Leading from Your WHY: Power and Methodologies


Leading from your Why? Power and Methodologies

Our online self-assessment, called the 12 Driving Forces, measures your Why. Your results will tell you why you do what you do. It measures motivation (and strength) behind your behaviors, using 6 different motivators.

Those motivators are….

  •             Knowledge
  •             Utility
  •             Surroundings
  •             Others
  •             Power
  •             Methodologies


So let’s talk about Power. Have you ever noticed that some people, seek to share power, recognition and control. Where other people seek to be recognized and control their own destiny. These are the two continuums of the Power motivator.


On one side of the continuum is Collaborative. The Collaborative person is driven by being in a supporting role and contributing with little need for individual recognition. They focus on the greater good vs their position. They love getting things done behind the scenes and helping to do what is best for the team.

The value the Collaborative person brings to the team is that they can set aside their own agenda for the good of the team or the organization as a whole. They love to be behind the scenes and thrive in supporting roles. They don’t need to be in charge or have a title.

Things that can stress individuals with the Collaborative Driver is being forced into the spotlight, they do not like being the center of attention. Another stressor is when they personally receive public recognition without any acknowledgment of the team. They are also stressed by people who are overly controlling or power-hungry.

In extreme situations, Collaboratively Driven individuals can get overlooked for all the good that they do within an organization. There is also a risk of burnout for Collaborative individuals when extreme. Also when this driver is extreme, Collaborative individuals may be seen as not taking charge or wanting advancement.

Keys to interacting with the Collaborative Driver is emphasizing the importance of teamwork while privately recognizing their contributions.


On the other side of the Power continuum is Commanding. The Commanding person is driven by status, recognition and control over their own personal freedom and destiny. They focus on advancing a person’s position or advancing the organizations’s position. The also focus on achieving status and recognition. They will work long and hard to advance their position. They’re passionate about creating something that leads to an enduring legacy. They’ll also focus on taking charge and making decisions.

The value the Commanding person brings to your team is their ability to lead others. They’re great at building strategic alliances with others. Networking is a typically a passion of theirs and they love implementing strategy.

Things that can stress the Commanding Driver is the inability to advance or the inability to be the decision maker. Another stressor could be when they aren’t recognized for their accomplishments. They can also get stressed by people who challenge or threaten their power or their authority.

In extreme situations, Commanding individuals can put themselves before others or the organization, they can lack a team player mindset and can act as a lone ranger and even overstep authority when this driver is extreme.

Keys to interacting with the Commanding Driver is showcasing opportunities for controlling personal freedom and leaving a lasting legacy. That’s really connecting for the Commanding Driver.

So those are the two drivers of Power and why you do what you when you are either driven Collaboratively or by the Commanding Driver.


So not let’s talk about Methodologies. This is the last motivator in our series that we are going to talk about and you are either Receptive or Structured, so let’s talk about these two continuums.


On one side of the Methodologies continuum is Receptive. The Receptive person is driven by new ideas, methods and opportunities that fall outside a defined system. They are out of the box thinkers. They are always looking for new ways to accomplish routine tasks. They focus on openness to differing viewpoints and they are interested in learning new approaches.

The value the Receptive person brings to the team is their creativity when interpreting systems and their ability to adopt aspects of these systems if they see a benefit. They are always looking for new and different ways to accomplish goals.

Things that can stress individuals with the Receptive Driver is when they are required to follow predetermined rules and plans. They don’t like rigidity and when there is no flexibility.

In extreme situations, Receptive individuals can not only break the rules but they could even break the law. They may even have very little tolerance of others that are close-minded or judgmental. The like to set their own plan to guide and direct their actions.

A key to interacting with the Receptive Driver is providing the ability to create new approaches by exploring possibilities and creative opportunities.


On the other side of the Methodologies continuum is Structured. Structured individuals are driven by traditional approaches, proven methods and defined systems. They focus on proven systems and upholding these systems for living. They do things because it’s the right thing to do. They place a high value on following and implementing systems.

The value they bring to the team is that they are loyal and consistent. They will also work hard to advance a mission or a cause. Structured individuals have very high standards and love to follow the rules.

Stressors for the Structured person could be a lack of a system to follow or even constant change. Another stressor could be questioning or judgement of their viewpoints. One other stressor for people who are driven by the Structured Driver is people that don’t agree with or respect their personal beliefs.

In extreme situations, Structured individuals may be overly rigid and even closed-minded. They can be a bit of a turn off to others because they come across as their way is the only way or the “right” way.

Keys to interacting with the Structured individuals is to maintain the status quo while honoring their beliefs and protecting their traditions.

So that’s it! That covers the last of the drivers.

These are four of the drivers of leading from your Why. If you are wanting to grow professionally and understand your WHY, you need to take our 12 Driving Forces assessment. We are offering a 10% discount to anyone who reads this blog or listens to our podcast and reaches out to us take the assessment. Just mention you read or heard about it on the Help For Leaders Podcast or Blog to receive your discount when you contact us. You can fill our our contact form on our website, shoot us an email or pick up the phone and give us a call. We’d love to help you learn about your Why and how it can enhance your communication.

You can listen to our full podcast episode on this blog topic here or you can check us out on Youtube. Make sure you subscribe!