[Simon Hudd]

What are the potential strengths in the relationship? They both have a connection with the ‘Challenge’ voice and this could bring them closer together when they are reviewing work loads however, if they both recognised that this voice can move to the dysfunctional voice very easily (Attack), then they could work on a shared goal with the right voice. They both are using the ‘Inquire’ voice also, which can add empathy to each other when having conversations. They both use ‘Diagnose’ & ‘Advocate’ at very similar levels.

What are potential areas of tension in the relationship? Simon tends to Direct Probe & Evaluate voices as much as Victor, which in turn means that Simon uses the dysfunctional voice or views himself as using his internal voice, which will put barriers in the way of the relationship as there is a clear difference of dealing with information.

What are your hypotheses? Simon and Victor are clearly different personalities and Victor appears to have been given permission to be ‘difficult’ with his stakeholders and peers because of his brilliance, which explains why people may listen to his challenge and advise voices a lot when he manages his team. Victor needs to be aware that this does not necessarily come across as he may believe it does. Simon is very output focused and has not had an opportunity to engage with Victor nor has he tried particularly tried it appears.

What lines of enquiry would you follow? I would ask Simon what he thought of his own profile and then asked him what Victor would be saying about his profile also, if he were to see it. I would want to find out where Simon sits within team meetings and why he doesn’t feel like asking many questions about the disengagement with Victor and also what he specifically thinks about his pressure voice and how this may land with Victor

What development recommendations would you make for Victor and Simon? I would ask them to share their profiles with each other to understand where the potential clashes are and how they can change the voices that are used to discuss similar topics. They could both ask permission to use the voices in a signpost opening statement so the other fully understands that each person is going to be ‘in the moment’ when they talk and to recognise each others concerns.

[Simon Hudd]

Inquire – Tell me what you would like to achieve at the next meeting?

Probe – You have mentioned something that is very interesting. Tell me a little more about what you meant when you said XXXX

Evaluate – I hear that you wanted to change the supplier and sign the contract today however, we don’t know what the alternative supplier is going to charge nor what their terms are

Diagnose – As I need to get an earlier train due to the strikes later that day, is it ok for me to take the first delivery slot at the presentation tomorrow?

Advise – We need a note taker at the next meeting so that we have an independent view on what has been said

Direct – Please make sure you are in the office before 9am, as I have to leave very early and I need you to meet the new manager of the department before she goes into her first meeting

Challenge – I am not convinced that the applicant has satisfied the job brief, so I would like someone from Recruitment to review the application before we intervew

Articulate – No one is speaking up at this meeting, which is stopping us from making a decision, which needs to be made before the board meeting next Thursday

Advocate – I didn’t like what was being suggested, so I am going to make some more suggestions before a decision is made