Style Assessment

Modified on Fri, 31 Oct at 9:11 PM

Style Assessment is suitable for learning that helps people understand different types, styles or categories of behaviour. It's also useful when learners need time to reflect on their own approach, so they can build self-awareness and see how it affects the way they interact with others.

When it can be used:

Your learning content focuses on helping people to understand different types, styles or categories of behaviour or dynamics in the workplace.
Your learners would benefit from reflecting on what their own behaviour or approach is like to increase self-awareness.

Examples:

Conflict management styles
Types of negotiators
Communication style
Leadership types

How it works:

Learner is asked to share about their work context
Learner is asked to choose from three different work settings
Learner is asked a series of questions about their behaviour in the selected setting
Learner is presented with an assessment of their style or approach and asked to give feedback

How you build it:

You define the different styles or approaches you would like people to reflect on, then add this to the “Style Description” field. This information should include examples or descriptions of the different types, styles or categories you would like learners to reflect on (1,500 characters or less).
You customise your audience (employees, managers, directors, or custom options)
You customise your workplace setting (one-on-one conversations, team meetings, group discussion, or custom option)

Worked Examples (Concise and Detailed):

Using concise descriptions can save time, but means the AI is more likely to draw on its training data when asking questions and providing feedback to the learner. This can work for areas that are less controversial or have an established knowledge base.

Using detailed descriptions means the AI is more likely to focus on the content you have provided when asking questions and providing feedback to the learner. This provides a more targeted experience that focuses on your training material.

Topic	Sample Lesson Concept
Leadership	Transformational
	Delegative
	Authoritative
	Transactional
	Participative
	Servant
Conflict management	*Collaborative:* Aims to maintain interpersonal relationships and ensure that both parties achieve their personal goals; seeks a win-win; approach which requires time, energy and creativity.
	*Compromising:* Assumes a win-win; solution is not possible, instead adopts a stance which involves a little bit of winning and a little bit of losing, both with respect to goals and the relationships of the parties involved.
	*Accommodating:* Aims to maintain interpersonal relationships at all costs with little or no concern for the personal goals of the parties involved; tends to yield and “lose”; by allowing the other party to win so relationships can be preserved.
	*Competitive:* Aims to take all necessary steps to ensure their own personal goals are met, no matter the cost to the relationship; uses power to defend a position to win.
	*Avoiding:* Aims to avoid conflict at all costs; personal goals are not usually met and interpersonal relationships are not usually maintained; may diplomatically divert an issue, postpone discussion or withdraw completely.