My SDI ANALYSIS: a Written Assignment

My SDI Scores: When Things are Going Well (MVS) | I the Face of Relational Conflicts |

Col 1 Col 2 Col 3 Col 4 Col 5 Col 6 28 | 45 | 27 | 23 | 29 | 48 |

_____________________________________________________________________________________

Part One: Based on what you have learned concerning the SDI and Relationship Awareness Theory, write a one to two-page, double-spaced paper on “How I can use what I have learned from the SDI and my personal strengths to enhance communication with other people, specifically those in my area of work”. Be specific. Don’t talk in “generalities” such as “these tools will help me communicate better.”
In my case, I believe that the SDI has allowed me to better understand myself, and why I’ve always considered myself as a leader. But I believe the real power is using this tool to help me better understand others and what makes them do what they do.
As a manager I find myself dealing with several people with many differing motivational values. For example, there is one guy in my department who is very assertive and ambitious. He wants to move up in position quickly and is always looking for opportunities to take on more projects that would allow him to show his abilities. He likes to push others around to get his own way and he is also quick to blame others when things go wrong.
Then there’s this a field guy that has been with the company for about 10 years. He is a true Blue; he is a warm and friendly person that likes helping everyone. He is really devoted, modest, supportive and loyal. The trouble is, he also tends to allow people to take advantage of him.
I intend to apply many of the tactics I’ve learned in this class in order to improve the way I manage these two individuals and the rest of my team.
In the case of Mr. Ambitious and Assertive, I’ve got to help him understand his motivational value system and possibly have him complete an inventory of his strengths and weaknesses. That way, he and I can have a starting point to discuss where he is in his development process. I believe he will be surprised at what he finds. Also this will allow us to discover crucial areas for improvement and understanding.
In the case of Mr. True Blue, I think I would share my SDI totals and ranking with him so that he can get an idea of what I am about and what has helped make me successful. I will be able to point out to him some of the traits I’d like him to develop indirectly. I believe he could be a great trainer or maybe a supervisor; but I need him to see that there are many ways he can develop his leadership skills.
At one of the previous companies I’ve worked for, there was a CEO who impressed me the first time we met because the way he came across was that he was a “no-nonsense” kind of a person and I liked that he was straight to the point. So I thought “we would get along just fine”. After working closely with him for about a month, I immediately found him to be a Red to the “nth degree”, because he was inflexible. He micro-managed everyone to the point of “his way or the highway” was displayed; he clearly came across as what is now known as a “control freak”. He did not create an environment for the team to use their skills and expertise without his blessings. In short, he and I did not get along. I believe that if I had learned about SDI then, I would have been able to (1) communicate with him more effectively and (2) manage my own reactions to his abrasive demeanor by understanding his MVR’s.
I find that the Strength Development Inventory is a very useful tool in assessing my own Motivational Value System and the best way to display my strengths. It would also be helpful to me by understanding the same in others.
I think I’m fair at recognizing and understanding what motivational language someone is speaking. Having learned the Strength Development Inventory will undoubtedly enhance my ability to understand and communicate with others even more.
Now that I am aware of the three stages of conflict, I will be able to better navigate through times of conflict, despite facing opposition.
Part Two: Answer the questions below. Be as complete as necessary. Make sure you type each question before typing out your answers double-spaced.
4. How do your top strengths/behaviors (VRS) support your MVS?
Are your behaviors consistent with the typical behaviors for a person of your color, or do you use strengths/behaviors of a different color? Give some specific examples at home or at work.
My SDI strengths and behaviors are Green – 75 to Red – 74, respectively. I was somewhat surprised that I was considered a strong Red. Although as a Red I can be assertive, creative and, innovative. Then as a Green I can also be very practical. I make every effort to think things through before acting.
When I’m in a situation where I’m dealing with a certain kind of person, it may cause one of my strong Red behaviors such as being assertive or in some cases finding the need to use my Green behaviors by becoming somewhat cautious. However at some point I may feel the need to exercise my power of persuasion in order to prove my point. However there are other occasions where I might feel it would be best to stay in control of my emotions and attempt to be more practical. I believe that both of these actions or behaviors are in line with my MVRs and are consistent with my color strengths. But as you can see there is a constant battle between them depending greatly on who I am interacting with.
5. Self-Awareness
a. Review your SDI orientation. In your opinion, is this “you”? Why or why not?
I’ve looked over my SDI assessment and I’ve come to the following conclusion: that even though I was placed in a strong Red category, but I believe that I’m in fact a [RG]-B. For example, it is true that I will try to pursue peace and harmony, but if I am pressed enough, I will use all of the resources available to me to preserve my integrity.
Over time, however, I’ve learned to use my Red tendencies more. I am outspoken and I am one that prefers or is comfortable in leadership positions, and I am competitive.
b. Describe yourself in relation to your motivational value system. What “floats your boat?” Be very specific at the relational-personal level. Do not use the descriptive definitions in the SDI booklet; rather share yourself as you see your color.
At work, I’ve been told by others that I project a stern, confident image by the way I carry myself and my professional way of communicating. What I focus on is meeting the desired goal and I tend to talk about the facts and figures that projects the team or company progress. But I also like to focus on people that are loyal to me or my team or cause. I know that I’m also one that will stand up not only for myself but others as well.
“What floats my boat” as you ask, is being in an environment that promotes new ideas and is open to experimenting within reason, in order to find out if those ideas are sound and if they should be implemented. I also prefer to be around people I can trust and that are respectful to each other and appreciative of what each brings to the table. I enjoy managing and developing others and watch them grow to their full potential.
c. Why borrow? What happens when this occurs?
I am sure that none of us actually stay within our MVS categories 100% of the time. Reds aren’t always Red! There have been, and will continue to have instances where I have found the need to be flexible or nurturing more than I might be normally. For example, I had an employee that was having personal issues that were seriously affecting their work. Specifically, that negatively affected our ability to meet our quarterly goal. I was able to address my concerns with him and fortunately enough I was able to give him some time off from work in order for him to deal with his personal problems. When the employee returned he was able to focus and was much more effective with the task he was given. This employee appreciated my willingness to work with him. His overall attitude and behavior improved and he went on to become one of our top producers.