Goal Style Flashcards
What two values are there of the Goal Style?
Upper Value – Assertive
This behavior is marked by a high urgency for goal closure as well as an instinct for opportunity and advantage that is outwardly focused at others
Lower Value – Accommodating
This behavior is marked by a strong desire to be helpful, that is equity-seeking while still maintaining an independent force of will
What are the 5 values of behavior?
Director, Determined, Manager, Responsive, Ready
Summary of Determined
66 - 85 These people slow down just enough to embed themselves in the goal achievement process as an organizational leader. They gravitate toward management and leadership and they may be a behind-the-scene organization leader rather than the charismatic up-front leader.
Summary of Director
86 - 99.5 They “merge” their lives around their goals and usually order all areas of their lives to make this happen. They get very used to speaking in the directive voice and are comfortable wielding authority and giving direction to others based on their sense of their own authority.
Summary of Manager
36 - 65 Leaders are often found “at fault” for what is really a failure of their subordinates. Because this is not a tolerable risk for Managers, they seek smaller environments (or teams) or they prefer “headless” teams where each member specializes. Managers can accept a tension in their life between areas that do very well and areas that do not do well at all.
Summary of Responsive
16 - 35 In this group, the force of will turns inward manifesting itself as a self-determination to accommodate others. The force of will and their ability to be forceful is now focused within their role, but they can be quite unmovable when they believe the situation is wrong or simply not right for them.
Summary of Ready
.5 - 15 The Ready have a force of will that is almost entirely self-directed. They are even more detached from the over-arching goal, organization, team, and role. They focus on the task that is before them.
What are the abilities and limits of a Director?
Percentile Range: 86% - 99.5%
Process View:
Defines boundaries around the largest positive outcome and talks about scalability
Creates movement through charismatic forcefulness
Inspires others to take initiative (merging organizational and personal authority)
Identifies individual goals that are reached in the group goal
Pragmatic Limits:
Negative Trigger: “You need to back off and give me some space” or “Do you know what you want to do”
Positive Response: Learn to support those over you even when they don’t drive as hard as you and learn to slow down and listen to what others are saying
Personal Need:
Challenges and resources to get the job done
Primary Skill:
Identifies, drives, and prioritizes goals in light of the broadest responsibility
Director
Primary Abilities:
Defines priorities and drives activity in light of their scope of responsibility
Determined
What are the abilities and limits of Determined?
Percentile Range: 66% - 85%
Process View:
Defines the highest level impact and the next milestone
Promotes commitment to the group and/or company goal
Defines organizational and personal authority limitations
Creates movement through decisiveness and determination
Pragmatic Limits:
Negative Trigger: “You are too harsh and overly demanding”
Positive Response: Support people while “in the task”, slowing down to ensure they are on board; insure you have authority to complete the task
Personal Need:
A clear reporting structure with freedom to operate and competent people around them who can execute
Primary Abilities:
Controls resources around defined project responsibilities
Manager
What are the abilities and limits of the manager?
Percentile Range: 36% - 65%
Process View:
Defines progress in terms of resource allocation and within time limits
Defines what the rules are that need to be kept, and their flexibility
Defines what the most expedient goal is that can realistically be achieved
Instinctively balances work/life demands for long term viability
Pragmatic Limit:
Negative Trigger: “You lack persistence and are preferential with goals”
Positive Response: Regulating activity around priorities without reserving resources or critical decision-making authority, and without territorialism
Personal Need:
Access to the entire system affecting their work
What are the abilities and limits of Responsive?
Percentile Ranges: 16% - 35%
Process View:
Takes direct personal action and builds expertise over time
Promotes eagerness to perform team tasks
Defines options around their role or established plans of action
Identifies system “bottlenecks” and areas that need improvement
Pragmatic Limit:
Negative Trigger: “You do not stand up for your goal/opinion/perspective”
Positive Response: Be kind and direct… Do not back away too quickly… Stick with intuition about the needs of the group
Personal Need:
A clear goal and a clear role
Primary Skill:
Exemplifies customer service mentality in a defined role responsibility
Responsive
