Trevor E. S. Smith | Applying the lessons:What behavioural styles teach us
Is the expression of anger linked to behavioural preferences?
Can an individual's approach to navigating life be an indicator of how ready or reluctant they are to express anger?
Are behavioural profiles directly relevant to conflict and anger management?
Extended DISC on the FinxS Platform places its 160 unique behavioural classifications into four quadrants or groups of behavioural styles.
The four groups of behavioural styles are Dominance, Inducement, Steadiness, and Conscientiousness.
The question then is can the position of one's behavioural profile shed light on their willingness to express anger. Can behavioural profiles have some bearing on how individual's handle conflict?
This discussion is not based on statistical data.
The discussion relates to the expression of anger. We can be angry and yet not show it. What we are dealing with here is the willingness to be angry and show it. Suppressed anger is another issue.
Behavioural classifications that fall in the Steadiness group appear least likely to express anger.
One characteristic of styles in the Steadiness group is submissiveness. Individuals are often willing to step back for a peaceful life.
It may be argued that the Steadiness behavioural styles are also linked to being sensitive. Being sensitive could cause one to be more prone to view actions in a negative light. Perceived hurt might produce a greater frequency of conflict, provoking anger.
However, feeling hurt or offended is not the same as expressing anger. Seeking confrontations is not usually closely linked to the Steadiness styles.
Styles linked to the Inducement group reflect a preference to be outgoing and people-oriented.
Characteristics include being keen to establish friendly relationships. A key strategy is to achieve goals with and through people. With this preoccupation with developing friendly relationships, being quick to express anger is not a good fit.
Individuals in this quadrant exhibit a preference for being reserved and task-oriented. When task trumps people, getting the task done is the top priority. Being careful about feelings is secondary. In that context, being willing to openly express anger to get the job done is viewed as being acceptable.
At the same time, there are two other considerations. One characteristic of this group is not displaying their emotions. Also, there is a great deal of focus on evaluating the cost or benefits of every action.
Consequently, profiles that fall in this quadrant might be driven by the need to achieve objectives to display anger. However, any such expression is likely to be the result of a cost/benefit analysis.
Styles in this group display outgoing and task-oriented preferences. Characteristics include driving for results, taking control of one's circumstances and avoiding the reliance on excuses.
This mindset is not overly sympathetic of failure.
Also, the communication style of the Dominance group tends to be more pointed and direct. Speaking one's mind comes more easily to this group.
Given these factors, it is likely that the Dominance group will be less reluctant to openly express anger.
Anger is a natural emotion. It is not necessarily a bad thing. However, uncontrolled anger or its overuse must be strongly discouraged. So, any insights that can assist in reducing the undesirable use of anger is useful.
Placing greater emphasis on people, their feelings and your relationship with them should reduce the frequency of anger episodes.
Situations in which there is pressure to achieve results are more conducive to the expression of anger. Consequently, we should be on high alert to control our emotions in pressure circumstances. Similarly, we should be aware of the potential impact of stressful situations and quickly play down anger outbursts and work to prevent them from escalating.
The advice to allow the angry individual to vent works well in many situations.
Learn more about your personal behavioural profile (and those of your colleagues/family/group) and how to deal with conflict and anger from those perspectives.
Request a free copy of our presentation: DISCerning Conflict Management: Powerful Conflict Resolution Strategies at firstname.lastname@example.org.
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