Relationship Building — or “Why can’t THEY be more like ME?”

Isn’t it frustrating when people and their questionable or sometimes crazy behaviours get in the way of us doing what we want? Well … life happens … and this workshop provides insight into those very deep-rooted and personal motivators that result in others (and us) saying what is said and doing what is done!

Make no mistake about it – we all have very core and personal needs that must be met on a continual basis. These needs are driven by many factors: our behavioural style, gender, age group, cultural influences, thinking style, to name just a few! Many times people don’t even know what their core needs are – and this places them at a disadvantage because then they don’t know how to enhance the bright side of their style and more pro-actively manage the “dark side”. Equally important, they don’t know how to appreciate the bright side of others and react when they demonstrate the “dark side” of their behavioural style. This dynamic creates ripe territory for high tension interpersonal situations that directly lead to conflict!

To further complicate matters, when people don’t know how to demonstrate high behavioural flexibility AND high Emotional SMARTS^®, and their dark side consumes them (as often happens when people feel overwhelmed and out of control), they can be perceived in any one of four ways – as a “bully”, “loose cannon”, “wimp”, or “anal” – descriptions most people don’t want used on them.

Learning Objectives: At the end of one-half day, participants should be able to:

1. identify their behavioural style in terms of what they need: from a work or project point of view; personally down deep at one’s “gut level”; to address time and risk, when experiencing high anxiety, fear or anger; remedies or “fixes” to reduce relationship tension so all involved can get on with the job at hand.
2. describe the style of others – using the same terms of reference as outlined in point 1.
3. explain why some behavioural styles experience a greater potential for conflict than others.
4. identify why and how one’s age, thinking style and life experiences could influence a person’s perception of change.
5. describe what can be done to minimize high tension, conflict based behaviours early in the conflict cycle.
6. name behaviours each style can demonstrate so they are better able to gain endorsement from others quickly and fluently.
   
   This workshop is an eye opener for people who need to work with others to get the job done – whether that’s at work, home, or in social groups!

Audience: People from any walk of life or organizational level.