What Is Your Style?

What’s Your Style?

No, I’m not talking about a 2-piece vs. 3-piece suit, but your communication style. Everyone falls into one of four dominant communication styles. The key to great communications is being able to identify both your perceived style and the other person’s dominant style.

How can having this knowledge help you in your job hunt? Well, in those face-to-face interviews not all interviewers are created equally. In fact, there is a better chance than not that the person who will be interviewing you for your next position has never had any formal interview training, but rather they are just wearing the “interview hat” for the next 30 minutes or so. Many organizations submit to the “peer interview” process which consists of employees from various departments taking fifteen to thirty minutes each interviewing prospective candidates and then submitting a standardized feedback form consisting of both their “opinion” and some type of numerical ranking of the candidate based on pre-screened questions. This is then submitted to management with them undertaking a “subjective” review of the data. The problem is…it is hardly objective.

Most untrained interviewers have a tendency to rank more highly those candidates that they “liked” as opposed to objectively comparing the candidates backgrounds, skill-sets or achievements. Untrained personnel end up hiring folks who are, "just like them” as they relate to their own styles. They recommend and hire those candidates who got into their comfort zone. Often times the choice is the wrong decision because it was based on the “like factor” rather than how the person’s background fits the requirements. Eventually the candidate and/or the organization come to realize they’ve made a poor decision costing them both. The organization failed to use “Targeted Selection” techniques to objectively compare the candidate’s background, achievements, organizational fit, etc. and how all of it fits the required skill sets as outlined by the job description.

Having said that; even if a candidate is interviewed by a skilled interviewer it is imperative that a candidate present him or herself in a manner in which the interviewer feels comfortable with them as a person and not just a candidate. They have to “like” them. In my book I define “like” not as literally liking someone in the manner they’d like to hang out with the person, but rather liking them because they got into their communication comfort zone. How do you do this? You do it by understanding how others view or perceive YOUR style most of the time AND by being able to identify the other person’s communication style and then taking the appropriate actions in which to make them feel comfortable. Remember this RULE: Perception IS Reality. What someone believes they see…they see. So it does not matter what YOU think your style is, it only matters what someone else believes. I’ll repeat this for the folks with an ego who believe they can change someone to adapt to them…It does not matter what YOU think, it only matters what THEY think.

The Four Basic Styles:

A or “Analyzer”
B or “Buddy”
C or “Challenger”
D or “Demander”

Each style comes with its own set of dominant traits. For example, the Analyzer tends to be quieter, contemplative, data-oriented, less animated, whereas the Buddy tends to be more focused on personal needs and less on business. They may be involved in lots of social activities and it’s hard for them to say no. They will say yes immediately compared to the Analyzer who needs time to contemplate and analyze.

The Challenger is like a rubber ball in a room. They are involved in all kinds of activities and always seem to have way too much on their plate. They may seem aloof because they are simply too involved in everything else to take time out to listen to you. They love new ideas and will take one and run with it. If you make a statement, they will challenge it. The Demander is someone who may seem overbearing. They may not have much time for you, but when they will make a decision and they stick with it. They may not get caught up in the details although they will require them so be prepared to provide them. They will probably be the person who everyone goes to for their advice, even if they really didn’t want it as much as to appease the Demander’s perceived ego.

So, what’s the key? The key is to understand, objectively and honestly, how others perceive you. Why? Because you cannot make others change their style, but YOU can, however, alter your style. For example, if you’re a “Buddy” style (think about the traits you exhibit) and you’re communicating with the “Demander” you’re going to have to get focused! The Buddy has a tendency to wander off the highway and if they don’t immediately get back to the on-ramp with the Demander the conversation is likely to be a short one because the Demander doesn’t have time for small-talk. Likewise, if you’re an Analyzer and you’re communicating with the Buddy you’re going to have to be more expressive. You’re going to have to take a personal interest in them, and not what you’re selling. You’re going to have to take more time than you anticipated because the Buddy will, eventually wander. The trick will be to get the Buddy back to the on-ramp and onto the conversational highway without offending them.

Remember this…not all interviewers are created equal so it will be important to understand their style within minutes by utilizing and observing the three key components of communication identification: Verbal, Non-Verbal and Environmental. The third is one that I venture to say you have never been asked to consider until now. I go into more detail about environmental signals in my book.

So, what is your style? Whatever it is, if you know going in and you can identify the other person’s style you’ll be in a position to get into their comfort zone more quickly and increase the “like factor.” You’ll also be way ahead of your competition who choose to lead with their style rather than adapt to the interviewer’s.

This information is drawn from Bob Kinnison’ upcoming book: “What Are You Selling?”

Bob Kinnison is an author and Blogger and has been involved in recruiting and interviewing for more than twenty five years. He authored the book, “Interview Experts” and owns several successful web sites and Blogs serving up more than 10 million page views annually. He owns JobFairUSA.NET. You can reach Bob at jobfairusa@rockfordlink.com

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