What's My Communication Style Fourth Edition

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The HRDQ Style Suite of assessments, classes and learning tools provide personal and team development learning experiences that bring about meaningful improvements in your organization. Based upon the work of William M. Marston, and often referred to as DISC, the HRDQ Style Model provides a simple and powerful model that learners can apply to how they communicate, lead others, manage time, learn, coach and sell. With the Style Suite you can effect a profound impact on the lives of individuals and teams in your organization.

Communication skills are critical if your organization is going to thrive, particularly during challenging times. You can dramatically improve communication skills by building a better understanding of personal styles and their effects on others. What's My Communication Style is a proven process that identifies an individual's dominant communication style and the communication behaviors that distinguish it, then helps individuals learn to flex their style with colleagues.

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Introducing What’s My Communication Style

What's My Communication Style provides employees at all levels insight into their everyday communication with others. This assessment is appropriate for anyone who wants or needs to discover more about themselves and their communication preferences. Individuals identify their preference for one of four communication styles using a 24-item assessment. The instructor-led program then helps participants understand the various forms of communication and learn how to "flex" their own personal style to improve communication.

Effective communication is the lifeblood of any organization. It goes without saying that excellent communication is important in the workplace. Team members need to work together and communicate effectively in order to meet goals and provide value to the organization.

Yet, workplace conflict remains a constant obstacle. More often than not, a clash in personality is to blame. This is because it directly impacts the way we share and interpret messages. Without an awareness of communication style, we’re susceptible to misunderstandings and hurt feelings.

Based upon the work of William M. Marston, What's My Communication Style profoundly improves one's interactions and relationships with others. Learners take the assessment (either online or in print) through which they identify their preference for one of four communication styles. Learners then review a detailed interpretation of results where they explore their style's inherent traits, strengths, and opportunities for growth. With the virtual or onsite instructor-led program, or self-paced online learning course, learners discover how to adapt behavioral patterns in order to work more collaboratively with others. If you are familiar with the DISC-based assessments, you will find What's My Communication Style is a more practical and easy-to-facilitate alternative. QuickStart Train-the-Trainer is available to help you successfully launch your style training. Certification is not required.

What's My Communication Style starts with a self-assessment that takes approximately 10 minutes to complete. Individuals are presented with 24 different statements and are asked to select the response that best represents the way they communicate. There are four response options to each statement, and each response measures one of the four personal communication styles: direct, spirited, considerate, and systematic. Learners are then presented with a profile, detailing their total score for each style.

The majority of individuals will show a clear preference for one of the communication styles; this is identified as their dominant style. The assessment is followed by an approximately four-hour onsite training program where participants reflect on their results through group discussion and application activities and a develop an action plan for using their newfound knowledge to improve their communication skills post-workshop. The What's My Communication Style Facilitator Guide also provides an alternative workshop outline that reduces What's My Communication Style into a 1.5-hour onsite training program.

What's My Communication Style is appropriate for use with all organizational levels from front line staff to senior management. The assessment can be used as a standalone development tool, or it can be used with the included training program on communication skills. This assessment is an effective tool for identifying others’ communication preferences and learning how to flex your own style in order to improve collaboration. It can be useful for training in a variety of soft skill training topics, including:

  • Communication
  • Leadership
  • Team building
  • Supervisory skills
  • Conflict resolution

Start training your learners with personality style and a focus on communication – the most critical people skill.

Theory Background

Research shows that each of us develops a preference for communicating in a certain manner, commonly referred to as a communication style. Understanding communication style is an important first step in learning how to communicate effectively with others. What’s My Communication Style provides insight into our everyday communication with others.

This assessment is appropriate for individuals at any organizational level who want to discover more about themselves and their communication preferences, including their communication style’s inherent strengths and trouble spots.

Individuals identify their preference for one of four communication styles using a 24-item assessment. The instructor-led program then helps participants understand the various forms of communication and learn how to “flex” their own personality style to improve communication.

Based on the well-researched personality theories of psychologists Carl Jung, William Moulton Marston, and others, What’s My Communication Style defines communication style with four terms: Direct, Spirited, Considerate, and Systematic. The simplicity of the model makes it easy for trainers to facilitate and memorable for individuals. The result is a tool that boosts individuals’ ability to improve the effectiveness of their communication in any situation.

Understanding Personality Style

What makes people act as they do? Why does one person jump at the chance to do a public presentation, while another person avoids it? Why does one person focus on details, while another focuses on general impressions? What drives our actions has been a constant topic of debate. In the past, researchers were clearly divided into two camps: those who believed that personality style determined behavior and those who believed that the situation determined behavior. Those on the style side of the debate argued that personality traits are stable, consistent predispositions to act in a certain way (Wheeless & Lashbrook, 1987). For example, if you are outgoing, you will probably enjoy and excel in public speaking situations. Those on the situation side of the debate argued that people are inconsistent. For example, a person might be open and intimate with friends but closed and professional at work. Situational theorists believed that predictions of behavior are more accurate if based on the situation rather than on personality (Mischel, 1996).

To a certain extent, the debate over personality style versus situation was misleading. Many early studies on the subject were conducted in laboratory settings with severe constraints. Subjects in those experiments did not choose their situations and were limited in their choice of behaviors.

Snyder and Ickes (1985) offered a synthesis of those two previous views, arguing that people’s personality styles determine the situations in which they find themselves. For example, an outgoing person would be more likely than an introverted person to choose a public speaking situation. This view suggests that personality style and situation work together in determining behavior.

Even if people have no choice in the situations they encounter, they react to any situation with a limited set of behaviors (Bem, 1983). Although people’s behavior will alter as the situation changes, their set of behaviors from which to choose is not infinite, and they will display the behaviors within a behavioral set as determined by the circumstances. For example, not everyone is capable of being analytical in situations that call for analysis, but people will choose the best behavioral adjustment from among their set of possible behaviors. This set of possible behavioral reactions is a product of their personality style.

The results of another study spanning 50 years further support this view that personality traits are stable across time but also malleable to some extent as people mature and age due to genetic and environmental influences (Hopwood et al., 2012, as cited in Damian, Spengler, Sutu & Roberts, 2018).

Although debate may continue over the degree of influence personality plays in behavior, we can conclude that it is a significant component. In particular, personality style takes over when individuals have options in both their behavior and their environment.

We define personality style as the way people act when they are able to do things their own way. Does this mean that people act the same way all the time? Certainly not. Even the most boisterous individual would not be loud and jovial at a funeral. But behavior is consistent to the point that it is predictable. For example, everyone acts friendly sometimes. However, when a person acts friendly more than the average person, others start to consider friendliness part of that person’s personality and expect friendly behavior from them most of the time.

“What makes people act as they do? Why does one jump at the chance to do a public presentation, while another person avoids it? Why does one person focus on facts, while another focuses on broad impressions?”

The Importance of Personality Style

Personality style affects our interactions with others (Hunsaker & Alessandra, 2008), and it is important in several aspects of organizational and personal life. People with different styles have different priorities and function at different paces. These differences can create problems if they remain under the surface. If Joe is slow and thorough and Jane is fast and decisive, their working relationship will be stressful unless they are aware of each other’s preferences. Knowledge of personality styles prevents misunderstandings and frustration.

Understanding personality style allows us to interpret the actions of others in a nonjudgmental way (Snavely, 1981). If we are aware of another person’s typical behaviors, we can take these behaviors into account when interpreting the other person’s actions. For example, if Fred is generally a friendly and outgoing person, the fact that he gives you an enthusiastic hello should not necessarily be interpreted as a sign of deep friendship. If, on the other hand, Fred is a private person, his enthusiastic hello might be a sign of deep friendship. The knowledge of personality style allows you to understand the behaviors of others; it enables you to accurately attach meaning to the reactions of those around you. Most importantly, you will be able to react appropriately within your own behavior set to the reactions of others and better manage the communication exchange.

Using your knowledge of personality style to understand others better begins by understanding yourself. People who understand their own style will fare better than those who proceed as if all people are the same. For example, if you are aware that you prefer logical, straightforward assignments, you should seek work in such an environment. If you thrive on working with people, you should choose a position in which you interact frequently with others.

Two Dimensions of Personality Style

The concept and basic dimensions of style date back to Carl Jung’s 1914 work (Jung, 1971). Jung was the first person to describe the traits of introversion and extraversion. Since then, many researchers have examined personality style and further developed Jung’s ideas (e.g., Marston, 1979; Merrill & Reid, 1999; Schutz, 1966). One clear finding of this research is that the number of styles is not unlimited. Each individual is unique, but there are definite categorical commonalities. In fact, research indicates two basic dimensions of personality style, which we have chosen to refer to as assertiveness and expressiveness.

    Assertiveness is the effort that a person makes to influence or control the thoughts or actions of others. People who are assertive tell others how things should be and are task oriented, active, and confident. People who are less assertive ask others how things should be and are process oriented, deliberate, and attentive.
    Expressiveness is the effort that a person makes to control their emotions when relating to others. People who are expressive display their emotions and are versatile, sociable, and demonstrative. People who are less expressive control their emotions and are focused, independent, and private.

hrdq style model imageThe HRDQ Style Model

Personality style is determined by a person’s degree of assertiveness and expressiveness. In fact, the various combinations of the degrees of assertiveness and expressiveness result in four possible personality styles. Different names have been given to these styles by various researchers (see, e.g., Alessandra & Hunsaker, 1993; Wheeless & Lashbrook, 1987), but we have chosen to label them Direct, Spirited, Considerate, and Systematic.

These styles are the basis of the HRDQ Style Model.



Understanding Communication Style

Communication is one manifestation of personality style. The essence of communication is sending and receiving a message. While this sounds simple, frequently, the message that is intended is not the message that is received. One reason this misunderstanding occurs is that the sender and receiver have two different personality styles, meaning they share and interpret messages in two different ways. For example, the sender may intend to communicate a supportive message by saying, “I’d like to help you,” but the receiver may misinterpret the message as one of being told they are incapable. To complicate matters, communication is more than just the spoken word. There are four forms of communication: verbal, paraverbal (tone of voice and intensity), body language, and personal space.

  • VERBAL: Words themselves may be open to misunderstanding. Differences in age, experience, and background can result in different interpretations of the same statement.
  • PARAVERBAL: It’s not just the words but how people say them that affect meaning. This is called paraverbal communication and includes how quickly a person speaks and pauses, as well as voice tone and intensity. For example, trailing off or lowering your voice can be a sign/signal that it is the other party’s turn to speak in a conversation.
  • BODY LANGUAGE: The way people stand, shake hands, and maintain eye contact are all forms of body language that communicate meaning to others. Body language can communicate attentiveness, emotions, and reactions. Facial expressions are another form of body language. The cliché “it’s written all over your face” describes it perfectly: facial expressions can reveal the listener’s response to what the speaker is saying even before the listener responds in words.
    Body language is heavily influenced by communication style. Preferences for eye contact, gesturing, and touch are usually quite pronounced, and it is easier to read other people’s body language messages if you know their dominant style.
  • PERSONAL SPACE: The final form of communication is the use of personal space, which includes not only the space between you and others but also your personal appearance, your choice of decorations, and how you arrange your workspace. Interpersonal distance, or how close people are physically to one another, has been studied extensively, and researchers have outlined four zones of interpersonal distance: intimate, personal, social, and public. How close you prefer to be to others in all of these zones is a function of your communication style. Whether your work or home space is cluttered or neat, organized or disorganized, is also a function of your communication style.

Communication Style Characteristics

All these forms of communication are demonstrated in different ways, depending on your personality style. In other words, your personality style determines the characteristics you exhibit when you communicate. The chart below shows how each communication style influences the different forms of communication. Knowing your own style and its characteristics and recognizing others’ styles and their characteristics will go a long way toward minimizing misunderstandings and increasing the effectiveness of your communication.


    • DIRECT: Decisive / Direct speech / Doesn’t stop to say hello
    • SPIRITED: Generalizes / Persuasive / Expresses opinions readily
    • CONSIDERATE: Listens / Close, personal language / Supportive language
    • SYSTEMATIC: Precise language / Avoids emotions / Focuses on specific details


    • DIRECT: Speaks quickly / Loud tones / Formal speech
    • SPIRITED: Loud tones / Animated / Lots of voice inflection
    • CONSIDERATE: Speaks slowly / Soft tones / Patient speech
    • SYSTEMATIC: Even delivery / Brief speech / Little vocal variety


    • DIRECT: Direct eye contact / Bold visual appearance / Firm handshake
    • SPIRITED: Quick actions / Lots of body movement / Enthusiastic handshake
    • CONSIDERATE: Slow movement / Likes hugging / Gentle handshake
    • SYSTEMATIC: Poker face / Avoids touching / Controlled movement


    • DIRECT: Keeps physical distance / Work space suggests power / Displays planning calendars in work space
    • SPIRITED: Cluttered work space / Personal slogans in office / Likes close physical space
    • CONSIDERATE: Displays family pictures in work space / Likes side-by-side seating / Carries sentimental items
    • SYSTEMATIC: A strong sense of personal space / Charts, graphs in office / Tidy desktop

It is important to note that these characteristics are based primarily on Western culture—the US in particular—and as such, may not be completely accurate across all cultures. An example of this is eye contact—in Western culture, prolonged eye contact is an appropriate use of body language to show that you are paying attention to the speaker and is considered a clear indicator of someone with the Direct communication style. However, in some other cultures, any kind of prolonged eye contact is considered disrespectful, so you are unlikely to notice anyone making use of it and it would not be a useful indicator of the Direct communication style.

It’s also important to recognize that there is a difference between characteristics and stereotypes. What we identify in this program are characteristics. There is some link between nationality and personality (Jarrett, 2017). However, when we go down this route, it is easy to stereotype and assume that because someone is a particular nationality, they will hold a preference for a certain style—without taking the time to observe that person’s unique set of behaviors. To avoid stereotyping, stick to using only the characteristics recognized in this program to identify style and observe those characteristics rather than assume someone has them because of their nationality.

Communication Style Strengths

Each communication style has definite strengths. Knowledge of these strengths allows people to draw on them as needed and to find situations in which their strengths are a benefit. Knowledge of the strengths of others allows people to anticipate reactions and adapt their style to respond appropriately.

Direct people take charge of their lives. They prefer to be in control and are decisive in their actions. Direct people thrive on competition. They enjoy the challenge of a fight but enjoy the win even more. They maintain a fast pace as they work single-mindedly on their goals. Direct people are good in positions of authority that require independence. They possess strong leadership skills and get things done. They are not afraid to take risks to get what they want.

Gets to the bottom line - Prefers to be in control - Speaks forcefully - Tends to be decisive
Maintains eye contact - Thrives on competition - Presents position strongly - Likes to take risks

Spirited people are enthusiastic and friendly. They prefer to be around other people and thrive in the spotlight. They are able to generate motivation and excitement in others because of their positive focus and lively nature. Spirited people work at a fast pace because they prefer stimulation and are well suited to high-profile positions in which public presentations are important. They are spontaneous people who are quick and take decisive action. They excel at building alliances and using relationships to accomplish work.

Likes to be persuasive - Prefers to be with other people - Tends to be a good storyteller - Works at a fast pace
Focuses on the big picture - Builds strong alliances - Uses motivational speech - Generates enthusiasm

Considerate people value warm, personal relationships. They have good counseling skills, and others go to them because they are good listeners. Considerate people are cooperative and enjoy being part of a team. They are reliable and steady, and they are always aware of others’ feelings. They work best in an environment in which teamwork is essential. They are well suited for any profession that requires them to care for others.

Listens well - Values relationships - Is a good counselor - Enjoys being part of a team - Builds trust
Uses supportive language - Cares for others - Tends to be reliable and steady

Systematic people are accurate and objective. They prefer to make decisions based on facts, not emotions. Systematic people rely on data and are excellent problem solvers. They tend to be persistent in their analyses, maintaining a critical focus throughout their work. Systematic people are orderly and prefer to work in an organized environment with clear guidelines. They thrive in task-oriented positions that require independent work.

Presents precisely - Makes decisions based on facts - Seeks information - Excels at problem solving
Speaks efficiently - Prefers clear guidelines - Likes a well-organized work space - Works independently

Communication Style Trouble Spots

Just as each style has strengths, each style also has potential trouble spots. These trouble spots stem from the simple fact that any good thing can become a problem if taken to an extreme.

Direct people may cross the line from controlling to overbearing. They like to get things done quickly. However, they might overlook fine details that can lead to mistakes. Direct people are not necessarily good at focusing on feelings and tend to discount them as unimportant. They tend to view situations as competitive, making those around them uncomfortable and tense.

Is a poor listener - Likes to compete - Is impatient with others - Discounts feelings - Does not heed advice
Overlooks details - Likes to argue - Tends to be a workaholic

Spirited people tend to intensify their verbal behavior. They might exaggerate a story for effect or respond to criticism with verbal attacks. They also tend to generalize when outlining an idea, glossing over important details that might diminish enthusiastic support. Spirited people are rarely concerned with deadlines and may not manage their time effectively.

Does not hear details - Responds poorly to criticism - Tends to exaggerate - Glosses over details - Generalizes
Tends to miss deadlines - Can be overdramatic - Does not manage time efficiently

Considerate people tend to avoid change and prefer to do what is comfortable. They dislike conflict, often telling others what they think they want to hear. They have wants and needs that can linger under the surface until they become resentful. Interactions with others can become tense as a result.

Avoids conflict - Prefers what is comfortable - Gives in easily - Allows own needs to linger unaddressed
Keeps opinions to self - Resists change - Overemphasizes feelings - Tells others what they want to hear

Systematic people may continually seek more information to make them feel confident. Their need for facts and data can delay decision making. They are uncomfortable with emotions and avoid expressing them at all costs. Systematic people tend to put quality and accuracy ahead of feelings, even if it might hurt others, and are often perceived as impersonal.

Focuses too much on details - Puts accuracy ahead of feelings - Fears personal disclosure - Tends to be impersonal
Can be terse - Delays decision making - Uses little variety in vocal tones - Does not take risks

Reading Communication Style

Studies have found that the most common reason for ineffective communication is a difference in communication style (The Economist Intelligence Unit, 2018). For example, a Spirited person and a Systematic person may have tense interactions because of the different speeds at which they make decisions. Although each of us has a predominant personality style that drives our behavior and our communication, the ability to “flex,” or make adjustments in our own behavior to accommodate another style, helps increase the likelihood of efficient and effective communication. The first step to accomplish this is to learn how to identify another person’s style. Figure 3 shows how to quickly identify another person’s communication style.


    • DIRECT - Gets to the point
    • SPRITED - Tells good stories
    • CONSIDERATE - Doesn’t offer opinions
    • SYSTEMATIC - Precise


    • DIRECT - Poor listener
    • SPRITED - Doesn't hear details
    • CONSIDERATE - Sympathetic listener
    • SYSTEMATIC - Seeks facts


    • DIRECT - Firm
    • SPRITED - Enthusiastic
    • CONSIDERATE - Gentle
    • SYSTEMATIC - Brief


    • DIRECT - Maintains distance
    • SPRITED - Likes to be close
    • CONSIDERATE - Likes hugging
    • SYSTEMATIC - Avoids touching


    • DIRECT - Bold
    • SPRITED - Quick
    • CONSIDERATE - Slow
    • SYSTEMATIC - Controlled


    • DIRECT - Suggests power
    • SPRITED - Cluttered
    • CONSIDERATE - Displays photos
    • SYSTEMATIC - Tidy

Flexing Communication Style

It takes willingness and effort for people to expand beyond their own style to interact with others. It is not only appreciated but may also make the difference between success and failure in an interaction. In general, aim to communicate in a way that focuses on the other person’s style strengths and minimizes their trouble spots. Figure 4 shows how to help people improve their communication with any style.

DIRECT • Focus on their goals and objectives • Keep your relationship businesslike • Argue facts, not personal feelings • Be well organized in your presentations • Ask questions directly • Speak at a relatively fast pace

SPIRITED • Focus on opinions and inspiring ideas • Be supportive of their ideas • Don’t hurry the discussion • Engage in brainstorming • Be entertaining and upbeat • Allow them to share their ideas freely

SYSTEMATIC • Focus on facts, not opinions • Be thorough and organized • Provide data when possible • Be precise in your presentations • Avoid gimmicks • Allow time for analysis

CONSIDERATE • Focus on your relationship • Be supportive of their feelings • Make sure you understand their needs • Be informal • Maintain a relaxed pace • Give them time to build trust in you

For a comprehensive insight in the development of What's My Communication Style, we invite you to read the full Theory Background.

Open the WMCS Theory Background PDF

A Deeper Dive into What's My Communication Style

What's My Communication Style can be delivered as a onsite learning experience or as a blended experience using the online assessment. The following are the recommended components for each experience.

Onsite Instructor-Led Training Experience

  • Onsite Print Assessment
  • Onsite Print Workbook
  • Onsite Print Facilitator Guide
  • Experiential Game (StylePlay, Playing with Style, Personality Style Toolkit)
  • HRDQue Card
  • HRDQ Style Model Poster
  • Blinky Pins

Blended Instructor-Led Training Experience

  • Online Assessment
  • Onsite Print Facilitator Guide
  • Onsite Print Workbook
  • HRDQue Card
  • HRDQ Style Model Poster
  • Blinky Pins

Contact us with questions regarding flexible delivery options for What’s My Communication Style.

Components for a Complete Learning Experience

What's My Communication Style includes everything you need to facilitate a great learning event. Need more help? Contact us for train-the-trainer and onsite facilitation options.

Online Assessment
The Online Assessment is delivered through the HRDQ Online Assessment Center which contains instructions for completing the assessment and the 24 statements participants will evaluate. Scores are automatically calculated and then presented, along with interpretive information, in a personalized report that is generated upon completion of the assessment.

Onsite Starter Kit
Everything you'll need to launch a training session with up to 5 learners right out of the box! Includes the Print Facilitator Guide, a 5-pack of Print Assessments, a 5-pack of Print Workbooks, a 5-pack of HRDQue Cards, 5 sets of Style Blinky Pins, and the HRDQ Style Model Poster.

Onsite Print Facilitator Guide
The Facilitator Guide provides you with the tools you will need to lead a successful learning and development experience using the What’s My Communication Style assessment. It is organized into two parts. Part 1 provides information you'll need to familiarize yourself with the product. Part 2 contains detailed instructions for administering the assessment and leading the workshop. We have also provided sample copies of the Print Assessment and Workbook pages for your convenience.

The Facilitator Guide comes with 1 Style Model Wall Poster, 1 HRDQue Card and digital Facilitator Support Materials which are delivered straight to your inbox upon order completion. This includes a PowerPoint Presentation, Learning Overview, Theory Background, FAQ, Certificate of Achievement, Program Evaluation, and a sample copy of the Online Assessment Report.

Onsite Print Workbook
The Print Workbook deepens participants' understanding of the assessment results and is used during the workshop. Organized for easy follow-along, it includes background information and theories about communication, an explanation of the HRDQ Style Model, in-depth interpretive information, individual and group activities, and a personal development plan.

Onsite Print Assessment
The Print Assessment contains instructions for completing the assessment, the 24 statements participants will evaluate, a scoring form, instructions for calculating and charting scores, and general interpretative information. The Print Assessment is typically administered during the workshop; however, it can also be administered in advance as pre-work.

HRDQue Cards
An excellent takeaway for participants, each 4" x 6" HRDQue Card is a quick-reference tool that features the HRDQ Style Model, summarizes each style, and lists their characteristics.

Style Model Wall Poster
The 17" x 22" poster can be used as a quick reference and visual aid during the workshop. The reverse side features the HRDQ Experiential Learning Model. Additional copies of the poster are available for purchase, as many facilitators tell us they like to display training posters at various locations in the workplace.

Blinky Pins
These light-up buttons serve as a fun learner takeaway for your audience. Each Blinky Pin displays one of the four styles. They’re an excellent way for participants to build rapport with others, build style awareness and engage in style “talk,” and they hopefully serve as a friendly reminder that flexing one’s style is the key to effectively interacting with others.

Personality Style for Dummies
Personality style is the primary force driving human behavior. Knowing its ins and outs sheds light on just about everything employees do, from how they manage to how they work as part of a team. Your specific personality style boils down to two fundamental behaviors and four basic personality styles. Discover your team members' unique styles using Personality Style for Dummies handy reference guide.

QuickStart Train-the-Trainer
First time facilitating this product? We highly recommend the one-hour QuickStart Train-the-Trainer session, whether you are a novice trainer or a seasoned facilitator. It's an excellent way to quickly get up to speed on the product so you can step into your first-time training experience with confidence.

Self-Guided Online Learning Course *Coming Soon*
The Online Course contains detailed information on the theory behind the HRDQ Style Model and a graded quiz. It may be used in a blended-learning approach by administering it as follow-up to the onsite training to reinforce learning or by administering it as pre-work to the onsite training so that you may reserve more time for interactive group activity and discussion. Although we believe instructor-led training will yield the best results, the Online Course can also be used a self-study tool.

Ordering Information

This section is intended to answer frequently asked questions about the product components and to streamline the ordering process.

Instructor-Led Onsite Training
To facilitate an instructor-led onsite training experience, order the following components:

  • Onsite Print Facilitator Guide or Onsite Starter Kit.
  • Online Assessment OR Onsite Print Assessment (1 per learner).
  • Onsite Print Workbook (1 per learner).
  • HRDQue Card (1 per learner).

Online Assessment
To administer the online assessment for distance, self-study or blended learning, order the following components:

  • HRDQ Online Assessment Center account. If you do not have an account, please contact us for set up.
  • Online Assessment report credit (1 per learner).

QuickStart Train-the-Trainer
We highly recommend this convenient coaching session if you are a first-time facilitator of this product. You'll receive personalized, one-on-one virtual coaching with a subject matter expert who will get you up to speed quickly and accurately so you can step into the onsite with confidence. Coaching sessions can be provided by phone or video call.

Self-Guided Online Learning
To administer a self-guided online learning experience, order the following components:

  • HRDQ Online Assessment Center account. If you do not have an account, please contact us for set up.
  • Online Assessment report credit with Online Course (1 per learner). *Coming Soon*

Contact us with questions regarding What's My Communication Style training design options and suggestions.

What’s New In What's My Communication Style Fourth Edition

Now in its 25th year, What's My Communication Style Fourth Edition delivers substantial improvements and additions while preserving the core aspects of the HRDQ Style Model.

Newly designed profile in the form of a bar chart that illustrates the degree of preference an individual has for each style. The chart also reveals where each score falls relative to a normative sample base of more than 55,000 respondents.

Comprehensive interpretation of scores and more specifically what it means in terms of one's ability to flex to each style.

Online report now includes the styles measured by each response option and an individual's selected responses to each of the 24 items.

Online Course giving you the option to deliver the course content as a self-study online learning experience. *Coming Soon*

Updated references to support the underlying research behind the model.

Reorganized and expanded Facilitator Guide that helps you to better prepare for an onsite learning experience.

More skill-development activities in the core workshop, extending the length of the workshop from 90 minutes to 4 hours.

Script to accompany each Facilitator PowerPoint slide, supporting your ease of presentation.

New Self-Assessment booklet containing instructions for completing the assessment, the 24 statements participants will evaluate, a scoring form, instructions for calculating and charting scores, and general interpretative information.

New Workbook that enriches participants learning, featuring detailed content on the four personality styles, thumbnails of the PowerPoint slides, key information from the facilitator's presentation, numerous skill-building activities, and a development-planning section to maximize learning transfer.

Poster as a visual aid and quick reference during the workshop, in the break room, or teamwork area, featuring the HRDQ Style Model on one side and the HRDQ Experiential Learning Model on the other.

HRDQue Cards for distribution to participants at the end of the workshop as a learner takeaway, featuring the HRDQ Style Model on one side and a succinct description of each of the four styles plus their characteristics on the other side.

Learning Overview to serve as a quick way to familiarize yourself with What's My Communication Style, generate interest from prospective participants, and gain buy-in from managers and other stakeholders. Contains key information about the product, including the learning outcomes, target audience, and workshop agenda.

FAQ that responds to some of the most common inquiries we’ve received about the product over the past year.

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