Conflict Avoidance: Low A High D Leaders
WRITTEN BY Bill Barker, Senior Consultant
One of the tenets of Low A behavioral profiles is the desire for harmony. Why can’t we all just get along? That desire for harmony is compounded when a person also exhibits a High D, which means they want to do the correct thing; so, “Why can’t we all get along and do our jobs?” The combination of having a Low A/High D leader advocates that everyone should get along and do what is expected of them. Simple! Or, so it would be if there was agreement on what “getting along” truly meant, and what doing the job entailed.
But unfortunately, no... Even where there are well constructed position descriptions and defined standards of performance, humans being what they are will find different ways to interpret the meaning of both. Under such circumstances, it is imperative that the boss step up and clearly state what she wants and expects. This effort also seems simple. Nope! Too often, the Low A/High D boss sees that situation, and in an effort to avoid creating conflict, does not take immediate action. "Maybe the employee will see the error of his ways", thinks the boss. Maybe, but too often, not likely. Or, the boss reissues job descriptions to everyone, or makes a general announcement about how everyone should be following work policies/procedures/work requirements hoping the offending employee will get the message. Again, maybe, but not likely.
The unsatisfactory performance continues causing unhappy customers and disruption among neighboring employees. People complain, or worse, there is a loss of sales or unsatisfactory customer service. Now we have REAL conflict, which is quite ironic, since that was the very thing the Low A/High D boss was trying to avoid!
So, what is the Low A/High D boss to do? Everyone in a leadership role will always benefit from management/leadership training. The Low A/High D boss must especially be an excellent student of this topic. It’s their cautious nature that interferes with taking the appropriate action initially. But, if such an individual learns to quickly identify when there is a problem and how to effectively address that matter, the worry of conflict or doing the wrong thing will dissipate.
There are many well designed leadership training programs available, but we truly believe that none are better than those we teach when referencing proper utilization of the Predictive Index Behavioral Assessment. PI training workshops, along with continuing consulting support from your dedicated PI Consultant will provide greater assurance that one is doing the right thing. And, knowing that you ARE doing the right thing takes away the risk of doing the wrong thing!