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The Behavior Minder™

The Behavior Minder™ is a 360degree online instrument for measuring communication behaviours. It was developed by Dr Irvin Rubin, an organizational psychologist and academic, formerly of Massachusetts Institute of Technology: MIT.

In all interactions, human behavior falls into two categories reflecting our use of Push or Pull energy. We use push energy when our primary objective is to have our thoughts and feelings better understood by another person. We use pull energy when our primary objective is to understand another's thoughts and feelings. Insensitivity to differences in energy modes can cause considerable interpersonal tension. We need to use appropriate push and pull energies to create a win-win relationship in which both parties understand and feel understood.1 (Rubin, Temenos, 2011)

It is used internationally in senior management communication training, as an integral part of the program The ABCs of Effective Relationships: communicating to influence, inspire and understand.

It is a unique online tool designed to assess communication behaviours grouped into eight behavioural styles.

The Eight Communication Styles 2

We use Push behaviours to help shape and direct other's thinking and behaviour. We can;

  • Describe what has happened or is happening
  • Prescribe what should or must happen in the future
  • Appreciate the significance and value of what has happened or is happening
  • Inspire others to work with you to achieve your common goals

We use Pull behaviours, when others are using Push behaviours, to;

  • Attend by making ourselves receptive to the concerns of others

  • Ask by keeping an open-mind and enquiring in a way that encourages others to articulate what they are thinking and feeling, whether you agree or disagree
  • Understand by using various verbal and non-verbal ways to communicate our understanding
  • Empathise, sensing and acknowledging others' feelings

How The Tool Works

  1. Clients first complete an online survey to identify their influencing strengths as well as behaviours identified as less effective.
  2. Each client is given the opportunity to seek feedback from three others on how their behaviour affects them – for example: colleagues, staff and supervisor. Each feedback partner will be asked to choose between forty eight behaviours of which they want the client to do more or less.

    They will also choose five high priority behaviours they would like the client to use more when dealing with them.

  3. The client receives a report that analyses their communication strengths and communication behaviours that are less effective, according to the preferences identified by their feedback partners, and including the five high priority behaviours.

    The report also identifies any differences in perception between the client and his/her feedback partners about the effectiveness of each communication behaviour.

A coaching program then focuses on the communication behaviours the client chooses to address, building on strengths and using those strengths to minimise behaviours that are less effective.

Interested in a coaching program based on your communication assessment? See Coaching Your Managers to Lead, Influence and Motivate.

1 Rubin, I. The ABCs of effective communication. Temenos. 2 The Eight Communication Styles. © Temenos.