Brian Bateman Work Personality

Management-Staff
Brian Bateman
CEO
SEO LLC
10-24-2017
Brad Herda
FocalPoint Coaching
bradherda.focalpointcoacing.com
Phone: 414.852.4224
bherda@focalpointcoaching.com
Copyright © 1984-2017. Target Training International, Ltd.

Introduction
Behavioral research suggests that the most effective people are those who understand
themselves, both their strengths and weaknesses, so they can develop strategies to meet
the demands of their environment.
A person's behavior is a necessary and integral part of who they are. In other words, much of our
behavior comes from "nature" (inherent), and much comes from "nurture" (our upbringing). It is
the universal language of "how we act," or our observable human behavior.
In this report we are measuring four dimensions of normal behavior. They are:
How you respond to problems and challenges.
How you influence others to your point of view.
How you respond to the pace of the environment.
How you respond to rules and procedures set by others.
This report analyzes behavioral style; that is, a person's manner of doing things. Is the report
100% true? Yes, no and maybe. We are only measuring behavior. We only report statements
from areas of behavior in which tendencies are shown. To improve accuracy, feel free to make
notes or edit the report regarding any statement from the report that may or may not apply, but
only after checking with friends or colleagues to see if they agree.
"All people exhibit all four behavioral
factors in varying degrees of intensity."
–W.M. Marston
1
Brian Bateman

General Characteristics
Based on Brian's responses, the report has selected general statements to provide a
broad understanding of his work style. These statements identify the basic natural
behavior that he brings to the job. That is, if left on his own, these statements identify
HOW HE WOULD CHOOSE TO DO THE JOB. Use the general characteristics to
gain a better understanding of Brian's natural behavior.
Brian likes to win through persistence. He uses his strong, steady tendencies
to accomplish his goals. He can be friendly with others in many situations, but
primarily with groups of established friends and associates. He is sociable and
enjoys the uniqueness of each human being. He sometimes finds it difficult to
relax until all the work is completed. Leisure time activities often include friends
and family. While he is usually considered as people-oriented, he does have a
technical side. Relationships with others are warm, personal and lasting. He is
family-oriented. He may go to great lengths to ensure the "happiness" of his
personal or work family. He is a team player but can also exhibit a desire for
independence. He wins through hard work and persistence. He likes to stay
with one task until it is completed. Outwardly, he may appear to be totally
accepting of others. He may, however, have deep convictions that are not
apparent to others. He doesn't resist change as much as he resists being
changed. He needs to be an active participant in situations that will impact his
work.
Brian is persistent and persevering in his approach to achieving goals. Once he
has arrived at a decision, he can be tough-minded and unbending. He has
made his decision after gathering much data, and he probably won't want to
repeat the process. He can be sensitive to the feelings of others and is able to
display real empathy for those who are experiencing difficulties. He often thinks
over major decisions before acting. Brian finds making decisions easier when
he knows that others he respects are doing the same thing; he then has a
feeling of stability and "family." He prefers to plan his work and work his plan.
Others may find it refreshing to have him on their team. He is good at analyzing
situations that can be felt, touched, seen, heard, personally observed or
experienced. His motto is, "facts are facts."
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
2
Brian Bateman

General Characteristics Continued
Brian likes to know what is expected of him in a working relationship and have
the duties and responsibilities of others who will be involved explained.
Communication is accomplished best by well-defined avenues. He likes a
friendly, open style of communication. He will be open with those he trusts;
however, reaching the required trust level may take time. He is quick to pick up
on group dynamics and skilled in fitting in with a group. He brings both
speaking and listening skills to the group. Brian usually is considerate,
compassionate and accepting of others; however, on some occasions can
become stubborn. Stubbornness surfaces when his ideals and beliefs are
confronted.
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
3
Brian Bateman

Value to the Organization
This section of the report identifies the specific talents and behavior Brian brings to the
job. By looking at these statements, one can identify his role in the organization. The
organization can then develop a system to capitalize on his particular value and make
him an integral part of the team.
Dependable team player.
Patient and empathetic.
Has the confidence to do the difficult assignments.
Bottom line-oriented.
Self-reliant.
People-oriented.
Dedicated to his own ideas.
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
4
Brian Bateman

Checklist for Communicating
Most people are aware of and sensitive to the ways with which they prefer to be
communicated. Many people find this section to be extremely accurate and important
for enhanced interpersonal communication. This page provides other people with a
list of things to DO when communicating with Brian. Read each statement and identify
the 3 or 4 statements which are most important to him. We recommend highlighting
the most important "DO's" and provide a listing to those who communicate with Brian
most frequently.
Ways to Communicate
Watch carefully for possible areas of early disagreement or dissatisfaction.
Use a balanced, objective and emotional approach.
Provide a friendly environment.
Define clearly (preferably in writing) individual contributions.
Look for his oversights.
Flatter his ego.
Provide solutions--not opinions.
Present your case softly, nonthreateningly with a sincere tone of voice.
Use a motivating approach, when appropriate.
Start, however briefly, with a personal comment. Break the ice.
Understand his defiant nature.
Appeal to the benefits he will receive.
Define the problem in writing.
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
5
Brian Bateman

Checklist for Communicating Continued
This section of the report is a list of things NOT to do while communicating with Brian.
Review each statement with Brian and identify those methods of communication that
result in frustration or reduced performance. By sharing this information, both parties
can negotiate a communication system that is mutually agreeable.
Ways NOT to Communicate
Patronize or demean him by using subtlety or incentive.
Be paternalistic.
Take credit for his accomplishments.
Offer assurance and guarantees you can't fulfill.
Let him overpower you with verbiage.
Muffle or overcontrol.
Keep deciding for him, or he'll lose initiative. Don't leave him without
backup support.
Be abrupt and rapid.
Give him your opinion unless asked.
Ramble.
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
6
Brian Bateman

Communication Tips
This section provides suggestions on methods which will improve Brian's communications with others. The tips
include a brief description of typical people with whom he may interact. By adapting to the communication style
desired by other people, Brian will become more effective in his communications with them. He may have to
practice some flexibility in varying his communication style with others who may be different from himself. This
flexibility and the ability to interpret the needs of others is the mark of a superior communicator.
When communicating with a person who is
ambitious, forceful, decisive, strong-willed,
independent and goal-oriented:
Be clear, specific, brief and to the point.
Stick to business.
Be prepared with support material in a
well-organized "package."
Factors that will create tension or
dissatisfaction:
Talking about things that are not relevant to the
issue.
Leaving loopholes or cloudy issues.
Appearing disorganized.
magnetic, enthusiastic, friendly, demonstrative
and political:
Provide a warm and friendly environment.
Don't deal with a lot of details (put them in writing).
Ask "feeling" questions to draw their opinions or
comments.
dissatisfaction:
Being curt, cold or tight-lipped.
Controlling the conversation.
Driving on facts and figures, alternatives,
abstractions.
patient, predictable, reliable, steady, relaxed and
modest:
Begin with a personal comment--break the ice.
Present your case softly, nonthreateningly.
Ask "how?" questions to draw their opinions.
dissatisfaction:
Rushing headlong into business.
Being domineering or demanding.
Forcing them to respond quickly to your
objectives.
dependent, neat, conservative, perfectionist,
careful and compliant:
Prepare your "case" in advance.
Stick to business.
Be accurate and realistic.
dissatisfaction:
Being giddy, casual, informal, loud.
Pushing too hard or being unrealistic with
deadlines.
Being disorganized or messy.
7
Brian Bateman

Ideal Environment
This section identifies the ideal work environment based on Brian's basic style.
People with limited flexibility will find themselves uncomfortable working in any job not
described in this section. People with flexibility use intelligence to modify their
behavior and can be comfortable in many environments. Use this section to identify
specific duties and responsibilities that Brian enjoys and also those that create
frustration.
Freedom from restrictive rules.
Little conflict between people.
Needs difficult assignments.
Work with a results-oriented team.
Forum for his ideas to be heard.
An environment in which he may deal with people on a personal, intimate
basis.
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
8
Brian Bateman

Perceptions
See Yourself as Others See You
A person's behavior and feelings may be quickly telegraphed to others. This section
provides additional information on Brian's self-perception and how, under certain
conditions, others may perceive his behavior. Understanding this section will
empower Brian to project the image that will allow him to control the situation.
Self-Perception
Brian usually sees himself as being:
Considerate Thoughtful
Good-Natured Dependable
Team player Good listener
Others' Perception - Moderate
Under moderate pressure, tension, stress or fatigue, others may see him as
being:
Nondemonstrative Hesitant
Unconcerned Inflexible
Others' Perception - Extreme
Under extreme pressure, stress or fatigue, others may see him as being:
Possessive Stubborn
Detached Insensitive
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
9
Brian Bateman

Descriptors
Based on Brian's responses, the report has marked those words that describe his
personal behavior. They describe how he solves problems and meets challenges,
influences people, responds to the pace of the environment and how he responds to
rules and procedures set by others.
Driving
Ambitious
Pioneering
Strong-Willed
Determined
Competitive
Decisive
Venturesome
Calculating
Cooperative
Hesitant
Cautious
Agreeable
Modest
Peaceful
Unobtrusive
Dominance
Inspiring
Magnetic
Enthusiastic
Persuasive
Convincing
Poised
Optimistic
Trusting
Reflective
Factual
Calculating
Skeptical
Logical
Suspicious
Matter-of-Fact
Incisive
Influencing
Relaxed
Passive
Patient
Possessive
Predictable
Consistent
Steady
Stable
Mobile
Active
Restless
Impatient
Pressure-Oriented
Eager
Flexible
Impulsive
Steadiness
Cautious
Careful
Exacting
Systematic
Accurate
Open-Minded
Balanced Judgment
Diplomatic
Firm
Independent
Self-Willed
Obstinate
Unsystematic
Uninhibited
Arbitrary
Unbending
Compliance
10
Brian Bateman

Natural and Adapted Style
Brian's natural style of dealing with problems, people, pace of events and procedures
may not always fit what the environment needs. This section will provide valuable
information related to stress and the pressure to adapt to the environment.
Problems - Challenges
Natural Adapted
Brian is quite inquisitive and wants to
be seen as an outwardly competitive
person who is adventuresome by
nature. He is results-oriented and
likes to be innovative in his approach
to problem solving. Brian is not
necessarily confrontational by
nature, but if a problem does exist he
will not turn down the opportunity for
confrontation.
Brian sees the need to be somewhat
conservative in his approach to
solving problems. He wants to
accept challenges but will be
calculated in his response.
People - Contacts
Natural Adapted
Brian is sociable and optimistic. He
is able to use an emotional appeal to
convince others of a certain
direction. He likes to be on a team
and may be the spokesman for the
team. He will trust others and likes a
positive environment in which to
relate.
Brian sees no need to change his
approach to influencing others to his
way of thinking. He sees his natural
style to be what the environment is
calling for.
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
11
Brian Bateman

Natural and Adapted Style Continued
Pace - Consistency
Natural Adapted
Brian is deliberate and steady. He is
willing to change, if the new direction
is meaningful and consistent with the
past. He will resist change for
change's sake.
Brian sees his natural activity style to
be just what the environment needs.
What you see is what you get for
activity level and consistency.
Sometimes he would like the world to
slow down.
Procedures - Constraints
Natural Adapted
Brian is independent by nature and
somewhat self-willed. He is open to
new suggestions and can, at times,
be seen as somewhat freewheeling.
He is most comfortable in an
environment where the constraints
can be "loosened" for certain
situations.
Brian shows little discomfort when
comparing his basic (natural) style to
his response to the environment
(adapted) style. The difference is not
significant and Brian sees little or no
need to change his response to the
environment.
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
12
Brian Bateman

Adapted Style
Brian sees his present work environment requiring him to exhibit the behavior listed on
this page. If the following statements DO NOT sound job related, explore the reasons
why he is adapting this behavior.
Optimistic, future-oriented outlook.
Obtaining results through people.
Consistency of task performance.
Limited or prepared changes in routine.
Adherence to established guidelines and procedures.
Exhibiting patience and good listening skills.
Freedom from confrontation.
Motivating people to take action by using persuasive skills.
Positive, outgoing, friendly behavior.
Diplomatic cooperation in team interaction.
Flexibility.
Making tactful decisions.
Contacting people using a variety of modes.
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
13
Brian Bateman

Keys to Motivating
This section of the report was produced by analyzing Brian's wants. People are
motivated by the things they want; thus wants that are satisfied no longer motivate.
Review each statement produced in this section with Brian and highlight those that are
present "wants."
Brian wants:
Activities that don't infringe on family life.
A manager who practices participative management.
Recognition for loyalty and long service.
Constant appreciation, and a feeling of security on the team.
Identification with fellow workers.
A friendly work environment.
Flattery, praise, popularity and strokes.
Participation in meetings on future planning.
To be trusted.
Freedom from control and detail.
Freedom to talk and participate on the team.
Work assignments that provide opportunity for recognition.
Rewards to support his dreams.
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
14
Brian Bateman

Keys to Managing
In this section are some needs which must be met in order for Brian to perform at an
optimum level. Some needs can be met by himself, while management must provide
for others. It is difficult for a person to enter a motivational environment when that
person's basic management needs have not been fulfilled. Review the list with Brian
and identify 3 or 4 statements that are most important to him. This allows Brian to
participate in forming his own personal management plan.
Brian needs:
A program to encourage creativity and self-worth.
Bottom-line measurement.
Shortcut methods that don't affect quality of the work.
Recognition that limits and rules do exist, and why.
Support in doing excessive detail work.
To be introduced to the new employees.
The facts in a logical sequence.
Capable associates with which to work.
To set professional and family goals.
Authority equal to responsibility.
A manager who delegates in detail.
Reassurances that he is doing the job right.
Rewards in terms of tangible things, not just flattery and praise.
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
15
Brian Bateman

Areas for Improvement
In this area is a listing of possible limitations without regard to a specific job. Review
with Brian and cross out those limitations that do not apply. Highlight 1 to 3 limitations
that are hindering his performance and develop an action plan to eliminate or reduce
this hindrance.
Brian has a tendency to:
Hold a grudge if his personal beliefs are attacked.
Have difficulty establishing priorities. Have a tendency to make all things
a number one priority--may have trouble meeting deadlines.
Not take action against those who challenge or break the rules or
guidelines.
Become resistive and indecisive when forced to act quickly. Without
proper information he will resist in a passive-aggressive manner.
Underestimate his abilities.
Not let others know where he stands on an issue.
Take criticism of his work as a personal affront.
Need help in prioritizing new assignments.
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
16
Brian Bateman

Action Plan
Professional Development
1. I learned the following behaviors contribute positively to increasing my professional
effectiveness: (list 1-3)
2. My report uncovered the following behaviors I need to modify or adjust to make me more
effective in my career: (list 1-3)
3. When I make changes to these behaviors, they will have the following impact on my career:
4. I will make the following changes to my behavior, and I will implement them by ____________:
17
Brian Bateman

Action Plan
Personal Development
1. When reviewing my report for personal development, I learned the following key behaviors
contribute to reaching my goals and the quality of life I desire: (list 1-3)
2. The following behaviors were revealed, which show room for improvement to enhance the
quality of my life: (list 1-3)
3. When I make changes to these behaviors, I will experience the following benefits in my quality
of life:
4. I will make the following changes to my behavior, and I will implement them by ____________:
18
Brian Bateman

Behavioral Hierarchy
The Behavioral Hierarchy graph will display a ranking of your natural behavioral style
within a total of twelve (12) areas commonly encountered in the workplace. It will help
you understand in which of these areas you will naturally be most effective.
1. Customer-Oriented - Identify and fulfill customer expectations.
0. . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10
6.7
6.4*
2. People-Oriented - Build rapport with a wide range of individuals.
0. . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10
6.5
6.5*
3. Interaction - Frequently engage and communicate with others.
0. . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10
6.0
6.0*
4. Competitive - Want to win or gain an advantage.
0. . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10
6.0
4.9*
5. Persistence - Finish tasks despite challenges or resistance.
0. . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10
6.0
6.1*
6. Consistent - Perform predictably in repetitive situations.
0. . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10
5.8
6.1*
7. Frequent Change - Rapidly shift between tasks.
0. . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10
5.5
5.2*
8. Following Policy - Adhere to rules, regulations, or existing
methods.
0. . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10
5.2
6.0*
* 68% of the population falls within the shaded area.
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
19
Brian Bateman

Behavioral Hierarchy
9. Versatile - Adapt to various situations with ease.
0. . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10
5.0
5.4*
10. Organized Workplace - Establish and maintain specific order in
daily activities.
0. . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10
4.5
5.1*
11. Analysis - Compile, confirm and organize information.
0. . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10
4.5
5.3*
12. Urgency - Take immediate action.
0. . . . 1 . . . . 2 . . . . 3 . . . . 4 . . . . 5 . . . . 6 . . . . 7 . . . . 8 . . . . 9 . . . .10
4.1
4.3*
* 68% of the population falls within the shaded area.
SIA: 44-58-72-42 (17) SIN: 56-56-66-36 (50)
Adapted Style
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42
Natural Style
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36
20
Brian Bateman

Style Insights
®
Graphs
10-24-2017
Adapted Style
Graph I
100
90
80
70
60
50
40
30
20
10
0
D
44
I
58
S
72
C
42%
Norm 2017 R4
Natural Style
Graph II
100
90
80
70
60
50
40
30
20
10
0
D
56
I
56
S
66
C
36%
Norm 2017 R4
T: 10:21
21
Brian Bateman

The Success Insights
®
Wheel
The Success Insights® Wheel is a powerful tool popularized in Europe. In addition to the text you
have received about your behavioral style, the Wheel adds a visual representation that allows you
to:
View your natural behavioral style (circle).
View your adapted behavioral style (star).
Note the degree you are adapting your behavior.
If you filled out the Work Environment Analysis, view the relationship of your behavior to your
job.
Notice on the next page that your Natural style (circle) and your Adapted style (star) are plotted on
the Wheel. If they are plotted in different boxes, then you are adapting your behavior. The further
the two plotting points are from each other, the more you are adapting your behavior.
If you are part of a group or team who also took the behavioral assessment, it would be
advantageous to get together, using each person's Wheel, and make a master Wheel that
contains each person's Natural and Adapted style. This allows you to quickly see where conflict
can occur. You will also be able to identify where communication, understanding and
appreciation can be increased.
22
Brian Bateman

The Success Insights
®
Wheel
10-24-2017
D
IS
C
COND
U
CTOR
PERSUADER
PRO
M
O
TER
RELATER
SUPPO
R
TER
COORDINATOR
ANAL
YZER
IMPLEMENTOR 1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
4849
50
51
52
53
54
55
56
57
5859
60
Natural: (50) RELATING SUPPORTER (ACROSS)
Adapted: (17) SUPPORTING RELATER
Norm 2017 R4
T: 10:21
23
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