To better understand how behavior was determined for the person you have chosen, we recommend that you read about Psychological Associates’ Dimensional Model of Behavior.

Q1 Peer: Initiates/Low Regard Behavior

Based upon your responses, when scored against our Dimensional Model, your peer most often exhibits an initiates/low regard style of behavior. This style of behavior would be positioned in the Q1 quadrant of our Dimensional Model. In our terminology, your peer is displaying Q1 behavior.

Key Characteristics of Q1 Peer Behavior

Q1 behavior tries to upset the peer-peer power equilibrium. This results in little, if any, synergy. Q1’s preference for political interactions and one-way communication is unlikely to strengthen resources or fertilize new ideas.

See if any of these Q1 behaviors seem familiar:

• Seeing peers as competitors. In peer-to-peer interactions‚ Q1 will try to gain the advantage either by making a naked bid for control or through more subtle means.
• Performing solo. Q1 seeks little help or advice from others. Communication is strictly one-way. Q1 “knows” his/her decisions are always right.
• Ignoring or discounting less assertive peers. If it seems that a peer is weak, indecisive, or not ambitious‚ Q1 will not hesitate taking over.
• Thinking the end justifying the means. Q1 puts results first, with little concern for how they’re achieved. Finding ways to beat the system is often considered a virtue by Q1.

Suggestions for Dealing with a Q1 Peer

• Don’t let the interaction deteriorate into an open struggle. Maintain a posture of strength, but not supremacy. Convey that you consider your peer as someone whose status and strength are on par with yours.
• Use open-end probes, reflective statements, and summary statements. Go easy on leading questions.
• Don’t let the interaction deteriorate into gamesmanship, in which each of you tries to “win out” by subtle stratagems. Where gamesmanship prevails, candor is absent.
• If a peer wants to talk with you, determine whether they want you to be a sounding board or provide help in solving an issue. If they want a sounding board, ask questions, listen well, but don’t provide advice (unless it is solicited).
• Be prepared to adapt your strategy if the peer’s behavior shifts to another quadrant.

Q4 Leadership: The People Skills Advantage™

What you discovered from the questionnaire is just a sample of the kind of insight you gain from Psychological Associates’ flagship workshop, Leadership Through People Skills. Click to find out more about the program.

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