High Moving Against profiles reflect high scores across all or most of the following scales: Bold, Mischievous, Colourful, and Imaginative. Higher scorers likely push against others when they are under stress or when they stop self-monitoring their behaviours. They tend to not back down from a fight, or they argue that they are right even when they may be at fault. This could be amplified by their charismatic and somewhat loud manner. They may insert themselves into conversations without an invitation and overtake others, which can make others feel as if they do not have a stance on an issue or that they are not being heard. While very charming, high scoring people may be seen by others as exhausting, and their charismatic way might start to lose its appeal over time, especially when promises are not met. They may also push others to take uncomfortable risks or jump into a situation without thinking through the implications or consequences; this could stem from an idea or thought that comes to mind, and they then decide, “let’s do this.”
When discussing the implications of lower scores, we will focus on the absence of strengths associated with higher scores. For instance, someone scoring high on Bold has a good level of confidence. Lower Bold scorers tend to lack this confidence and likely will not rise to the occasion when a leadership opportunity is available; they prefer to follow rather than lead. They may also not provide their position on a certain topic. Higher Mischievous individuals are very charming and seek out new and exciting opportunities. Lower scorers might not want to try new things or might be hesitant to step out of their comfort zone. They likely are very rigid about rules and procedures. Higher Colorful individuals tend to be very socially skilled and are visible within the organisation. Lower scorers might not get noticed as they do not promote themselves or take advantage of opportunities to be noticed. Lastly, higher Imaginative individuals are described as innovative and creative. The downfall for lower scorers is they tend to focus more on the routine and miss opportunities to lead innovation.
The theme with low Moving Against profiles is they lack visibility because of a variety of tendencies that likely get them passed over for leadership roles. This could be from their lack of confidence, preference to follow, or the fact they are more ‘behind the scenes.’ One coaching technique is to have them formulate their thoughts and contributions prior to a meeting then share them with a trusted colleague. Challenge them to be the first person to comment in the meeting. Later, ask them what the response from the group was. What did their body language suggest? Have the individual look for signs of engagement and interest; did the group ask questions? After the meeting, have them follow back up with the trusted colleague for constructive feedback. How could they improve going forward? Use this information to coach around how to best present themselves to be more visible to others. Continue to use this exercise so they start to feel more comfortable contributing and staying connected with others.
In addition, low scorers also have the tendency to be inflexible with rules and spend their time on mundane tasks without exploring other ways. One coaching tip is to help them discover the root of these tendencies. Is it because they feel “this is the way it’s always been done,” or is there a sense of fear that is involved? Get them to document the last time they worked on something and determine why they did not try a different tactic. This is where the coaching will begin; once you have identified the trigger, work with them to determine what changes they want to make when a new opportunity arises. You could also suggest the next time they approach a problem, write down different solutions or work with different individuals to see different strategies.
