They are generally understanding, intuitive and considerate - often going out of their way to draw in the quieter members of the team.

They exceed people’s expectations by frequently going beyond what is needed by those around them without having to be asked. They may be inclined to phrase their opinions as questions and hence are seen as diplomatic.

Please others will often shy away from confrontation and may find it difficult to say ‘no’. This means their behavior may appear to be political to others. They may take feedback personally and procrastinate over opinions as they do not want to offend anyone.

Hurry Up 

One of the prime motivators of a Hurry Up is to get as much work done in the shortest amount of time possible. When things need to be done and done quickly you can’t beat a Hurry Up. They thrive on short deadlines and tend to leave jobs until they are urgent. They dislike preparation and checking work and are often creative individuals.

They may however, tend to overlook finer details and sacrifice elements of quality for quantity. They are fast thinkers, may interrupt people when they are speaking and can appear impatient.

Hurry Up’s may also tend take on too many commitments and find they have an unrealistic amount to do in the time they have available.

Try Hard

If you find that the most rewarding part of any task is the initial stage and then afterwards quickly lose interest you may have Try Hard as one of your main drivers. People who have this driver as one of their dominant styles are excellent at generating concepts, initiating tasks and getting things off the ground.

They need to be engaged with a steady supply of challenging and interesting tasks and can quickly lose interest when it comes to the more mundane parts of a job. They have a positive approach to problems and are naturally inquisitive exploring and discovering new ways to do things. They consider many possibilities when approaching a challenge and may generate ideas overlooked by others.

Try Hards may be difficult to keep engaged and will volunteer for any task that seems interesting but there is the risk it will not be follow  through to completion. 

Be Strong

Think of the best person to have around in a crisis and chances are they are a Be Strong. They remain level-headed and calm and present an image of control even in taxing situations. They are energized by pressure and have a strong sense of duty to those around them. They give constructive criticism and can deal with challenging people as they often assume a detached view of a situation.

They appear to be able to make unpleasant decisions without guilt and they can appear expressionless or unemotional to those around them. They dislike admitting fallibility and often view failure to cope with a situation as a weakness. Be Strongs also tend to dislike asking for help which can place them under considerable personal pressure.

Managing your drivers 

You may find that you are a combination of drivers with a couple of the styles taking dominant positions. What’s interesting to note is that all of the above drivers are not only strengths but if overdeveloped may become weaknesses in certain situations.

We often feel challenged by individuals who have working styles that are either the opposite, or exactly the same, as our own. Remembering that you need diversity in a team to succeed is vital.

Being self-reflective about your personal drivers will also allow you to remain conscious of over-development in certain areas that could hinder your personal growth. Here are some top tips for ensuring your drivers remain strengths:

• If you are a Be Perfect remember that you are good enough as you are and there are going to be times when you and those around you don’t get things right 

• If you Please Others is your style don’t forget about your needs and practice saying ‘no’. Counter-intuitively taking the unpopular decision sometimes can be better for relationships and yield surprising  results

• If you are a Hurry Up it may be worth spending a bit more time preparing. Also try to slow down and check the finer details.

• If you are a Try Hard do your best to see tasks to completion – there will be a great sense of satisfaction when you do.

• If you are a Be Strong take a chance and open up from time to time – a problem shared is a problem halved. Expressing your needs will offer people the opportunity to treat you how you really want to be treated.

Understanding what drives the people around you at work will not only help in building tolerance but also in tailoring feedback so they feel truly understood. Remember there are no good or bad drivers – just different drivers! It’s ultimately this difference which adds diversity, helps temper dynamics as well as build successful teams.

If you would like to find out how we can help enhance the productivity of your staff give us a ring on 020 7407 0044 or mail edward@you-unltd.co.uk

top of page

Send to a friend

If you know someone else who would enjoy this communication please feel free to forward this or they can subscribe by clicking here.