# data[].attributes.body
Multi dealing with Single-focus
Treat references to appointments, promises and plans as a commitment on their part - the ‘word’ of a single focus person is to be kept.

Make a strong case for the benefits of remaining in a flexible but well-established relationship

Be sensitive to the importance of single-focus people in using a sequential approach in achieving objectives - if you want to convince them prepare a sequential plan with built-in reviews at regular intervals to keep them informed.

Try to minimise interruptions during a meeting

Establish explicit mutual interests early in the relationship and introduce changes to plans in relation to original mutual interests

# data[].attributes.body
Use single focus approach to establish precise expectations within a flexible relationship (at what point do we need to reinterpret our agreed terms, plans, schedules, etc). This will ensure commitment and changing mutual interests.

Treat references to appointments, promises and plans as an intention not as something fixed. Keep in regular contact to ensure you are in touch with the dynamics of a developing plan.

Don’t show impatience or be offended by less than 100% concentration during a meeting. Take breaks for ‘personal communication’. Summarise regularly to ensure key points have been received.

Allow some ‘diversions’ in the discussion but refocus after each.

Deal with details in separate meetings.

# data[].attributes.headline
Multi-Focus can see Single Focus as...                            rude, over-private & impersonal                          focus on efficiency not effectiveness                pedantic, over-meticulous & inflexible                                      a short-term, ‘what-can-you-do-for-me-now’ attitude to relationships                      slaves to plans and schedules unable to exploit the potential of a relationship                          

# data[].attributes.subject
Multi-Focus can see Single Focus as...                            rude, over-private & impersonal                          focus on efficiency not effectiveness                pedantic, over-meticulous & inflexible                                      a short-term, ‘what-can-you-do-for-me-now’ attitude to relationships                      slaves to plans and schedules unable to exploit the potential of a relationship                          

# data[].attributes.headline
Single Focus can see Multi-Focus as...                            rude, invasivelate & inconsiderate hospitable time wasters                       distracted, disinterested & dispersive                    unreliable with deadlines/time-tabling                    disorganised, impatient & unprepared in meetings capable of overturning everything unexpectedly   

# data[].attributes.subject
Single Focus can see Multi-Focus as...                            rude, invasivelate & inconsiderate hospitable time wasters                       distracted, disinterested & dispersive                    unreliable with deadlines/time-tabling                    disorganised, impatient & unprepared in meetings capable of overturning everything unexpectedly   

# data[].attributes.body
People do numerous things at a time and are more concerned about the situation and the people involved than schedules

# data[].attributes.body
People like to plan their time and generally do one thing at a time

Time is a commodity and can be controlled and scheduled tightly

# data[].attributes.body
Try to use the practical work as a way of getting to know your partners

Be ready to make agreements before you are fully familiar with the partners

Remember that achievement of your joint objectives may be the best way to build relationships

# data[].attributes.body
Make relationship-building one of your key tasks

Give time to getting to know your partners

Do not wait to get to know your partners through your co-operation, get to know them beforehand

# data[].attributes.headline
Relationship-oriented people can evaluate Task-oriented people as... 

# data[].attributes.subject
Relationship-oriented people can evaluate Task-oriented people as... 

# data[].attributes.body
Impolite, rude

Lacking education, ruled by the clock

Anxious, nervous and easily irritated

Overly concerned with task and over-concerned with relationship

# data[].attributes.headline
Task-oriented people can evaluate Relationship oriented people as...

# data[].attributes.subject
Task-oriented people can evaluate Relationship oriented people as...

# data[].attributes.body
Slow to act, charming ‘time-wasters’, unfocused

Distracting, manipulative

‘Nosey’ & over inquisitive

Under-concerned with task and over-concerned with relationship

# data[].attributes.body
Can have a richer and deeper experience of other people in the workplace

Can feel the joy of working together as one team

Judged on how well the team co-operates in achieving results

Blend of work and personal life

# data[].attributes.body
‘Just do it!’ No need to spend time in social activity

Can focus completely on the work in hand

Judged/ assessed by individual results & outcomes

Clear separation between work and personal life

# data[].attributes.body
Show respect for people with higher status

Make sure that you understand the chain of authority and its implications

Accept that employees may like strong supervision and feel comfortable with a directive, persuasive supervisor

# data[].attributes.body
Do not expect automatic respect and obedience

Find out how much authority you have – and exercise it fully

Make sure your staff feel empowered, if you want to get the best performance out of them

# data[].attributes.headline
Equality-oriented people can evaluate hierarchy-oriented people as... 

# data[].attributes.subject
Equality-oriented people can evaluate hierarchy-oriented people as... 

# data[].attributes.body
Arrogant, conceited, patronising

Authoritarian, dictatorial

Under-concerned with task and over-concerned with personal authority

Abrupt, lacking civility and politeness

# data[].attributes.headline
Hierarchy-oriented people canevaluate equality oriented people as...

# data[].attributes.subject
Hierarchy-oriented people canevaluate equality oriented people as...

# data[].attributes.body
Disrespectful, rude

Presumptuous

Argumentative, disruptive

Over-concerned with task and  under-concerned with relationship

Ignorant and lacking an education

# data[].attributes.body
High level of involvement in the success of a task at all levels

Decision-making is more flexible

Unofficial reporting structures and communication networks can provide a rich supply of information

More flexibility to overcome

communication bottle-necks

# data[].attributes.body
Clear delineation of power and responsibilities

Unambiguous reporting structure and communication network

Amount of information received   can be regulated, so less room for contradictory messages and

ambiguity

# data[].attributes.body
Do not assume that an assertive style with a focus on ‘I’ signifies a desire to dominate or control.

Accept that what you regard as conflict might be seen as constructive debate.

Allow the space and opportunity for individualists to express themselves in meetings.

Clarify how their personal actions and opinions relate to or represent company goals.

# data[].attributes.body
Do not assume that because they do not assert their own personal priorities and opinions, they are not committed or motivated.

Do not assume that they are deliberately withholding information.

Do not assume that the person you are dealing with is able to make a decision on the matter that concerns you, regardless of his or her function or hierarchical position.

# data[].attributes.headline
Group-oriented people can evaluate Individualistic-oriented people as...

# data[].attributes.subject
Group-oriented people can evaluate Individualistic-oriented people as...

# data[].attributes.body
Aggressive, dominating, disruptive

Egotistical, insensitive to group goals

Blunt, impolite, disrespectful

Over-impulsive as decision-makers

# data[].attributes.headline
Individualistic-oriented people can evaluate Group-oriented people as...

# data[].attributes.subject
Individualistic-oriented people can evaluate Group-oriented people as...

# data[].attributes.body
Un-dynamic, lacking impact

Lacking commitment, Motivation, and sense of personal responsibility

Evasive, insincere

Indecisive

# data[].attributes.body
Groups feel empowered to share decisions

It builds a co-operative approach to problem-solving and business challenges

Gets wider buy-in for planning, project management and decision-making

# data[].attributes.body
Individuals feel empowered to take decisions

It builds self-reliance in managers and staff

It is easier to see where power and responsibility lies in organisations

A wider range of senses is brought to the workplace

# data[].attributes.body
Relationships are built through subjective social competence for Expressives. So do not only focus on objective technical competence

Ensure that there are frequent opportunities to focus on the person during social interludes

# data[].attributes.body
Do not assume that because Reserved cultures do not show emotions they do not have emotional reactions - they may do so in social situations

Be aware that warm, expressive and enthusiastic behaviour for Reserved cultures shows lack of  control over feelings

# data[].attributes.headline
Reserved-oriented people can evaluate Expressive-oriented people as...

# data[].attributes.subject
Reserved-oriented people can evaluate Expressive-oriented people as...

# data[].attributes.body
Moody, unstable, confrontational

Unreliable, illogical, uncontrollable

Destructive, not serious or professional

Unable to focus on problems in a serious way, like dealing with an impetuous child

Egocentric

Everything is too personal

# data[].attributes.headline
Expressive-oriented people can evaluate Reserved oriented people as...

# data[].attributes.subject
Expressive-oriented people can evaluate Reserved oriented people as...

# data[].attributes.body
Cold, closed, unfriendly, impenetrable, inhuman

Untrustworthy, secretive, sly

Analytical, fixated with logic

Devious, inflexible, over-serious, cannot relax

Over-concerned with task and under-concerned with relationship

Lacking in personality, charm & social skills

# data[].attributes.body
High level of concentration on tasks

Naturally suited to procedural problem-solving

Commitment to decisions strengthened by implicit value in remaining objective

Stress reduced by not having to engage on the personal level continuously

# data[].attributes.body
Emotional transparency is greater between close colleagues

Stress caused by suppressing emotional reactions is reduced

A wider range of senses is brought to the workplace

Rapport and commitment between people strengthened through emotional transparency

# data[].attributes.body
•State opinions/needs explicitly – avoid subtle suggestions

•Try not to take direct disagreement/criticism personally

•Move quickly to the bottom line – avoid lots of background

# data[].attributes.body
Pay attention to how things are being said – not just what

Create informal channels of communication

Convey difficult messages with extra tact

# data[].attributes.headline
Indirect-oriented people can evaluate direct-oriented people as... 

# data[].attributes.subject
Indirect-oriented people can evaluate direct-oriented people as... 

# data[].attributes.body
Rude and too direct

Uneducated and lacking good manners

Overly concerned with the task in hand but not on the people involved

# data[].attributes.headline
Direct-oriented people can evaluate indirect-oriented people as...

# data[].attributes.subject
Direct-oriented people can evaluate indirect-oriented people as...

# data[].attributes.body
Vague, unclear and verbose

Not taking responsibility and evasive

Time-wasting & unfocussed on the matter in hand

# data[].attributes.body
Communication is more efficient when people understand implicit rules - especially in routine situations

In network of contacts, accurate information can be acquired quickly

# data[].attributes.body
What you hear is what was meant

Can ensure that meaning is conveyed with fewer misunderstandings

Easier to be assimilated into a direct -oriented culture as an outsider

# data[].attributes.body
Affiliation

Trust building

Harmony

Who we ARE

# data[].attributes.body
Achievement

“Bottom line”

Confrontation

What we DO

# data[].attributes.body
Value equality

OK to challenge superiors

Informal communication

# data[].attributes.body
Inequality legitimate

Respect status

Formal communication

# data[].attributes.body
Tend to infer meaning indirectly

Avoid bluntness, value ‘saving face’

Rely heavily on non-verbal

Avoid direct confrontation

# data[].attributes.body
Tell it like it is

Get straight to the point

Appreciate truth, even if painful

Focus on words

# data[].attributes.body
Group feels empowered

Co-operation & harmony are valued

Loyalty prevails over efficiency

Encourages consistency

Values: harmony & face-saving

# data[].attributes.body
Individuals feel empowered

Competition is values

Efficiency prevails over loyalty

Encourages  creativity

Values: freedom, honesty and self-fulfilment

# data[].attributes.body
Strong concentration on tasks

Suited to problem-solving

Supports objectivity

Stress reduced by not having to engage on the personal level       continuously

# data[].attributes.body
Emotional transparency       between colleagues

Reduced stress

Strong rapport and commitment in teams