Development of Constructive Behavioral Styles

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Analysis and Assessment

This program:

• measures leader's predominant orientation (people vs. task-orientation)

• measures leader's predominant motivation: lower-order needs (i.e. safety needs) vs. higher-order needs (i.e. satisfaction needs)

• measures what behaviors are mostly displayed at work and in interaction with other employees (aggressive, passive or constructive behaviors)

This assessment is based on 360-degree feedback.

Next step in this program is the analysis of the results with a consultant. The goal of this meeting is:

• to clarify report results to the participant,

• acceptance of the results, and

• encouraging change

Main advantage of this analysis and assessment is receiving a realistic image about self, i.e. objective insight about self. Awareness of certain undesired behaviors creates a need for change.

Development

According to the results of this assessment, the participant goes through the process of coaching. The goal of coaching in business environment is improvement of organizational effectiveness through individual development of leaders aligned with organization's goals and vision. Coaching helps leaders achieve better results and more efficiently fulfill their potential. Coach, working "one-on-one", gives support and helps coachee change his/her approach. During coaching, the participant discovers underlying values, beliefs and assumptions that direct his/her behavior. Coaching is directed toward development of constructive behavioral styles.

Evaluation

Measuring predominant behavioral styles is repeated after at least six months to a year. Although the participant becomes aware of certain self-defeating behaviors, it takes time to fully adopt new thinking patterns and behaviors.