HOW TO GROW TRUST & RESPECT AT WORK Most happy offices are alike, but each unhappy office is unhappy in it's own special way.
	Although low morale is usually a result of many factors, including management practices, lack of clarity of roles, and more, you can often chalk some of it up to group dynamics, where personality clashes can throw a wrench in even the best laid work plans.  Most of us, at least to some degree, tend to think that everybody else takes in information and experiences the world in the same way we do.  Hit an analytical manager with a request out of the blue that requires an immediate response, and that manager's answer will often be no.  But send this same person an email first, then follow up later after she's had time to mull things over, and suddenly you're on the same team!
	One of the first steps toward heading off misunderstandings, interpersonal conflicts and miscommunications is to acknowledge that people have different Behavior Styles, and that the most effective work teams understand and value them all.
	There are four main Behavior Styles (with 16 various subdivisions).  They are: • CONDUCTORS, who are devoted to getting things done and fixing problems; • PROMOTERS, intuitive big picture types who provide ideas and enthusiasm; • LISTENERS, who are devoted to people, create harmony & like to help out; • ANALYZERS,who are fact oriented & committed to quality and accuracy.
	Behavior Styles Ranges of Behavior Below are general descriptions of the four Behavior Styles.  These are not categories or “pigeonholes,” but instead represent ranges of behavior
	C  O  N  T  R  O  L  L  E  D           P   R   O   C     Analyzer Ø     Makes cautious decisions Ø     Provides well thought out  opinions Ø     Asks questions about tasks Ø     Withholds emotions Ø     Follows rules and regulations Ø     Does things in a step by step manner Ø     Wants facts and data      Conductor Ø     Makes quick, bold decisions Ø     States strong opinions Ø     Makes statements about tasks Ø     Exhibits limited facial expressions Ø     Limits socializing Ø     Likes to fix things and loves to be challenged Ø     Wants efficiency & results             E   X   P   E   D E   S   S     Listener Ø     Involves others to make decisions Ø     Provides moderate opinions Ø     Asks questions about people Ø     Agrees readily Ø     Avoids confrontation Ø     Is receptive to new ideas Ø     Wants to please others       Promoter Ø     Makes fast decisions Ø     Likes to have fun Ø     Makes statements to motivate others Ø     Expresses emotions easily Ø     Talks fast Ø     Prefers to work without supervision Ø     Wants approval and praise     I   E   N   C   E R  E  S  P  O  N  S  I  V  E