In my work with teams, one of the most effective tools in my arsenal is the Process Communication Model (PCM). Developed by Dr. Taibi Kahler and famous for being used by NASA, PCM is a powerful framework that helps us understand (among other things) the drivers behind our behaviors and those of our colleagues. This understanding is super helpful for effective communication, for conflict resolution, and also just for overall collaborative success.
If you have already done your PCM profile with me, this blog post will not only help you freshen up your theory, but it will also add information that I usually don't cover during most 1-day workshops as they are a bit outside of the classic PCM syllabus and an addition to the official theory - you'll know that I have some rebel energy (-> insider joke for those knowing the PCM model).
For others who are not familiar with the topic, welcome in the world of PCM, I will surely write more about this topic in the future because I find it as useful as fascinating.
The drivers of Behavior
1. Be Perfect
2. Be Strong
3. Please Others
4. Try Hard
5. Hurry Up
6. Be Careful
These drivers influence how we respond to stress, interact with others, and approach our tasks. We will usually display one (or a couple) of those drivers in our day-to-day work behaviors. Knowing your drivers will help you manage them - and we can only manage something we are aware of.
Let’s delve into each driver, their characteristics, and examples of how they show up in professional settings.
1. Be Perfect
Characteristics: strive for excellence, attention to detail, high standards.
Behavior: individuals driven by the need to "Be Perfect" are meticulous and aim for flawlessness in their work. They often set high standards for themselves and others.
Example: a leader with this driver might excel in quality control or any role requiring precision and accuracy. They ensure projects are completed to the highest standard but may struggle with delegation, fearing others won’t meet their exacting expectations.
2. Be Strong
Characteristics: self-reliant, composed, resilient.
Behavior: those driven by the need to "Be Strong" tend to hide their vulnerabilities and avoid seeking help. They appear composed and in control, even under pressure.
Example: A "Be Strong" leader is often seen in high-stress roles where calm and resilience are crucial, such as emergency management or executive leadership. However, they may find it challenging to open up to their team, potentially leading to isolation and fostering silos.
3. Please Others
Characteristics: cooperative, supportive, eager to help.
Behavior: individuals with this driver gain approval easily and are focused on maintaining harmony. They are supportive and compassionate, and often go out of their way to please others, sometimes at their own expense.
Example: a leader driven by "Please Others" is likely to be highly empathetic and supportive, creating a harmonious work environment. However, they may struggle with assertiveness and making tough decisions that could upset team members.
4. Try Hard
Characteristics: spontaneaous, creative, fun
Behavior: those motivated by the need to "Try Hard" enjoy environments that allow for spontaneity and creativity, they bring a fresh perspective and dynamic energy to the team. They put significant effort into their tasks, sometimes overcomplicating simple tasks.
Example: A "Try Hard" leader is valuable in roles requiring creativity and out of the box thinking and adaptability. They may however not provide enough clear instructions and not take enough ownership when issues arise.
5. Hurry Up
Characterstics: fast-paced, efficient, quick decision-maker.
Behavior: individuals driven by "Hurry Up" thrive on deadlines and fast-paced environments. They are quick to act and decide but may rush through tasks, sometimes sacrificing quality.
Example: a"Hurry Up" leader excels in dynamic environments like startups or crisis management, where speed is essential. However, their haste can sometimes lead to overlooked details and incomplete work - also putting too much pressure on others.
6. Be Careful
Characteristics: cautious, risk-averse, detail-oriented.
Behavior: those with the "Be Careful" driver are thorough and cautious, often double-checking their work to avoid mistakes. They are vigilant and detail-oriented.
Example: a "Be Careful" leader is ideal for roles requiring risk management or compliance, where attention to detail is paramount. However, their cautious nature might slow down decision-making processes and stifle initiatives and innovation.
Understanding these drivers in yourself and others will allow you to better tailor your management style to the specific situational needs of your team at any given moment, even if you have to push a bit against your nature. After all, you can only manage that which you are aware of.
So what's your typical driver?
Contact me if you want to learn more about PCM or have questions or comments on any of the above. And in the meantime, happy driving your teams with your drivers - and yes, we all have at least one of them, and people DO notice them...