High Moving Toward profiles are those with high scores on the Diligent and Dutiful scales. Higher scorers appear very conscientious and eager to please, particularly during times of increased stress. They tend to seek guidance from their superiors and may struggle to make decisions on their own. With their direct reports, they may exhibit micromanaging tendencies, making it hard for others to live up to their expectations. They build alliances with their peers and superiors in order to avoid potential criticism.
Lower scores on Diligent and Dutiful indicate an absence of the strengths associated with higher scores on these scales. While high scores on Diligent indicate someone with perfectionistic tendencies who may struggle with delegation, very low scorers on Diligent may not follow up accordingly when delegating tasks to others, or may overlook details entirely (check for low Prudence). Similarly, high Dutiful individuals will defer decision-making to others so as not to disrupt the status quo, while individuals scoring very low on the same scale may challenge those in authority (check for low ‘Good Attachment’) or act without seeking input from others.
People with high Moving Toward profiles stay close to others through micromanagement or their desire to conform. Conversely, individuals scoring low on Diligent and Dutiful will act independently and may not appropriately follow up with others to ensure project plans are implemented. Coaching for low Moving Toward scorers should focus on the individuals’ ability to stay close to others during times of increased stress. Additionally, you will want to explore why these individuals are inclined to challenge authority versus collaborating with those in authority.
As a coach, you should encourage these individuals to consider how they might capitalise on relationships with others to achieve goals. Brainstorm with them about times that they have failed to follow up on an assignment that they delegated. Have them consider how following up with others or seeking input from teammates may have changed the outcome of the situation. The next time they delegate a task, have them create an action plan for follow up, or a project timeline. You might also suggest creating calendar reminders as an additional planning resource. If they are inclined to move forward without seeking input from others, you might suggest that they consider asking for others’ opinions prior to making a major decision or scheduling time to run their ideas by others on the project team before moving forward. Help them recognise the importance of collaborating with others in order to identify potential blind spots before moving forward.
Alternatively, these low scoring individuals may challenge authority when disagreeing over a topic or stance on an issue. They may also tend to do things according to their own schedule, which in turn causes others to lose trust or faith in them. In this case, you will need to help them identify an instance where they challenged authority and work with them to determine whether this reaction was warranted. Once they identify a time when they unnecessarily challenged authority, work with them to determine what triggered this reaction so that the next time they encounter a similar scenario, they can take a step back to first consider how they might work with those in authority to resolve the situation, rather than acting independently or taking their own stance without seeking input from others.
