SLI Circumplex Your LSI Styles Profile

The raw and percentile scores in the table below and the extensions on the circumplex shown below depict your perceptions of how you think and behave.

The CONSTRUCTIVE Styles (11, 12, 1, and 2 o'clock positions) reflect self-enhancing thinking and behavior that contribute to one's level of satisfaction, ability to develop healthy relationships and work effectively with people, and proficiency at accomplishing tasks.

The PASSIVE/DEFENSIVE Styles (3, 4, 5, and 6 o'clock positions) represent self-protecting thinking and behavior that promote the fulfillment of security needs through interaction with people.

The AGGRESSIVE/DEFENSIVE Styles (7, 8, 9, and 10 o'clock positions) describe self-promoting thinking and behavior used to maintain status/position and fulfill security needs through task-related activities.

Position

Style

Score

Percentile

Humanistic-Encouraging

Affiliative

Approval

Conventional

Dependent

Avoidance

Oppositional

Power

Competitive

Perfectionistic

Achievement

Self-Actualizing

My highest percentile score was in "Avoidance," with a raw score of 13 and a percentile score of 83. The second highest style was "Oppositional," with a raw score of 13 and a percentile score of 81. Avoidance and oppositional styles both fall under "Security Needs" on the circumplex. Avoidance "reflects apprehension, a strong need for self-protection and a propensity to withdraw from threatening situations" (Life Styles Inventory, 2010). Oppositional "reflects a need for security that manifests itself in a questioning, critical, and even cynical manner" (Life Styles Inventory). Both styles generally have negative associations....

Both styles might reflect my concern for self over the concerns of others and the organization. When I exhibit these styles as a manager, I can foster a negative climate within the organization, where other employees (and perhaps clients/customers) are influenced either consciously or subconsciously. When a manager has security needs such as those characterized by these two styles, others around that person may also feel apprehensive, perhaps without even understanding why. As a result, they may be less motivated to work cooperatively because they do not trust the ideas and actions of management and peers. Teamwork can suffer.
I can turn some of the characteristics of Avoidance and Oppositional styles can turn some of the characteristics of these styles into positive ones. For example, an individual with a high Avoidance score is one who generally "plays it safe" and minimizes risk-taking. This is true of me. However, this characteristic can be good for individuals and organizations when it means that decisions will not be made hurriedly. All aspects of a decision will be carefully considered before formulating and executing a course of action. When risk-taking has positive results, it is praised, but risk-taking can also have negative consequences. When I "play it safe," I also create fewer opportunities for bad things to happen. That can be good for an organization. An organization does not necessarily have to be changing all the time. If things are running smoothly, I, as a manager, do not have to make changes. I can help maintain the status quo by not taking risks and making potentially risky decisions.

The manager with a high Oppositional score often asks a great many questions. My tone of voice and body language can be important in these situations, as responses depend on both the person asking the question and the respondee. Since I have a high Oppositional score, I must…