Interpersonal Influence Inventory
The Interpersonal Influence Inventory is a communication assessment for employee and management development training that identifies 1 of 4 influence styles and helps individuals improve their assertive communication skills improved personal, leadership, and organizational performance.
Research shows that assertive behavior improves individual and organizational performance. But individuals are not born assertive – influencing people is an acquired skill. The Interpersonal Influence Inventory is an assessment that has helped thousands of professionals assess their personal influence style, learn how they “come across” to others, and work toward becoming more effective communicators.
Based on an assertive behavior model, the Interpersonal Influence Inventory measures Openness of Communication and Consideration for Others. Combining the two dimensions results in four different individual influence styles: Open Aggressive Behavior, Concealed Aggressive Behavior, Assertive Behavior and Passive Behavior.
Theory and Development,
Uses for the Assessment,
How it Works,
What to Order, and
Identify their preference for one of 4 personal influence styles: Passive, Assertive,
Openly Aggressive, or Concealed Aggressive.Learn why assertive behavior is the one style that always yields positive results.
Understand how other influence styles can hamper interpersonal communication.Discover the behavioral cues that signal each style
Theory and Development;
The core of the Interpersonal Influence Inventory is derived from leadership and persuasive communication literature. The literature suggests that direct expression of one’s views, coupled with consideration for others, can help improve individual and organizational functioning. When one attempts to influence another, two dimensions of behavior produce an influence style. The dimensions of behavior are openness in communication and consideration for others.
Openness in Communication:
Openness is an individuals’ willingness to disclose to another his or her thoughts, feelings, past experiences, and reactions. People are willing to disclose information about themselves to varying degrees. At one end of the spectrum are people who disclose very little, playing their cards “close to the vest.” At the other end are people who speak their thoughts and feelings directly and fully.
Consideration for Others:
Consideration means an individual’s willingness to accord to others the same rights he or she expects for him- or herself. At one extreme are people who have very little respect for the opinions, feelings, and reactions of others. At the other extreme are people who defend and attempt to preserve the rights of others as strongly as they do their own.
The amount of openness and consideration that people show in their behavior determines the influence style they use. Depending on the relative use of openness and consideration, one of four influence patterns or styles results:
Openly Aggressive Behavior: “I boldly insist that my rights and needs prevail.”
Assertive Behavior: “I clearly expresses that everyone has rights and needs.”
Concealed Aggressive Behavior: “I subtly make sure that my rights and needs prevail.”
Passive Behavior: “Others’ rights and needs take precedence over mine.”
Learn more at HRDQ store:Click here to visit HRDQ
Great leadership books for your team:
Kindle store for teambuilding:
Leadership poster for team building:
MP3 Donwloads for team building leadership;
Music for team building leadership:
Return to home page