Kahler's Drivers: A Guide to Applying Them at Work
Kahler's Drivers: A Guide to Applying Them at Work
Improve Communication and Collaboration
Hi readers! 😊
Have you heard of Kahler's Drivers? If you have worked with me you potentially have! It's a model that can help you understand the five basic drivers that motivate behavior in people. Understanding these drivers can be really useful at work. It can help you communicate better, delegate tasks, and manage your team effectively!
In this blog post, I'll give you some tips on how to use Kahler's Drivers to your advantage in the workplace. Let's get started! 💪
The Drivers
The five drivers identified in Kahler's Drivers are:
Be Perfect
Be Strong
Please Others
Hurry Up
Try Hard
Each driver is associated with a specific set of behaviors and attitudes. For example, someone who is driven to "Be Perfect" may tend to be very detail-oriented and may have a strong need for order and structure. On the other hand, someone who is driven to "Hurry Up" may be more focused on getting things done quickly and efficiently.
Using Kahler's Drivers at Work
Understanding what motivates behavior in yourself and others can be very valuabl. While I spent a lot of time learning about different project management tools and production methodologies at the beginning of my career, I quickly realized that communication and building trusting relationships with my team are key to success as a producer working with a team on a day-to-day basis. Looking into how to better collaborate and evolve my leadership skills is how I came across this method and have used it since.
Here are some tips on how to use Kahler's Drivers at work:
Get to know your own drivers - Understanding your own drivers can help you understand your motivations, and identify where you may need to make adjustments.
Get to know your colleagues and team members - Pay attention to their behaviors and attitudes. Try to identify which drivers are most prominent in each person, as this can help you communicate more effectively and delegate tasks more efficiently.
Adjust your communication style - Different drivers respond differently to different communication styles. For example, someone who is driven to "Be Perfect" may respond well to clear, detailed instructions, while someone who is driven to "Hurry Up" may prefer a more direct approach.
Delegate tasks according to strengths - Understanding your team members' drivers can also help you delegate tasks in a way that plays to their strengths. For example, someone who is driven to "Be Perfect" may be well-suited for tasks requiring attention to detail, while someone who is driven to "Hurry Up" may be better suited for tasks requiring quick decision-making.
Introducing this topic to your team and utilizing it effectively depends greatly on your team members and what you're comfortable with. It's important to keep in mind that, like all personality-focused surveys and approaches, they don't define who you are as a person. Rather, they serve as a starting point and create a common vocabulary to discuss behaviors and reflect on them.
One way to introduce the drivers to your team is through a short workshop-style format where everyone comes together to discuss the different drivers. During the workshop, team members can give examples of how the drivers manifest in their day-to-day work and how they use them to their advantage or adjust when they feel they hinder them. Prior to the workshop, you can send this survey to each team member to fill out individually, which will provide an indicator of their highest and lowest drivers. It's up to each individual to decide what they feel comfortable sharing with the team.
Below are examples of how Kahler's Drivers can either help or hinder you at work.
Be Perfect
Beneficial Behaviors:
Attention to detail
High-quality work
Tendency to catch errors
Thoroughness
Hindering Behaviors:
Perfectionism can lead to procrastination and missed deadlines
May get bogged down in details and lose sight of the big picture
Can be overly critical of others' work
As a manager having a team member with this mindset is extremely valuable. For example, if I need to know the risks of a project or feature implementation, I can be sure they will give me all the necessary information and pay attention to detail. I in turn need to be proactive and determine what "good enough" looks like with this person especially if fast iteration is needed.
Be Strong
Beneficial Behaviors:
Confidence in decision-making
Boldness in taking risks
Assertiveness in negotiations
Ability to stand up for oneself and others
Hindering Behaviors:
Can come across as aggressive or confrontational
May not listen to others' perspectives
May take unnecessary risks and overstep responsibility
As a manager having this person in roles where it is important to lead the way, focus on the vision, and shield others is beneficial. I need to pay attention that their workload is manageable and support them in accepting help when needed.
Please Others
Beneficial Behaviors:
Strong interpersonal skills
Ability to build relationships
Empathy for others
Team player
Hindering Behaviors:
May avoid conflict at all costs
May be overly accommodating and quick to agree
May prioritize others' needs over their own
As a manager, it is important to have a person on your team who is a great team builder who understands team mood and needs. When I feel this person agrees too quickly, it is important to give them time to think and support by giving positive feedback.
Hurry Up
Beneficial Behaviors:
Ability to work quickly and efficiently
Strong multitasking skills
Ability to manage time effectively
Results-oriented
Hindering Behaviors:
May rush and make mistakes
May not take time to reflect on decisions
May not prioritize tasks effectively
As a manager, when want your team to work on quick prototypes or you are close to finishing a milestone it can be very helpful to have a person that focuses on getting things done, and in turn, I support them on prioritization.
Try Hard
Beneficial Behaviors:
Perseverance in the face of challenges
Willingness to learn and grow
Resilience
Strong work ethic
Hindering Behaviors:
May take on too much and become overwhelmed
May not delegate effectively
May think they are never good enough
As a manager, I can leverage the push they provide to make things better and let them try new approaches. I also check in on priorities to have a realistic workload and help them stay on track.
This model is really useful for understanding what motivates people and their behaviors. Once you understand your own drivers and those of your colleagues and team members, you'll be able to communicate more effectively, delegate tasks more efficiently, and manage teams more successfully. I encourage you to use the tips outlined here to start applying Kahler's Drivers in your workplace. If you happen to have any questions or additional insights, I'd love to hear them! Please feel free to leave a comment in the section below.
Further Reading
Kahler, Taibi, Ph.D., “Drivers—The Key to the Process Script”. Transactional Analysis Journal, 5:3, July 1975.
Kahler's Drivers - Transactional Analysis
The Five Drivers by Taibi Kahler
📚 Book Recommendation: "The Cultural Map" by Erin Meyer
"The Cultural Map" by Erin Meyer is an amazing read for anyone who works in a global business environment. The book offers a comprehensive framework for understanding cultural differences in the workplace, which can help individuals navigate cultural differences and work more effectively with colleagues from different backgrounds.
Meyer identifies eight scales that are critical to understanding cultural differences, including communication, evaluation, persuasion, decision-making, trust, disagreement, scheduling, and attitudes toward hierarchy. She provides a detailed analysis of each of these scales and offers practical advice on how to bridge cultural gaps and build effective working relationships.
One of the things I love about this book is the author's use of real-world examples to illustrate her points. She draws on her experience working with companies around the world and shares stories of successful cross-cultural collaborations and miscommunications. This approach helps readers understand how cultural differences can impact workplace dynamics in tangible ways and provides them with concrete strategies for navigating these differences.
Overall, "The Cultural Map" is an easy-to-read, well-written, and practical guide to working effectively in a global business environment. Whether you are a manager leading a team of people from different cultures or an employee working on a cross-functional project, this book will provide you with invaluable insights and tools to help you succeed.
