Results: Q4 Peer

Behavior Questionnaire Results

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.

Q4 Peer: Initiates/High Regard Behavior

Based upon your responses, when scored against our Dimensional Model, your peer most often exhibits an initiates/high regard style of behavior. This style of behavior would fall in the Q4 quadrant of our Dimensional Model. In our terminology, your peer is displaying Q4 behavior.


Key Characteristics of Q4 Peer Behavior

Q4 embodies the behavior that generates synergy. Q4’s open, candid communication style creates intellectual cross-fertilization. Q4 uses conflict as a springboard to better decisions and promotes collaboration and interplay.

See if any of these Q4 behaviors seem familiar:

  • Communicating openly. Uses discussion to exchange information and views — not to politick or play games. Judges ideas on merit, not their origin. Listens and promotes involvement.
  • Working with the team. Is a good collaborator. Actively seeks the views of peers. Sees peer relationships in terms of work — a shared effort toward a shared goal.
  • Showing openness to disagreement. Uses constructive contention to resolve differences and as a source for new thinking and direction. Knows disagreements are bound to arise, and understands that getting them out in the open can not only clear the air‚ but also shed new light on a situation.
  • Displaying commitment to top performance. Is focused on results — a good goal setter and goal achiever. Is as tough on self as on peers. The watchwords of Q4 are synergy, collaboration, work, efficiency, and productivity.


Suggestions for Dealing with a Q4 Peer

  • Q4 interactions can be demanding. Be well prepared and have good backup if you are challenged.
  • Be pragmatic, businesslike, and direct.
  • 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).
  • Employ a full range of probes, particularly open-end questions, and summary statements.
  • 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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