Different Styles. Different Paths to Success.
Posted by Frederic Lucas-Conwell
Different Styles, Different Paths to Success
Here at Growth Resources, we know that everyone has the ability to be successful.
What we see through the use of the GRI is that, when there is a better understanding of behavior patterns, success is no longer about IF. Rather it's about HOW an individual or team can succeed.
When we look at style, personality, drives or motivation, it becomes clear that there are multiple ways to succeed. In fact studies that have tried to find the "silver bullet" traits for success and leadership have all failed, because that magic set of behaviors does not exist. What does exist is a better understanding of the different paths to success. Behavior patterns as measured by the GRI are the guide to understanding HOW we can succeed, and HOW we can continue to succeed.
The "HOW" of Success
History is full of examples of people who, by the very differences in their qualities, experience, and style, have succeeded. In this article we will walk through different elements to consider in respect to your own style. We use a sample GRI profile in its graph form to illustrate our points.
As you read, keep in mind that a GRI profile is a visual representation of how you act. Each bullet on a graph represents a core behavioral drive. Interpretation of the graphic involves both the location of the dots themselves as well as their interrelationship. And since the drives and motivations in each individual are different, it's easy to understand that profiles come in different shapes - all different ways to act - and there is no right or wrong profile.
Note that there is some interpretation and feedback in plain language in the GRI platform. Training in the interpretation of the graph allows for a richer and more highly nuanced understanding of the patterns. If you have not taken the GRI yet, please email us for a demonstration of the GRI survey.
First, Pay Attention to All Aspects of You
There are numerous aspects that make up the full picture of who you are. They include education, skills, intelligence, competencies, all your experiences, your values, and of course, your GRI behavioral profile. Some are more easily noted, seen, and understood aspects of you, and are commonly available to others (such as employers) especially with web sites such as LinkedIn.
Each aspect is important as you evaluate your personal HOW. And like the behavioral profile, there is no singular formula for success. Education does not automatically confer success, nor indicate intelligence. Some people are smart in ways that don't apply, or overly smart for the job. Expertise that comes from experience is also valuable. Through your evaluation, you may find that you want to develop new skills, increase your knowledge of the ones you already use, or simply find new, more impactful ways to communicate your skills and abilities.
Get to Know HOW You Will Succeed
With the GRI, we do not talk about "what" you will be successful doing, but "HOW" you will reach your success, and "HOW" you will remain successful. This is the behavioral component of your path to success.
- Decide
- Learn
- Delegate
- Innovate
- Develop expertise
- Communicate
- Manage
- Lead
- Perform
... and HOW you become engaged in doing what you do.
The way this looks in terms of the GRI is shown in what we call the "Natural" graph (shown here). The wider the graph (that is, the greater the distance between the dots), the more evident and predictable your behavior is.
There Is Flexibility to Your HOW
We are all capable of adapting our behavior to our environment when we perceive a need for it. Things around us change, so we do adapt. But when we have to adapt away from our comfort zone for long periods, that produces unnecessary stress.
In the GRI platform, one graph shows what we call "inverted drive". For the GRI profile from above, the inverted drive is shown here (right).
This represents the behavioral profile most distant from your comfort zone. Since there will always be times when you need to change your behavior due of circumstances, we recommend that you learn to adapt away from your comfort zone, but we also recommend that you try to limit that to no more than 20% of your time. Stay in your comfort zone the other 80% of the time, because that is where you can develop your talent and become successful.
We also include your Natural graph with colored arrows that show the intensity of your perception of the need to adapt for each of the basic personality elements we measure (lower right). The longer the arrows, the greater the adaptation effort is needed.
Communicate Your HOW
Make sure that the people around you are aware of your Natural style, or comfort zone. Unless you do that, you'll find most often that others will expect you to behave more or less the same as they do. But what may work for them may not work for you. For example, if your profile clearly indicates that you are an individual who prefers to have time to consider an issue but your colleagues often pop in to spontaneously brainstorm, let your colleagues know about that, and ask that they send you an email in advance and set time to talk. You'll have a more productive interaction as a result. If you don't share those insights, it's very likely that others will have no idea, or have only a limited awareness of where you are comfortable.
The GRI gives you the opportunity to clarify this. Share your behavior profile with your team, your manager, your board, your peers, and explain the differences. Help others to gain a positive understanding of your "HOW".
Know the Requirements of Your Job
Whatever job you hold, no matter what level, industry, country, or size of your organization (beyond just one person), your work requires that you perform in a certain way.
Unfortunately, there may not be consistency in your organization on HOW the job should be done. In our experience, inconsistency in behavioral expectations for a position occurs more than 90% of the time. So you are probably frequently dealing with situations where there is a changing gap between your HOW (your talent and resources) and what others are expecting of you.
Remember, your personal HOW for success should keep you in your comfort zone 80% of the time. So to address inconsistencies, go back to our point about communication: Ask questions to clarify what is expected of you. Let others know your behavioral preferences, using your profile as reference.
In the GRI, the consensus expected in a job in terms of behavior is what we call a PBI (Position Behavior Indicator). When available, this can be compared against individual profiles.
Use the Complementary Aspects on a Team
Working as a team gives us the chance to distribute tasks among team members based on their individual skills, abilities, and preferences. When the work is balanced like this there is greater satisfaction and less frustration for each member, including you. Negative emotions are counter-productive among teammates, so minimize them by also taking into account everyone's HOW component.
The natural inclination of human nature is toward similar behavior in teams, rather than complementary behavior. But everyone knows that having a baseball team with all catchers in the roster won't win games. We have to consciously identify each individual's HOW, and work out the best way to utilize everyone in the team.
The GRI has different ways of representing team aspects, including mapping the various behaviors that are present in the team, as well as the ones that are missing.
Building Success
Applying the full scope of your training, skills, experience and intelligence is an absolute necessity in whatever position you hold. At the same time, success involves many more variables, partly personal and partly environmental.
Knowing yourself better, and HOW you respond to a given environment, is part of your journey to success.
Understanding what your organization needs from you in terms of your behavior is critical.
Making sure that the people in your environment understand you better and can complement your behaviors is productive. It is important, and you do have some control over it.
All of these components increase your awareness, and understanding them increases the HOW of your success.
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