Implementing SOI Flashcards
Engaging with another SOI
Meet in the middle and communicate in the middle ground to the person in order to communicate better with them. When scores differ, when light hits a diamond it reflects light. Scores that are far apart the more different they are, its so laughable because you recognize the difference and it just stands out. 30 points of separation is the height of where you see the greatest opportunity for a difference to occur
Leadership Applications
Cognitive Scale – understanding ‘style of influence’ teaches a leader how to think in all segments… to coordinate their team so each individual’s ‘input’ strengths are leveraged for effective decision-making.
Relational Scale – understanding ‘style of influence’ teaches a leader how to manage their emotions so they stay ‘engaged’ in the goal process and interact with their team both as team players and as individuals.
Goal Achievement – understanding ‘style of influence’ teaches a leader how to focus their activities, and those of their team, while applying the necessary ‘force’, both personal and corporate, to achieve organizational goals.
Detail – understanding ‘style of influence’ teaches a leader how to balance ‘project control’ with ‘project output’ so they, and their team, stay engaged and produce their best work.
Cognitive Skills
Cognitive Scale
5 - Innovator – Big Picture Formation / “Principle-Based” Communication
4 - Strategist – Defines Strategic Value and Implications of an Idea
3 - Planner – Clarity around ‘Cause and Effect’, ‘Options and Coordination’
2 - Organizer – Creating and Maintaining Standards, Rules, Processes
1 - Refiner – Builds Documentation and Procedures / Preserves Data and Results
Relational Skills
Relational Scale
5 - Nurturer – Projects Affirmation to produce personal and organizational commitment
4 - Empathizer – Produces a Positive Environment by combating negativity
3 - Negotiator – Balances Sensitivity and Rational Analysis
2 - Verbalizer – Creates Emotional Authenticity around negative situations
1 - Observer – Promotes Rational, Analytical Responses
Goal Skills
Goal Achievement Scale
5 - Director – Identifies, Drives and Prioritizes Goals in light of broadest responsibility
4 - Determined – Defines Priorities and Drives Activity in light of their responsibility
3 - Manager – Controls Resources around defined project responsibilities
2 - Responsive – Exemplifies Customer Service Mentality in a defined role responsibility
1 - Ready – Helping Teams and Individuals with specifically defined or requested tasks
Detail Skills
5 - Controller – Creates Order for many people and many activities
4 - Driver – Creates Order for role-defined people and activities
3 - Juggler – Makes ‘Trade-Offs’ between different objectives and Builds Review
Procedures to manage activities
2 - Recruiter – Is willing to delegate quickly… looks for talent to give an opportunity
1 - Delegator – Creates Freedom from Restriction… Simplicity… Speed of Execution
Innovator motivators
Innovator…
Ask me to come up with new ideas or intuitive solutions
Ask me to clarify principle or value implications in our actions
Ask me to think about big picture, theory, the ideal, the future
Ask me to deconstruct “vision” to design strategy
Ask me to motivate or inspire with words
Ask me to build a singular perspective in others
Strategist Motivators
Ask me to critique ideas through questions and debate
Ask me to define terms and illustrate ideas in terms of current strategic initiatives
Ask me to define a single strategic plan for resource use that is future or goal oriented
Ask me about similar “patterns of activity” and current best practices
Ask me to clarify exceptions and deviations
Ask me how and how much current activity limits future options
Planner Motivators
Ask me to lead, clarify, summarize current discussion
Ask me about systems that relate to the current issue
Ask me about organizational effectiveness and the proliferation and use of structure and tools
Ask me if there are any helpful tools currently in place
Ask me to build a system, plan or policy
Ask me to build organization-wide systems integration
Organizer Motivators
Ask me what the most expedient , simple solution is
Ask me what we need to DO to get things going
Ask me what our process should look like
Ask me what we have done historically, traditionally and what is “normally” done
Ask me to define implementation and process obstacles
Ask me to build an effective procedure
Refiner Motivators
Ask me what we have learned through repetitive processes
Ask me about the imperfections in ideas, strategies, systems and procedures
Ask me what the organizational fail-safes and redundancies should be
Ask me what I think the unnecessary, or undefined, process steps are
Ask me what it would look like to produce efficiency of motion and effort
Ask me to produce data on an issue
Nurturer Motivators
Ask me to create emotional harmony
Ask me what an empowering, nurturing emotional response looks like
Ask me how “tense” people are about the issue
Ask me about the level of harmony we should expect from this person right now
Ask me how we go about building a layered network of relationships
Empathizer Motivators
Ask me to create emotional empathy
Ask me to empathize to create emotional care and comfort
Ask me to empower positive emotional stability
Ask me what people are feeling
Ask me to express loyalty in my network
Ask me how we go about building a sense of team
Negotiator Motivators
Ask me what “fair” looks like
Ask me what the balance looks like between cause, expression and responsibility
Ask me to create conversant emotional commitments
Ask me what the effect is of the current emotions
Ask me what actions convey loyalty to the individual and the goal
Ask me how we build authenticity and openness around fair emotional expressions
Verbalizer Motivators
Ask me to verbalize what I feel
Ask me to help purge and expose real emotions
Ask me to empower freedom of expression emotionally
Ask me to define loyalty in expressions of commitment
Ask me how we can build an open relational network
