Challenge

• Overwhelms and over shadows his staff. Too aggressive. Does not leave room for dialogue. Not inclusive. I’m right, you are wrong. There's only room for one opinion here - mine! “If I'm not right then I have to make you wrong or get away/close down.”

• Withholds support and compliments from his people. Rarely shows feelings except annoyance and anger. Not really available to staff. Projects a non-trustworthy image. Speaks a good game yet not a team player.

• A 'bootstrap' attitude. Does not ask for help. Under it all, does not think anyone can really be there for him.

Strategy

• To increase his curiosity and fascination in relationship with others and establish a greater emotional range. Develop a larger vision of community and teamwork. Place a strong value on inclusion and learn how to 'lean into' relationships rather than pull away.

• To develop his understanding of the practical and emotional consequences of being inconsistent and increase his empathy for the distress and mixed messages he communicates. To facilitate his recognition of his patterns, practice sustaining connections and follow through.

• Focus on developing trustworthiness and integrity.

Result

• More effective team leader and team player.

• Fuller emotional capacity to respond to others. Stronger ability to listen.

• Increased ability to know what he wants and express it directly with goodwill.

Challenge

• Poor ability to engage socially and establish rapport. Verbally mismatches his own level of expertise with the expertise of peers, talking 'over' them. Assumes 'one-up' position at the expense of the relationship. Poor listener. Lacks patience.

• Lacks confidence dealing with aggressive superiors.

• Overall malaise and dissatisfaction with work.

Strategy

• To increase his capacity to experience and express a fuller range of emotions. Develop his awareness of himself at work beyond his role.

• To increase his capacity to be more effective in social and sales situations, as well as being more tolerant of others' learning styles and decision making abilities.

Result

• Actively engages in verbal and nonverbal rapport building. Excited about new ways to work with others.

• More highly tuned to his impact and influence on others, allowing him to make more influential connections.

• Actively more in control of his reactivity. Proactive and assertive in taking a stand on important issues.

• Feels empowered and self-innovating. Found joy and a vital sense of challenge in empowering others.

Challenge

• Withholds information and experience from other team members, establishing differential based on power and domination.

• Strong demand for loyalty that often ends in feeling betrayed.

• Strong dictatorial intolerance toward others.

• Gains respect based on induced fear.

Strategy

• Develop empathy for negative impact of power based relationships.

• Increased awareness of the inherent catch-22 (double bind) set-up of 'coerced' loyalty.

• Develop skillfulness in yielding, agility, vulnerability and authenticity.

Result

• Increased willingness to take emotional risks and trust others team members.

• Significantly improved ability to work cross-functionally in the organization.

• Successful transition to achievement orientation rather than power orientation