Frequently Asked Questions

They are all similar in that they are looking at predicative behaviors.

The ILS is different in that it’s a tool that measures the interpersonal dynamic between people versus a self assessment (that examines behavior such as introversion, extroversion), and goes into great detail (21 different style descriptors). In addition to measuring and understanding your own style (via power, activity & relationships), it provides insight and strategies into how you can adapt your style situationally to meet the needs of others.

Yes.

Scores reflect natural preferences, and preferences can evolve over time, shaped by direct personal experiences.

As a person becomes more comfortable in their behaviors, or chooses to practice subtle changes in their approach, they basically define a new, or expanded, comfort zone. Even so, scores rarely go entirely “opposite.” They are much more likely to move within the same quadrant.

The most common movement is actually reflected in scores that move closer to the center.

Not really, it’s more a matter of degree of emphasis.

For example, you may be more relaxed in expressing your preferred behaviors at home than at work. The underlying preferences remain the same, and the ILS tool provides you with the opportunity to be more conscious and intentional in making the most appropriate use of those preferences, regardless of the setting.

Not always.

Certainly when the stakes are high and you are in a stressful situation, people who are stylistically opposite can be frustrating as their problem solving preference or approach is different then yours and your patience and flexibility is quite strained when under stress.

However, occasionally the biggest challenge can be when working with people in the same style group. This is especially true amongst directors (for example) when the issue of “who is in charge” is on the table.

No, all myths.

Research continues to confirm that there is no correlating evidence between one’s style category and their occupation or gender. ILS offers insights into the range of human preferences and stylistic differences. There is no “right or wrong” or “better or worse” involved.

For example some of the best sales people are Analyzers. They just sell differently. Another example, Apple’s CEOs Steve Jobs and Tim Cook operate with opposite styles, but both have still proven to be effective leaders and in same role.

The more awareness we have about ourselves and others, the greater our ability to make informed choices about how best to apply our strengths, complement our weaknesses, and work productively with others.

Not really, no.

People who have an increased perspective and understanding regarding any matter will always be in an improved position to make better, more informed choices – but that doesn’t mean they have any extraordinary level of influence or control over other people!

The ILS cannot guarantee any particular outcome; it only offers tools and insights that support people in their effectiveness as leaders, partners, and contributors. If you try to “manipulate” people with this information, you will find that you only succeed in actually degrading the quality and effectiveness of your interactions.