The document is a communications style inventory designed to help individuals assess their typical behavior in various situations by circling responses that best describe them. It includes pairs of statements that reflect different communication styles, followed by guidance on categorizing one's responses into distinct personality types—supporter/relater, analyzer/thinker, promoter/socializer, and controller/director. Additionally, it outlines instructions for completing the questionnaire and writing a reflective paper on one's communication style.

1. COMMUNICATIONS STYLE INVENTORY
This is an informal survey, designed to determine how you
usually act in everyday
related situations. The idea is to get a clear description of how
you see yourself.
On the answer sheet, circle A or B in each pair of statements
below, which shows
the one that MOST, describes you.
1. A) I'm usually open to getting to know people personally and
establishing
relationships with them.
B) I'm not usually open to getting to know people personally
and establishing
relationships with them.
2. A) I usually react slowly and deliberately.
B) I usually react quickly and spontaneously.
3. A) I'm usually guarded about other people's use of my time.
B) I'm usually open to other people's use of my time.
4. A) I usually introduce myself at social gatherings.
B) I usually wait for others to introduce themselves to me at
social
gatherings.
5. A) I usually focus my conversations on the interests of the
people involved,
even if that means straying from the business or subject at hand.
B) I usually focus my conversations on the tasks, issues,

2. business, or subject
at hand.
6. A) I'm usually not assertive, and I can be patient with a slow
pace.
B) I'm usually assertive, and at times I can be impatient with a
slow pace.
7. A) I usually make decisions based on facts or evidence.
B) I usually make decisions based on feelings, experiences or
relationships.
8. A) I usually contribute frequently to group conversations.
B) I usually contribute infrequently to group conversations.
9. A) I usually prefer to work with and through others,
providing support when
possible.
B) I usually prefer to work independently or dictate the
conditions in terms
of how others are involved.
15. A) I usually prefer to keep personal feelings and thoughts
private, sharing
only when I wish to do to.
B) I usually find it natural and easy to share and discuss my
feelings with
others.
10. A) I usually ask questions or speak tentatively and
indirectly.
B) I usually make empathic statements or directly expressed
opinions.

3. 11. A) I usually focus primarily on ideas, concepts, or results.
B) I usually focus primarily on persons, interactions, and
feelings.
12. A) I usually use gestures, facial expression, and voice
intonations to
emphasize points.
B) I usually do not use gestures, facial expressions, and voice
intonations to
emphasize points
13. A) I usually accept others' points of view (ideas, feelings,
and concerns).
B) I usually don't accept others' points of view (ideas, feelings.
and
concerns)
14. A) I usually respond to risk and change in a cautious or
predictable manner.
B) I usually respond to risk and change in dynamic or
unpredictable manner.
16. A) I usually seek out new or different experiences and
situations.
B) I usually choose known or similar situations and
relationships.
17. A) I'm usually responsive to others' agendas, interests, and
concerns.
B) I'm usually directed toward my own agendas, interests and
concerns.
18. A) I usually respond to conflict slowly and indirectly.
B) I usually respond to conflict quickly and directly.
Survey taken from The Platinum Rule by Tony Alessandra,

4. Ph.D, & Michael J. aConnor Ph.D. New York, New York.
Warner Brooks 1996
TOTALS
ANSWER SHEET
0 G D I
lA lB 2B 2A
3B 3A 4A 4B
5A 5B 6B 6A
7B 7A 8A 8B
9A 9B lOB lOA
llB llA 12A 12B
13A 13B 14B 14A
15B 15A 16A 16B
17A l7B l8B 18A
Total the numbers of items circled in each column and write it
on the spaces above.
Now, compare the "0" column with the "G" column and circle
the letter that has
the highest total.
o or G
Then compare the "D" column with the "I" column and circle
the letter that has the
highest total.
D or I

5. So What's the Verdict????
If you circled the 0 and I, you're predominantly a
Supporter/Relater.
If you circled the G and D, you tend toward being
a Controller/Director.
If you circled the a and D, you show many
qualities of a Promoter/Socializer.
If you circled the G and I, you have lots of
Analyzer/Thinker characteristics.,
SUPPORTER/RELATER
• Harmonizer
• Values acceptance and stability in circumstances
• Slow with big decisions; dislikes change
• Builds networks of friends to help do work
• Good listener; timid about voicing contrary opinions;
concerned for others' feelings
• Easy-going; likes slow, steady pace
• Friendly & sensitive; no person in unlovable
• Relationship Oriented
ANALVZERITHINKER
• Assessor
• Values accuracy in details & being right
• Plans thoroughly before deciding to act
• Prefers to work alone
• Introverted; quick to think and slow to speak; closed about
personal matters

6. •• Highly organized; even plans spontaneity!
•• Cautious, logical, thrifty approach
• Thoughtful; no problem is too big to ponder
• Idea Oriented
PROMOTER/SOCIALIZER
•• Entertainer
• Values enjoyment and helping others with the same
" Full of ideas and impulsive in trying them
• Wants to work to be fun for everyone
• Talkative and open about self; asks others' opinions; loves to
brainstorm
• Flexible; easily bored with routine
• Intuitive, creative, spontaneous, flamboyant approach
• Optimist; nothing is beyond hope
• Celebration Oriented
CONTROLLER/DIRECTOR
•• Commander
•. Values getting the job done
• Decisive risk taker
•• Good at delegating work to others
• Not shy but private about personal matters; comes on strong in
conversation
• Likes to be where the action is
• Take charge, enterprising, competitive, efficient approach
o Fearless; no obstacle is too big to tackle
•• Results Oriented
Survey taken from The Platinum Rule by Tony Alessandro,
Ph.D. and Michael J. OConnor Ph.D. New York, New York,
Warner Brooks 1996
Running Head: Assignment 1: Descriptive Statistics 1
Assignment 1: Descriptive Statistics 2

7. Assignment 1: Descriptive Statistics
Author’s Name
Strayer University
MAT300
Date
Assignment 1: Descriptive Statistics
Introduction
Begin your first paragraph here. Be sure to indent each
new paragraph. Your introduction should include the name of
your article. Please remember that the article you choose, must
be published during this quarter. You should include the title
and topic of the article in the introduction and a brief overview
of the topic.
Your paper must be typed, double spaced throughout (including
the references page), using Arial, Calibri Courier, Times New
Roman font (size 10-, 11-, or 12), with one-inch margins on all
sides (Strayer Writing Standards, 2018). For citations and

8. references, please follow Strayer Writing Standards (SWS)
format. There is a link within the assignment that is labeled
Strayer Writing Standards. Please refer to that document before
you begin writing your paper. Check with your professor for
any additional instructions.
You must include a cover page containing the title of the
assignment, the student’s name, the professor’s name, the
course title, and the date. This is already set up for you in the
template, so just enter your name where it says Author’s Name
and enter the appropriate date. The cover page and the reference
page are not included in the required assignment page length.
The paper should be 2-3 pages without the cover page and
reference page, so that means 4-5 pages total with the cover
page and reference page.
Summary
You can share the summary of the article you chose in this
section.
Descriptive Statistics
In this section, please explain how the article uses descriptive
statistics. The article should use one of the following
categories of descriptive statistics:
· Measures of Frequency - Counting Rules, Percent, Frequency,
Frequency Distributions
· Measures of Central Tendency - Mean, Median, Mode
· Measures of Dispersion or Variation - Range, Variance,
Standard Deviation
· Measures of Position - Percentile, Quartiles
Real World Applications
In this article, please explain how the article applies to the real
world, your major, your current job, or your future career goal.
Analysis
In this section, analyze the reasons why the author or authors of
the article chose to use the various types of data shared in the
article
Conclusion
You should have at least one source, which is the article

9. that you are presenting. *You do not have to use additional
sources for your paper. If you decided to use them, you must
follow-up SWS guidelines. In addition to the article you
chose, you can use your textbook or any article or book that
supports your ideas. Why should you use outside sources? The
first reason is that our papers will be more persuasive if we’re
using reliable, authoritative information, and we want to remind
our reader that we didn’t just make stuff up. Using
authoritative sources creates an authoritative paper.
The second reason is that we want to avoid plagiarism
penalties. Plagiarism can get us kicked out of school, and we’re
here to get a degree, so we want to remain enrolled. Plagiarism
can be avoided by simply letting your reader know where you
found your information. For instance, if I tell you Bill
Atkinson sold HyperCard to Apple for $100,000 dollars, I may
be making it up. If I instead tell you Levy (2011, p. 15)
reminds us that HyperCard was sold to Apple for $100,000
dollars by Bill Atkinson, you’ll be able to use my sources list
and look it up to help determine whether you want to believe
me.
If it’s on your source list page, it needs to be referred to in
your paper. If you’ve referred to it in your paper, it needs to be
on your list of sources.
So there you have it. Use the SWS throughout the paper.
List your references. Refer to those references in your paper.
And use this paper as a template if you like.
Source List
Steven Levi. 2011. In the Plex: How Google Thinks, Works,
and Shapes Our Lives. Book on Amazon.com
Strayer Writing Standards. Fall 2018. Strayer University.
What is your communication style? How well do you
communicate with others?
Complete this questionnaire by circling your response on the

10. answer key page and find out your style of communication. Are
you a controller or a thinker, or ????
This assignment includes a self assessment and a formal
paper with a title page, one page APA paper, and a reference
page. So, you will have a total of three (3) pages. Complete
this questionnaire by circling your response on the page. Then,
add up the numbers on the total sheet and find out your style of
communication. Upload to the correct dropbox.
Write a one page APA about (1) what you learned about your
communication style, (2) what you think you need to change
and (3) how you plan to make the changes. Upload the survey
and your APA paper.
file:///C:/Users/datol/Downloads/Communications%20Style%20
Inventory%20copy.pdf
Use the link to complete this quiz by clicking your response for
each of the 40 questions. Then click on the test score to find out
where your strengths are.
This assignment includes a self assessment and a formal
paper with a title page, a one page APA paper, and a reference
page. So, you will have a total of 3 pages. Complete this
questionnaire by circling your response on the page. Then, add
up the numbers on the total sheet and find out your EI. Upload
to the correct dropbox.
Write a one page APA summary about what you learned about
your EI, what you think you need to change and how you plan to
make the changes. Upload the survey and your APA paper.
https://globalleadershipfoundation.com/geit/eitest.html
This assignment includes a self-assessment and a formal

11. paper with a title page, one page APA paper, and a reference
page. So, you will have a total of 3 pages. Complete this
questionnaire by circling your response on the page. Then, add
up the numbers on the total sheet and find out your style of
Leadership.
Write a one page APA summary about what you learned about
your leadership style, what you think you need to change and
how you plan to make the changes. Upload the survey and your
APA paper
Leadership Style Survey
This questionnaire contains statements about leadership style
beliefs. Next to each statement, circle the number that
represents how strongly you feel about the statement by using
the following scoring system:
· Almost Always True — 5
· Frequently True — 4
· Occasionally True — 3
· Seldom True — 2
· Almost Never True — 1
Be honest about your choices as there are no right or wrong
answers — it is only for your own self-assessment.
Leadership Style Survey
1.
I always retain the final decision-making authority within my
department or team.
5
4
3

12. 2
1
2.
I always try to include one or more employees in determining
what to do and how to do it. However, I maintain the final
decision-making authority.
5
4
3
2
1
3.
My employees and I always vote whenever a major decision has
to be made.
5
4
3
2
1
4.
I do not consider suggestions made by my employees, as I do
not have the time for them.
5
4
3
2
1
5.
I ask for employee ideas and input on upcoming plans and
projects.
5
4
3
2
1
6.

13. For a major decision to pass in my department, it must have the
approval of each individual or the majority.
5
4
3
2
1
7.
I tell my employees what has to be done and how to do it.
5
4
3
2
1
8.
When things go wrong and I need to create a strategy to keep a
project or process running on schedule, I call a meeting to get
my employee's advice.
5
4
3
2
1
9.
To get information out, I send it by email, memos, or voice
mail; very rarely is a meeting called. My employees are then
expected to act upon the information.
5
4
3
2
1
10.
When someone makes a mistake, I tell them not to ever do that
again and make a note of it.
5

14. 4
3
2
1
11.
I want to create an environment where the employees take
ownership of the project. I allow them to participate in the
decision making process.
5
4
3
2
1
12.
I allow my employees to determine what needs to be done and
how to do it.
5
4
3
2
1
13.
New hires are not allowed to make any decisions unless it is
approved by me first.
5
4
3
2
1
14.
I ask employees for their vision of where they see their jobs
going and then use their vision where appropriate.
5
4
3
2

15. 1
15.
My workers know more about their jobs than me, so I allow
them to carry out the decisions to do their job.
5
4
3
2
1
16.
When something goes wrong, I tell my employees that a
procedure is not working correctly and I establish a new one.
5
4
3
2
1
17.
I allow my employees to set priorities with my guidance.
5
4
3
2
1
18.
I delegate tasks in order to implement a new procedure or
process.
5
4
3
2
1
19.
I closely monitor my employees to ensure they are performing
correctly.
5

16. 4
3
2
1
20.
When there are differences in role expectations, I work with
them to resolve the differences.
5
4
3
2
1
21.
Each individual is responsible for defining his or her job.
5
4
3
2
1
22.
I like the power that my leadership position holds over
subordinates.
5
4
3
2
1
23.
I like to use my leadership power to help subordinates grow.
5
4
3
2
1
24.
I like to share my leadership power with my subordinates.

17. 5
4
3
2
1
25.
Employees must be directed or threatened with punishment in
order to get them to achieve the organizational objectives.
5
4
3
2
1
26.
Employees will exercise self-direction if they are committed to
the objectives.
5
4
3
2
1
27.
Employees have the right to determine their own organizational
objectives.
5
4
3
2
1
28.
Employees seek mainly security.
5
4
3
2
1

18. 29.
Employees know how to use creativity and ingenuity to solve
organizational problems.
5
4
3
2
1
30.
My employees can lead themselves just as well as I can.
5
4
3
2
1
In the table below, enter the score of each item on the above
questionnaire. For example, if you scored item one with a 3
(Occasionally), then enter a 3 next to Item One. When you have
entered all the scores for each question, total each of the three
columns.
Item
Score
Item
Score
Item
Score
1
______
2
______
3
______
4
______
5
______

19. 6
______
7
______
8
______
9
______
10
______
11
______
12
______
13
______
14
______
15
______
16
______
17
______
18
______
19
______
20
______
21
______
22
______
23
______

20. 24
______
25
______
26
______
27
______
28
______
29
______
30
______
Total
_____
Total
_____
Total
_____
Authoritarian
Style
Participative
Style
Delegative
Style
autocratic
democratic
free reign
This questionnaire is to help you assess what leadership style

21. you normally operate out of. The lowest score possible for any
stage is 10 (Almost never) while the highest score possible for
any stage is 50 (Almost always).
The highest of the three scores in the columns above indicate
what style of leadership you normally use — Authoritarian,
Participative, or Delegative. If your highest score is 40 or more,
it is a strong indicator of your normal style.
The lowest of the three scores is an indicator of the style you
least use. If your lowest score is 20 or less, it is a strong
indicator that you normally do not operate out of this mode.
If two of the scores are close to the same, you might be going
through a transition phase, either personally or at work, except
if you score high in both the participative and the delegative
then you are probably a delegative leader.
If there is only a small difference between the three scores, then
this indicates that you have no clear perception of the mode you
operate out of, or you are a new leader and are trying to feel out
the correct style for yourself.
Final Thoughts
Normally, some of the best leaders operate out of the
participative mode and use the other two modes as needed. An
example of an exception would be a leader who has a new crew
or temporary work-force. That leader would probably need to
operate out of the authoritarian mode most of the time. On the
other hand, a leader who has a crew of professionals or a crew
that knows more than she or he does, would probably operate
out of the delegative mode.
Leaders who want their employees to grow, use a participative
style of leadership. As they grow into their jobs, then they are
gradually given more authority (delegative) over their jobs.
Reliability and Validity
Since this survey is a learning tool used in training programs
such as leadership development, rather than a research tool, it
has not been formally checked for reliability or validity.

22. However, since I have received feedback from various sources
and it has been updated numerous times, I believe it to be a
fairly accurate tool.
Updated November 9, 2015. Created July 15, 1998.
http://www.nwlink.com/~donclark/leader/survstyl.html