Pierre Casse’s

Communication Styles
Objektif
Di akhir sesi, peserta akan dapat:
• Mengenal pasti kecenderungan pemikiran peribadi menerusi
Ujian Kecenderungan Pemikiran;
• Mengenal pasti kecenderungan pemikiran orang lain yang
mempengaruhi cara mereka berkomunikasi; dan
• Menyusun pelan komunikasi yang efektif sebagai pemimpin
kepada warga organisasi yang berbeza pendekatan dalam
pemikiran.
 Definisi

• Communication style is the way we interact with others, and it

determines how we speak, act and react in various situations.

• Oxford Reference: “The habitual mode of interaction of an individual,

variously typified (usually in the context of communication skills
training and often in relation to personality types)”
 “When I am addressing conflict, I start out by getting to the root
of the problem,” she said. “One of the most frequent things that I
see as a manager is miscommunication (verbally and/or
written). Communication is an extremely important key to being
successful with anything in life and when communication
between two co-workers get construed things can get messy
quick.”

Kori Hinkley, a workflow

coach at the global
publishing company John
Wiley & Sons, Inc
Dr. Pierre Casse?
• Leadership Chair at IEDC-Bled School of
Management, Slovenia.
• Has a PhD in Business Administration and
published 15 books
• Spent 5 years in Africa as a sociologist and 18
years with various International organizations
(OECD, FAO, World Bank)
• Has been a Business School Professor in IMD
(Switzerland), Kellogg (Chicago),Solvay
(Brussels), IEDC (Slovenia) and Skolkovo
(Moscow).
• A Social Entrepreneur and has created his
own Foundation in Belgium.
 Merujuk Pierre Casse’s
Training for the Cross-Cultural Mind, 1981

Tindakan Proses Insan Idea

Ada 4 gaya asas komunikasi yang dipengaruhi

oleh 4 jenis kecenderungan pemikiran
 Kecenderungan
Pemikiran

Pengalaman lalu

Personaliti
Gaya
Cultural Background Komunikasi
Kecenderungan pemikiran
Konteks semasa mempengaruhi
apa yang difokuskan
semasa berkomunikasi
 Ujian Kecenderungan
Pemikiran
(Thinking Preference Test)
 80
SOALAN
 1 2 3 4
Jenis
Action Process People Idea

1, 8, 9, 13, 2, 7, 10, 3, 6, 11, 4, 5, 12,

17, 24, 26, 14, 18, 23, 15, 19, 22, 16, 20, 21,
Bulatkan
Pilihan 31, 33, 40, 25, 30, 34, 27, 29, 35, 28, 32, 36,
SKALA Jawapan 41, 48, 50, 37, 42, 47, 38, 43, 46, 39, 44, 45,
Mengikut
Kolum 53, 57, 63, 51, 55, 58, 49, 56, 59, 52, 54, 60,
65, 70, 74, 62, 66, 69, 64, 67, 71, 61, 68, 72,
79 75, 78 76, 80 73, 77

Jumlah
       
dibulatkan
Four Value Orientations
 Focused on results and performance.
They want to see and hear about
achievements and actions to overcome
challenges. They tend to be direct, quick
to move from one topic to another,
pragmatic and impatient. They need to
keep things moving.
Focused on feelings, motivations,
people and relationships in general.
They tend to be perceptive and
emotional, more sensitive and
spontaneous. They need to know why
and feel assured that people have what
they need.
Focused on facts, procedures, details
and proof. They tend to be more
systematic and logical, moving forward
with caution. They want to see the plan
in all its nitty gritty detail.
Focused on concepts and vision. They
are creative and intrigued with new
ways of doing things. They care about
possibilities not details. They can be
provocative and charismatic but also
ego-centric. They prefer to focus on the
big picture.
 Jumlah skor 1+4 > 2+3
TAFSIRAN BIG
PICTURE • Menilai sesuatu secara keseluruhan

SMALL
Jumlah skor 2+3 > 1+4
DETAILS • Melihat sesuatu dengan terperinci

Jumlah skor 1+2 > 3+4

LOGICAL • Berfikiran logik

Jumlah skor 3+4 > 1+2

ARTS • Berfikiran seni
 Adaptasi
Kenali Kenal pasti
kecenderungan
gaya
kecenderungan
orang lain komunikasi
kendiri
kendiri
Kecenderungan orang lain?
Perbezaan Impak Four Value Orientations
Terhadap Pengurus dan Pekerja
Make decisions and discuss them with
Want to set up their own objectives
employees
Like to work on their own projects
Like quick decisions
Are sensitive to feedback
Like to set up objectives and delegate
Act sometimes without thinking
execution
Are interested in professional and personal
Monitor action on ad hoc basis
growth
Can be impatient with employees
 Want to be involved in special projects
Like stimulating exchanges with employees
Look for innovative actions
Have a tendency to start too many projects
Enjoy brainstorming sessions
at the same time
Assess their managers on the originality of
Make long-term decisions
their ideas
Delegate in an informal way
Are bold and sometimes misunderstood by
Are bored with routine activities
their managers
 Spend time clarifying objectives with
Do not like to be pushed around
employees
Like to propose options, analyse
Collect facts before making decisions
alternatives
Give special importance to strategies and
Want to know how their work fits into the
tactics
overall operation
Monitor actions in a systematic way (use of
Seek orders
check points)
Are patient with details
Like to think things through
Believe that people are full of resources
Search for consensus
Encourage teamwork
Provide recognition easily
Delegate responsibility for control and
monitoring
Enjoy meetings
Like to feel that they belong to a team
Need to know they are supported by the
manager
Sometimes lose sight of the task at hand
Are oversensitive to others’ reactions
Gaya Komunikasi
When communicating, Communication
FOCUS BEHAVIOUR
is upon is

Results Pragmatic (down to earth)

Feedback
Objectives Experience
Direct (to the point)
Performance Challenges Impatient
Productivity Achievements Decisive
Moving Ahead Decisions Quick Analysis (moves from one
Efficiency Change idea to another)
Responsibility
Energetic/confrontational
When communicating, Communication
FOCUS BEHAVIOUR
is upon is

Concepts Alternatives Imaginative

Innovation Interdependence Charismatic
Creativity New ways Difficult to understand
Possibilities New methods Egocentric
Opportunities Improving Unrealistic
Grand designs Problems Creative
New horizons Potentials Full of ideas
Issues Provocative
When communicating, Communication
FOCUS BEHAVIOUR
is upon is

Facts Systematic (step by step)

Trying Out
Procedures Logical (cause & effect)
Analysis
Planning Factual
Observations
Organizing Verbose
Proof
Controlling Unemotional
Details
Testing Cautious & Patient
When communicating, Communication
FOCUS BEHAVIOUR
is upon is

People Self development Spontaneous

Needs Sensitivity Empathetic
Motivations Awareness Warm
Teamwork Cooperation
Communications Beliefs Subjective
Feelings Values Emotional
Team spirit Expectations Perceptive
Understanding Relations
Sensitive
Adaptasi Gaya Komunikasi
 Focus on results first

Orang lain State your best recommendations, skip the options

Be brief

Emphasize practical benefits

Use visual aids

 Start with the big picture first before getting to the
details

Allocate time for discussion. Be patient when

Orang lain he/she gets off on tangents

Refer to key concepts and ideas

Stress the uniqueness of the idea at hand

Emphasize future value or relate the impact of the idea

on the future
 Provide facts and details. Be precise

Use a logical presentation order (Background,

Orang lain Present Situation, Outcome)

Break down recommendations. Outline your

proposal (1, 2, 3 …)

Include options – pros and cons

Don’t rush them

 Don’t skip the small talk

Orang lain Stress impact of decisions on people

Show how the idea worked in the past

Indicate support from well respected people

Use informal writing styles

 Shahidah binti Sulong
019 348 9885
shahidah.sulong@moe.gov.my
HRDF certified trainer