Flexible Behavior

has clear objectives

distinguishes between process and content

is able to question his/her own approach

holds on to an objective but is able to change his/her approach, view or behavior

recognizes obstacles

understands when a chosen approach is ineffective

is able to switch between using logical arguments against resistance and making an inventory of its cause

does not focus on a certain approach or argument in order to attain a goal

adjusts readily to unexpected turns of events

is able to go along with someone else without losing his/her own objectives

is able to change his/her approach when facing constant resistance (a different point of view, new argumentation)

is flexible in his/her use of argumentation and style

is able to redefine problems

adjusts his/her tactics to the amount and kind of resistance

uses various techniques to influence others (lobbies, approaches decision makers, finds sponsors)

uses other people's ideas and subtle signals to guide a conversation into a desired direction

tries various styles of behavior in order to influence others effectively

Flexible behavior can be easily developed if the candidate has a more than average score (7,8,9) on the drive Purposiveness and a less than average score (1,2,3) on the drives Conformity and Order & structure.

Have you experienced circumstances over the last month that made it difficult for you to reach your targets? Could you give examples of negative influences these circumstances had on you?

Have you ever been put under pressure in order to change your plan or views? What did that do to you?

Describe a situation in which another person refused to do what you wanted. How did you win this person over to do what mattered to you?

Do you easily adapt to changes? Could you give a few examples that illustrate how you deal with change?

Have you recently had a conversation in which you did not achieve your goals? What did you do?

Investigate what is keeping you from changing. Do you want to hold on to what is familiar to you? What exactly do you resist? Do you want to stick to plans you once made? Do you like a tested approach in your work? Does it still work?

Try to think of more than one solution to your problem.

If your circumstances are changing, ask yourself regularly if and how you can attain your goal in a different (better) way.

When facing adversity or resistance, reflect on what happens exactly en let go of your initial plans where and when necessary. Try and understand the other party’s perspective by asking them questions, ask what their objections are and deal with them accordingly.

Be open to other people’s ideas; don’t reject them too quickly.

Switch coaching styles regularly and discuss your candidate’s reaction to those changes.

Encourage your candidate to practise situations he finds difficult to handle or avoids, for instance in a role play.

Set certain difficulties for your candidate in a role play (“this cannot happen; you cannot do this; this does not work like this”) and encourage your candidate to deal with these problems strategically.

If your candidate has a managing position, bring up situational leadership. All kinds of interviews are good moments to practise these skills, especially when resistance is expected.

Encourage your candidate to ask others for 360º feedback regarding his flexibility. What are his strengths and what could be improved? Discuss the results with the candidate.

Flexible Behavior

Behavioral Examples

General

Operational

Tactical

Strategical

Development Potential

Interview Questions

Development Activities

Coaching Advice