Behavioral Scale Deep Dive: Low Self-Control

Do you tend to bend the rules and love to stretch limits? Are you easily bored? If so, you may be a low scorer in self-control. Let’s take a look at the behavioral traits of someone with a low score in self-control and what managers can do to best encourage their growth.

Behavioral Scale Deep Dive: High Submissiveness

Are you kind and supportive in team settings? Would you rather agree with someone else’s opinion to avoid a conflict? If so, you may be a high scorer in submissiveness. Let’s take a look at the behavioral traits of someone with a high score in submissiveness and what managers can do to best encourage their growth.

6 Tips for Introverts to Deal with Zoom Fatigue

Although experts have shown that zoom fatigue is a real thing despite where you land on the extrovert/introvert spectrum, for more extroverted, “life of the party” (high exhibition and networking scorers) people, this type of high-energy environment might not seem too bad on it’s own. However, for more introverted types, a day of constant zooming sounds miserable. Here are six ideas for employees and managers to deal with zoom fatigue.

Behavioral Scale Deep Dive: Low Submissiveness

Do you love competition? Are you often the most tenacious one at the table? If so, you may be a low scorer in submissiveness. Let’s take a look at the behavioral traits of someone with a low score in submissiveness and what managers can do to best encourage their growth.

Behavioral Scale Deep Dive: High Self-Critical

Do you find yourself worrying about what might go wrong? Are you often too hard on yourself? If so, you may be a high scorer in self-critical. Let’s take a look at the behavioral traits of someone with a high score in self-critical and what you can do to best encourage their growth.

Behavioral Scale Deep Dive: Low Self-Critical

Are you self-assured and confident? Do you tend to move at a fast pace? If so, you may be a low scorer in self-critical. Let’s take a look at the behavioral traits of someone with a low score in self-critical and what you can do to best encourage their growth.

Behavioral Scale Deep Dive: High Autonomy

Do you highly value your freedom? Are you assertive and independent? If so, you may be a high scorer in autonomy. Let’s take a look at the behavioral traits of someone with a high score in autonomy and what you can do to best encourage their growth.

Behavioral Scale Deep Dive: Low Autonomy

Autonomy: The need to act independently, regardless of others’ beliefs or opinions about those actions. 

Do you often seek advice from trusted mentors? Are you open to feedback and teamwork? Do you prefer the tried and true? If so, you may be a low scorer in autonomy. Let’s take a look at the behavioral traits of someone with a low score in autonomy and what you can do to best encourage their growth. 

Low Autonomy

Meet Kendra. She always does her job the way she knows works and doesn’t stray too far from the conventional. She likes working with people and would rather make a decision in a group than independently. She is always seeking advice from trusted people in her life and what they do, think and feel often guides her decisions.

Kendra is a good example of someone who likely has a low autonomy score. She:

  •  Is a team player
  • Tends to value security, preferring the known and true
  • Welcomes advice and direction from trusted advisors
  • Is conventional and has a high need for security
  • Is open to feedback and welcomes mentors into their lives
  • Plays by the rules and avoids risk 

Tips for Managing Low Scorers

Although low scorers in autonomy can be great team players, are positively open to feedback and can provide an easygoing presence in the workplace, sometimes their tendency to stick to the tried and true and follow the pack can hold them back personally and professionally.  Also, sometimes low scorers in autonomy can react to and worry about someone else’s expectations and reactions and defer to their opinion. Because of this, they might have difficulty making decisions and taking action on their own.

Here are some tips for managing someone with a low autonomy score: 

  • Encourage them to keep an open mind to new ideas and creative
     solutions. Their first instinct may be to disregard “out-of-the-box” thinking.
  • Encourage them to spend time with creative, high energy, high autonomy people from time to time. Discuss all of the strengths of this type of person so they can learn more about them.
  • Team work, participation, collaboration, and low risk initiatives motivate the low scorer in Autonomy. Encourage them to balance this need with exposure to new things.

Behavioral Scale Deep Dive: High Exhibition

Are you someone who likes to be center stage? Does attention from other people give you energy? If so, you may be a high scorer in exhibition. Let’s take a look at the behavioral traits of someone with a high score in exhibition and what you can do to best encourage their growth.

A Mindful Approach to Helping Your Employees During COVID-19

By focusing on mental health, employers are in a unique position to mindfully support their employees during this time of constant change and uncertainty.

Newsletter Subscription

Stay updated with our latest thoughts on mindfulness, hiring, and organizational development.

Newsletter Subscription

If you want to subscribe to our monthly newsletter, please submit the form below.