Stress Triggers by Peoplemap Type

Hi, Everyone!

Recently, I posted an entry here on the blog about using the ChangeGrid as a natural follow-up to the use of a traditional psychometric tool — and subsequently held a discussion on the subject during a Forum call.

During the call, Peter Metzner mentioned an article he’d written about stress triggers for each of the four types revealed by the Peoplemap profile.  Below, you’ll find that article, courtesy of Peter.

Just as a reference for the closest comparisons:

Leader = D / Driver / Director

Free Spirit = I / Expressive / Socializer

People = S / Amiable / Relater

Task = C / Analytical / Thinker

Here is Peter’s article:

Stress and Triggers by Peoplemap Types

Peter Metzner, April 26, 2010

Under stress each type tends to overuse their strengths –  potentially triggering defensive behaviors of the other types around them.  This in turn escalates conflict and tension in working relationships thus adversely impacting productivity and morale.  Note: each type can trigger the others by staying in their relative comfort zones.

When triggered into their fight or flight response (real or imagined threat) individuals naturally react to the other according to their type: thus the very thing they want most is pushed away.    The likelihood of each moving to their stress or danger zone is increased, further raising the likelihood for non productive behaviors and outcomes.

Leader type triggers (Perceived) —

  • Non-productive workers
  • Non-efficiency
  • Repeated mistakes
  • Loss of control
    • Incompetence
    • Passive aggressive behaviors.
    • Irrationality (Emotional response.)
    • Lack of logical basis for decisions
    • Failure to address competence after it has been identified
    • Not working hard

When angry regarding those aspects above, Leader types can have a no holds barred approach to conflict. Tempers may flare in either soft or loud tones.  Either way, others know of their displeasure and may retreat or cower from their anger or irritation.

People type triggers (Perceived) —

  • Not feeling valued or respected
  • Being taken advantage of
  • Not being listened to
  • Feeling unjustly criticized
  • Failure to respond to personal inquiry
  • Lack of attention to personal needs
  • Perceived condescension, insensitivity.
  • Focus on “it” or “task” rather than on the individual’s needs
  • Failure to acknowledge efforts
  • Judgmental

When angry…..People types often become passive aggressive (The power of the powerless) turn inward, so communication they crave becomes beyond their reach.  They are not good at expressing their emotions when under “assault” so their tendency is to shut down.  Their brain ceases to “exist” as it normally does and it almost is if they retreat and become numb to what is being said.

Task type triggers (Perceived) —

  • Work, work, work, and work some more…
  • Feeling dumped on continuously as others know they will do what it takes to get the job done
    • Lack of attention to detail
    • Not given enough direction
    • Lack of verification of information
    • Failure to follow through as specifically described
    • Inefficiency
    • Laziness

When angry….Task types also tend to shut down and throw themselves even more into their work – sometimes losing track of the big picture.  They can be perceived as being critical, inflexible and judgmental.

Free Spirit type triggers (Perceived) —

  • Feeling ridiculed for their contributions
  • Not appreciated
  • Not having ideas listened to.
  • Demeaned if not part of status quo
  • Being micromanaged and questioned
  • Not having room or enough freedom to innovate
  • Over emphasis on rules
  • Others not being able to see the “big picture”

Free Spirits will likely rebel or leave a situation…they may simply walk away. What may be worse; they stay and remain unhappy: not feeling valued or appreciated.


If you found this article beneficial, please let Peter know by posting a comment here on the blog or sending him an email to

Thank you, Peter!!



ChangeWorks Linkedin Group

Hi, Everyone!

Are you a member of the ChangeWorks Linkedin Group?  If you aren’t, you definitely should be!

The group was started by Certified ChangeWorks Professional, Kayte Connelly in early 2009 — and she’s done a wonderful job providing the ChangeWorks community with a great place to share successes and gain insights from one another.

I think everyone should join the group and participate in the discussions — the latest of which focuses on a great activity list she recently created for one of her clients.

Here’s a little bit of it (but you’ll need to visit the group for the rest LOL!)

Activity List for a Recent Class; PLEASE POST SOME OF YOUR FAVORITES OR

those you intend to use in upcoming programs


Recently, I had the opportunity to do a workshop at Brooks Brothers in Philadelphia with two other individuals. One was of course, the Brooks Brothers representative; the second was a Financial Planner from Morgan Stanley.

I created this list for the participants before the class. About 30% participated and were rewarded with a networking tip booklet with 88 tips from the authors of “Working the Pond.”  (click here for the rest)

Thank you, Kayte!!


MasterStream Special Event Details

Hi, Everyone!

Here’s a little more information about the MasterStream sales training event we have scheduled for July 7th from 3PM to 6PM EST.

MasterStream Essentials should not be confused with the full MasterStream training program that so many of you have already completed.  The Essentials program is a brief, intensive 3-hour seminar that focuses on 21 specific behaviors that interfere with the success human development professionals have in selling their services.

The program is open to all graduates of the ChangeWorks program, so please plan to join in.  Follow this link to register:

At the conclusion of the program, we’ll ask each of the attendees to complete a brief feedback survey to help us make any final adjustments before we roll the program out.


Special Event Coming July 7th!!

Hi, Everyone!

Based on the results of our current research project, extensive interviews with dozens of human development professionals and discussions with several coaching schools and instrument developers, we have put together a new program designed to target the #1 problem faced by coaches, consultants and trainers today — CLOSING DEALS.

Incorporating essential concepts from the MasterStream  Method, “Selling Skills for Human Development Professionals” explores 21 deal-breaking mistakes routinely made when meeting with a prospect — and how to avoid them on your next sales discussion.

The focus is firmly grounded in the principles of tension management. Participants will examine a variety of intentional and unintentional decisions they’re making from that perspective — and will leave with a clear understanding of the power they actually have to effectively manage the engagement process.

The program is currently designed as a 3-hour, single-session intensive webinar — but we want to put it through a “dress rehearsal” to see if any adjustments need to made in either the time frame or the content covered before it’s rolled-out to the professional community.

With that in mind, on Wednesday, July 7th from 3PM to 6PM EST we are holding a class exclusively for graduates of the ChangeWorks program and some specially invited VIP guests. Watch the “Events” posting later this week for the registration link.

Once the program is released to the public, the fee for the class will begin at a very modest $29 per person as a great incentive for early adopters — and will increase steadily over the next several months to between $89 and  $129 as we search for the “right” price.

If you’d like to be sure you’re earning all the  business opportunities you discover, please plan to attend


Events for 6/28 thru 7/2/2010

Hi, Everyone!

Here’s what’s on the schedule for next week:

“Building a Career that Matters” Webinar Series —

Monday, June 28th from 11AM to 12PM EST. This series explores 25 problem areas human development professionals face in building their practices. This week, our discussion continues on “Problem Area #14: No Intake System.” This series is offered as a service to our professional community and is WIDE OPEN to ANY and ALL human development pros, regardless of their affiliation with ChangeWorks — so PLEASE spread the word. Click the following link to register:

Also, many of you have asked for a copy of the flow chart we covered on last week’s call.  Here’s a link to the document:

Building Your Practice (CLICK to view full-size)

“ChangeWorks Forum” —

Monday, June 28th from 3PM to 4PM EST. This week, we have a variety of questions to cover and a group profile to discuss. This series is open to ALL graduates and current students of the ChangeWorks program. Click the following link to register:

“ChangeWorks Analyst Development Projects” —

Tuesday, June 29th from 12PM to 1PM EST, I will be speaking for Ken Blanchard’s coaching community on the Path of Self-Discovery, so our regular call won’t be held this week.  There is still work to be done though, so give some thought to our next discussion area: Moderate Ability / High Challenge / High Importance and feel free to email your insights on the upside, downside, recommendations and suggestions for what the area is ideally suited for.  We’ll continue our discussion next week at our usual time.

“Gold Team Teleconference” —

Thursday, July 1st from 11AM to 12PM EST. This week, we continue a 4 week course designed to equip Gold Team members to present ChangeWorks training programs in their clients’ organizations. If you would like to add ChangeWorks to the topics and services you offer, please plan to attend. The program is open to all Gold Team members. Also, please remember to schedule your private coaching session.

As always, our webinars are recorded for those of you who are unable to attend the live call.


ChangeWorks Basic Guide Project — HMH

Hi, Everyone!

Here’s the second area we explored on this week’s Analyst Project call:

High Ability / Moderate Challenge / High Importance

What is the Upside of this area?

I am very confident that I understand what needs to be done and that I have the ability to do it. (Steve & Suzi Snyder)

You understand and have worked at this level enough that you can put together systems for others and train them so that you can go on to even more important tasks.  You also funciton well as an evangelist for the work that needs to be done. (Brian Dilts)

The upside is timely and effective accomplishment of the task at hand.  (Joe Norwood)

You are able to accomplish your primary activities and goals with a sense of ease and familiarity. (Thornton Prayer)

I know what it takes to complete the task without anyone having to tell me how. (Sairamesh Govindaraj)

This is fairly easy for you to engage in and you have a history of accomplishment here.  You can handle more complex situations or tasks with increasing ease. Because the challenge is moderate, you are not usually burdened with managing sabotoging thoughts of “I can’t do it.” You can produce high-quality results in a reasonable amount of time. (Paul Plamondon)

I am  confident but would rather focus my attention on something else.  To whom could I delegate this task and mentor that person so they are continually learning. (TWW)

If you are an independent performer this is an excellent place to get things done. If possible, it is also a great place to train and mentor others. (Dan Latch)

You feel and know that you have ‘it’ figured out.  You are extremely confident about completing the task/activity.  You are ‘da’ man and it shows.  You are the big fish in the little pond. (Peter Popovich)

What is this area a great place for?

A good area for data collection and analysis. (Steven Magnall)

Completing routine or repetitive tasks with competence and a sense of enthusiasm that will encourage others to take this task off your hands in the future. (Suzi & Steve Snyder)

This is a great spot for building self-confidence.  (Joe Norwood)

This is a great spot for sharing your experience, knowledge, and skills with others – particularly through delegation, mentoring, coaching, and teaching. (Paul Plamondon)

Acquiring a deeper understanding of the task, problem or situation. (Steve Snyder)

This is a great area for developing effective systems and processes for getting your work done and mentoring others do the same. (Thornton Prayer)

This is a great place for demonstrating your make up. (Sairamesh Govindaraj)

This is a great place improving processes, developing procedures, solving problems, and learninng to delegate to others.  (Dan Latch)

This seems to be a bench strength.  (TWW)

Developing training programs.  Training others.  Leading an organization slowly through change. (Peter Popovich)

What is the Downside of this area?

You may feel underutilized — frustrated and resentful — feeling held back by people and situations. (T)

Reduced challenge may lead to sub-superior results.  (Joe Norwood)

Overconfidence and low standards can create a blind side – where is your focus: on self or the task?  (TWW)

Beware presenting yourself as being cold, arguing for the sake of arguing or blaming others as you may create resentment and pessimism among your team members and those whose support you need to succeed.  (Dan Latch)

The task may become so bureaucratized or routine that no one wants to do it. People required to do the task may feel bored and uncreative and become hostile to the organization. (Suzi & Steve Snyder)

The downside is that you may becoming increasingly bored or complacent and ultimately lose your focus and sharpness for your most important activities. (Thornton Prayer)

Getting pulled into routine tasks, offering no great sense of engagement & learning. (Sairamesh Govindaraj)

Downside – Because of your high ability, you may become frustrated with or resentful of others who do not perform at your level. This may result in alienating yourself from important relationships or even wary of engaging in relationships. (Paul Plamondon)

You are confident (maybe overconfident) and you come across as arrogant and/or detached. (Peter Popovich)

What recommendations would you give the individual plotting in this area?

Be aware of other situations that are distracting you from completing the task at hand and focus your energy on completing what you have started.  Lock it in place before you let it go. (T)

Remember that anything that CAN be delegated, SHOULD be delegated. (T)

Refocus your challenge by challenging others who may consider the task a high challenge.  (Joe Norwood)

Pass the task to someone else who wants to do it.  Inject some playfulness into the task.  Try to add some novelty or choice to the task – for example, allow flexibiltiy in how or when the task will be done. (Suzi & Steve Snyder)

Be objective, priortize, execute, & assert what you will take and what you wouldn’t. (Sairamesh Govindaraj)

Find ways to keep your task interesting and fresh – such as seek outside input or feedback OR begin to teach others the task. (Paul Plamondon)

Make sure you consistently build in ways to increase your skills and add new areas of growth and challenge for yourself and your team.  Options include new initiatives, stretch goals, higher or faster metrics, etc. (Thornton Prayer)

Consider who might want a development opportunity so that you can mentor that individual or consider what might be the next step to improving the outcome / results.  Perhaps ask yourself: how could the results of this activity be improved? (TWW)

This is a good place to consider delegating and team development. What more could you be doing while supervising this task? Remember there is no “I'” in TEAM. (Missed the Contributor’s Name)

Find a new way to approach the task so that it isn’t as dull and lifeless and becomes a little more interesting and engaging.  (Steven Magnall)

You are so good at this activity that you should get it done quickly or train/let someone else to get it done.  Move the activity to the front burner before it becomes an unnecessary problem. (Peter Popovich)

Participation in this project is open to all Gold Team members.  If you aren’t able to join us for our regular Tuesday 12N EST calls, you can still be a part of the project. Just send me an email with your answers to the four questions — and be sure your answers are stated in FULL SENTENCES followed by your name in parentheses (saves me mucho tiempo!) Also, if you’ve already contributed your insights and would like to expand upon or edit what you’ve provided, just send me an email with your revisions.

So what would YOU like to add? Do you agree with the statements that have been contributed? Are there any changes you’d like to suggest?


ChangeWorks Basic Guide Project — HHH

Hi, Everyone!

Recently, the ChangeWorks Analysts began working on a new project — the development of an introductory level, self-reading ChangeWorks mini-experience for individuals new to the concepts of tension management. We envision this could take the form of a short booklet, an interactive online experience — and perhaps a smart phone app.

How does it work?

The reader is asked to think of a single situation they’re currently facing and rate their levels of Ability, Challenge and Importance as Low, Moderate or High. Based on their answers, they are directed to a specific page where they will find a very basic reading. We hope this will provide the reader with valuable insights and motivate them to contact a ChangeWorks Professional for a thorough and comprehensive reading of a fully customized ChangeGrid.

As part of this project, Analysts are asked to contribute their insights into each of 9 key areas on the ChangeGrid. Their active participation earns them contributor status on the finished project.

The first area of the ChangeGrid we’re exploring is High Ability / High Challenge / High Importance — and here’s what the professionals participating in the project have shared so far:

High Ability / High Challenge / High Importance

What is the Upside of this area?

You’re confident and committed — engaged in the activity and executing your action plan. (T)

I want to do this. I need to do this. I must do this. I will do this. If it is to be, it is up to me! (T)

This is a great place for high accomplishment, maximum growth, and tremendous personal and professional development. (Thornton Prayer)

Your concentration and energy are focused like the sun by a magnifying glass.  That can help you to put all the needed heat to keep things going.  (Bryan Dilts)

This is a great place for highly focused action, getting things done, and achieving your goals. (Paul Plamondon)

The task and my motivation are in synch and I am focused. (Steve Snyder)

“High”… gives the upside of sharp focus, the ability to perform at a high level and ignore distractions. (Joe Norwood)

“High” gives us the opportunity to perform at a high level without distraction. (Joe Norwood)

The upside is clarity of purpose. (Eugenia Kaneshige)

Activities are ‘attacked’ with a confidence (maybe overconfidence) and perhaps at the expense of relationships.  There is incredible energy and enthusiasm about getting things done. (Peter Popovich)

What is this area a great place for?

This is a great place for closing a sale, making a definitive, bottom-line choice. (T)

This is a great place for meeting challenges where we are faced with myriad and diverse challenges. (Joe Norwood)

Great place for taking something to the next level. In the flow. (Steve & Suzi Snyder)

Focusing on a known problem and eliminating it, or putting together and using a specific system that can be used to drive growth and profits. (Bryan Dilts)

This is a great place for developing a start-up, building or expanding a division/strategic initiative, or undertaking a major new challenge like training for a marathon. (Thornton Prayer)

This is a great place for starting that new business, for finishing your latest project, for buying a new house, for making anything happen that you want to happen. (Paul Plamondon)

A great place for focusing on the task at hand. (Steven Magnall)

Engaging your talents and harvesting results. (Sairamesh Govindaraj)

It is a great place for self-actualization and dreams coming true. (Eugenia Kaneshige)

Leadership during times of major change (like right now) and complexity.  When a confident and ‘can do’ attitude is needed. (Peter Popovich)

What is the Downside of this area?

Your ability is being put to the test by the challenge you currently face — and you risk the chance that you may not succeed. But you WILL grow. (T)

If you find yourself under pressure in this situation, your confidence could come across as arrogance and your commitment as obsession — so absorbed by the task that you become oblivious to the people around you. (T)

You may find yourself so driven that you ignore input from others and steamroll your way past suggestions that could make a big difference. (Bryan Dilts)

The cost of getting what you want may be way too high in terms of fractured relationships and ability to work with a group in the future. (Steve & Suzi Snyder)

Tendency to overlook opportunities that are not at the center of our focus. (Joe Norwood)

The downside is that you may blind yourself to more effective alternatives, step into unnecessarily dangerous situations, or dismiss worthwhile contributions of other people. (Thornton Prayer)

Sometime you can’t see the obvious. (Suzi Snyder)

The downside – you cut yourself off from others and forget to ask for help. OR you involve others and become authoritarian, brash, and harsh as you attempt to guide them. (Paul Plamondon)

You lose a sense of life balance, and develop health problems. (Paul Plamondon)

You may be so engaged in deploying your talents that your blind spots become oblivious.(Sairamesh Govindaraj)

If your perception is not shared by those around you, you may alienate yourself and produce failure. (Dan Latch)

The downside could be tunnel vision.  Or, you could be overestimating your ability or underestimating the challenge, in which case there is the risk of broken dreams and unfulfilled desires. (Eugenia Kaneshige)

‘Collateral damage’  Relationships can suffer.  There is a tendency to not take time to engage the whole team and organization and others. (Peter Popovich)

What recommendations would you give the individual plotting in this area?

Stay on the course you’ve chosen — but be alert to how those around you are being affected. (T)

Remind yourself of the people in your life/work that could be helping you…and ask them for help. (Paul Plamondon)

Take a few deep breaths and ask yourself, “What if it’s otherwise?” (Steve Snyder)

Segment your effort to focus on activities in different areas of the ChangeGrid. (Joe Norwood)

You may want to check with others and pay attention to their perceptions or risk losing their support.  (Dan Latch)

Don’t forget life balance. Find ways of continuing to build healthy relationships, maintain your personal health, and find time for recreation. (Paul Plamondon)

Ask others for feedback on  their perception of how you are doing. (Suzi Snyder)

Stay focused on the task(s) at hand while developing the awareness that other ideas, resources, and people can support you and your goals. (Thornton Prayer)

Keep in mind the people who are helping you and make sure and really evaluate their input.  However, don’t get stuck in committee paralysis. Now IS the time to act, keep that focus so you won’t be sidetracked. (Bryan Dilts)

Develop self-awareness of your abilities to deal with task and people in your environment through active feedback & feed forward the inputs to show you are really engaged meaningfully.(Sairamesh Govindaraj)

Consider what question got you there in the first place and change that question. (TWW)

I would recommend getting a coach and a mentor.  If it’s important enough, but the challenge is high, you can benefit from both, no matter how high your ability, and the investment should be worth it to you.  Even Tiger Woods has a coach. (Eugenia Kaneshige)

Pay attention to what is happening around you.  Don’t forget your team/partners – bring them into the process.  You will need them when things get back to ‘normal.’  Stay aware and awake at what is happening around you (stay in the present).  Notice. (Peter Popovich)

Participation in this project is open to all Gold Team members.  If you aren’t able to join us for our regular Tuesday 12N EST calls, you can still be a part of the project. Just send me an email with your answers to the four questions — and be sure your answers are stated in FULL SENTENCES followed by your name in parentheses (saves me mucho tiempo!) Also, if you’ve already contributed your insights and would like to expand upon or edit what you’ve provided, just send me an email with your revisions.

So what would YOU like to add? Do you agree with the statements that have been contributed? Are there any changes you’d like to suggest?