Example

 


of
Mr
A
 







SIZE
Success


Profile


for
Mr
A




 












PLEASE
CONTACT















Kritiya










Sales
Executive











dta international (Thailand) Ltd.
The village B21/22
383/2 Moo 12,Sukhumvit Road
Banglamung,Chonburi 20150

Mobile +66 87 135 7954

Office +66 38 074 725
kritiya@dta-international.org
www.dta-international.co.th
©
SIZE
Success
v
5.1



17.09.2010 – RHS 05-43941-1305 05439411305



 


Contents



Contents.........................................................................................................................
 2


Introduction.................................................................................................................
 3


Personality
 styles
 Of
 
 Mr
 A..................................................................................
 3


Talents
 and
 potentials...................................................................................6


Talent of
 Mr
 A
 ..........................................................................................................
 
 6


Development
potentials
of
Mr
A....................................................................






8



If
 you
 lost
 your
 balance.............................................................................
 
 
 
 
 
 11


Stress
 patterns
 of
 Mr
 A………………………………………………………
 11


Drama
triangle............................................................................................................13


Trends
of
Mr
A
in
the
drama
triangle............................................................
..15






Introduction



Welcome

,Mr
A
to
your
SIZE
Success
Profile.



This
profile
is
based
on
the
concepts
and
scientific
findings
of


transactional
analysis
and
its
advancements.

It
is
not
a

psychometric
test,
but
a
stock‐taking
of
your
strengths,
talents

and
resources.


You
will
find
hypotheses
about
how
you
behave
if
you
lose
your

internal
balance
and
show
less
helpful
behavior
patterns.



Personality
styles
of
……Mr
A


The
energy
distribution
in
the
different
parts
of
our
personality

is
predominantly
the
result
of
the
influence
of
the
surroundings

in
which
we
have
grown
up.



The
different
energy
distribution
within
parts
of
our

personality,
result
in
the
development
of
certain
personality

styles
with
typical
signs.


These
personality
styles
determine
our
strengths
and
talents.

And
they
influence
as
in
how
we
perceive
our
surroundings
and

behave.





We
distinguish
six
different
personality
styles



• Analyst


• Sensitive


• Guardian



• Creative


• Active


• Quiet


 


Your
most
distinctive
personality
styles





Guardian
Analyst
Sensitive
Active
Quiet
Creative



Below
 you
 find
 a
 description
 of
 your
 style
 and
 behavior
 which

you
may
typically
display.



Guardian



Personality style and leadership behavior

In
this
personality
style,
tasks
and
problems
are
solved
through

experience,
 thoroughness
 and
 perseverance.
 You
 have
 definite

convictions
 and
 stand
 by
 these
 and
 count
 on
 them
 in
 your

professional
everyday
life.

 


You
 are
 easily
 able
 to
 express
 opinions
 which
 contain
 value

judgments
and
you
can
present
your
points
of
view
clearly
and

succinctly.




When
meeting
people
for
the
first
time
you
can
come
across
as

cautious
 and
 ‘observing’.
 You
 need
 to
 build
 trust
 in
 people
 or

groups
before
becoming
involved
with
them.



You
 emit
 security,
 permanence
 and
 dependability.
 But
 when


you
are
convinced
of
the
right
course
of
action,
you
press
for
it

with
energy
and
perseverance.



You
 put
 high
 demands
 on
 yourself
 and
 your
 colleagues.
 You

tend
 to
 hold
 on
 to
 behavior
 patterns
 which
 have
 proved

themselves
in
your
life
and
are
reluctant
to
try
new
approaches.



 


If
 you
 perceive
 mismanagement
 around
 you,
 you
 are
 a


competent
critic
and
are
prepared
to
become
unpopular
for
the

cause.



Analyst



Personality style and leadership behavior

In
 this
 personality
 style
 you
 analyze
 problems
 and
 discuss


tactics
 in
 a
 logical
 and
 objective
 manner
 and
 you
 weigh
 up

arguments
‘for’
and
‘against’



You
look
for
data
and
facts
and
act
accordingly.
You
put
most
of
 

your
energy
into
thinking
about
the
subject
itself.



Your
 relationships
 with
 employees
 and
 colleagues
 may
 seem


rather
 matter
 of
 fact
 with
 an
 emphasis
 on
 the
 competence
 of

people
 you
 are
 dealing
 with.
 You
 also
 continually
 strive
 to

develop
 your
 own
 abilities
 and
 it
 is
 important
 for
 you
 to

reassure
yourself
that
you
are
succeeding
in
this.




Tasks
 and
 problems
 are
 logical
 challenges
 that
 are
 to
 be

mastered
 systematically
 with
 a
 thorough
 analysis.
 You
 ask
 lots

of
 questions
 (what,
 when,
 where,
 how...)
 and
 compose
 the

information
like
a
jig‐saw
puzzle
forming
a
picture
which
helps

you
reach
a
decision.



You
 value
 a
 clear
 and
 open
 exchange
 of
 views
 in
 which
 you

share
 knowledge
 and
 facts.
 Your
 decisions
 take
 into

consideration
 the
 views
 and
 opinions
 of
 your
 colleagues
 and

also
place
importance
on
theoretical
knowledge
and
analysis.


Talents
and
potentials



Our
talents
are
determined
by
different
parts
of
our
personality


and
by
our
personality
style.
We
are
born
with
certain

‘equipment’
and
cannot
change
this
at
will
or
become
 

somebody
different.
But
we
can
enhance
our
abilities
and

develop
to
acquire
new
knowledge
and
skill.




In
everyday
problem
solving
and
solution
finding
we
will

prefer
to
use
our
strengths.
We
will
be
most
successful
with

what
meets
our
talents
and
preferences.


We
are
successful
when
we
use
our
natural
strengths
and
re‐
sources
and
use,
acknowledge
and
extend
the
potential
that
lies

within
this.


Below
are
the
talents
and
potentials
that
may
fit
you.



Talents
of
Mr
A



Guardian





 


Analyst








Development
potentials
of
Mr
A



Development
potentials
can
reside
in
the
personality
traits
which


you
may
show
less
strongly.
Below
you
will
find
some
questions

to
explore
this.
Not
everything
will
apply
to
you
or
be
attractive



to
you.
But
you
can
train
yourself
to
get
in
touch
with
these

behaviors
and
to
use
them
in
your
life,
if
you
find
it
appropriate

to
do
so.



Sensitive



There
may
be
development
potentials
for
you
in
the
behavior

of
the
sensitive
person.

The
following
questions
may
help
you

to
get
in
touch
with
these.



• How
can
I
extend
the
caring,
warm‐hearted
aspect
of
my

personality?


• What
do
I
need
to
empathize
well
with
other
people?


• How
do
I
stop
myself
from
doing
something
for
others?


• How
can
I
develop
my
adaptability?


• What
do
I
do
to
build
and
sustain
relationships
with
others?


• How
can
I
become
more
patient
in
dealing
with
other
people?


• How
can
I
also
take
into
consideration
emotional
aspects

when
reaching
decisions


• What
do
I
need
to
be
able
to
tell
others
of
my
feelings
and

emotions?



Sources
 of
 energy
 and
 strength


for
Mr
A



Apart
from
basic
needs
such
as
food,
water
and
a
roof
over
you

head,
there
are
basic
psychological
needs
which
we
must
satisfy

just
 the
 same.
 These
 concern
 the
 innate
 longings
 of
 all
 people
 

for
attention,
love,
stimulation
and
structure.




The
 satisfying
 of
 these
 needs
 are
 the
 sources
 of
 energy
 and

strength
 in
 our
 everyday
 lives
 and
 are
 determining
 factors
 of

motivation.
They
are
closely
related
to
each
other
and
have
great

importance
in
our
lives.



In
order
to
be
highly
motivated
and
full
of
energy
in
your
job,
you


need
specific
work
criteria
and
motivational
factors
to
be
in

place:
You
need
an
appropriate
framework
at
your
place
of
work

where
you
can
complete
your
tasks.
You
also
may
need
to
satisfy

the
needs
of
your
predominant
personality
style
in
the
right

order.


The
things
you
may
need
to
be
motivated
at
work
are:



1.

 It
is
very
important
for
you
that
you
know
exactly
what

is
expected
of
you
in
your
work
and
that
the
organization
gives

you
all
the
materials
necessary
for
you
to
be
able
to
complete

your
work
perfectly.


2.

 You
need
the
possibility
to
do
what
you
are
best
at.
In

this
SIZE
career
profile,
you
will
find
many
hints
as
to
where

your
specific
strengths
and
resources
lie.


 



3.

 You
have
a
strong
will
to
achieve
and
the
need
to
be

accepted
and
mean
something
to
the
organization.
Therefore,
it

is
an
important
source
of
strength
to
you
to
be
recognized
for

your
performance
and
engagement.


4.

 You
value
it
if
your
opinions
and
views
are
accepted
by

others.
If
this
is
not
the
case,
you
at
least
expect
that
they
are

respected.
It
brings
you
new
energy
if
one
trusts
you.


5.

 You
have
the
need
to
live
your
life
according
to
ideal

values.
Hence,
it
is
also
important
for
you,
to
see
and
to
hear

that
your
work
and
your
behavior
are
important
and
valuable

for
the
aims
and
philosophy
of
the
organization.


6.

 You
need
colleagues
at
work
for
whom
performance,

perseverance,
reliability
and
loyalty
towards
the

organization
are
just
as
important
as
they
are
for
you.


7.

 You
wish
to
be
able
to
talk
to
someone
who
talks
to
you

about
your
value
as
a
person
and
the
value
of
your
work
for
the

organization.



In
addition
to
the
motivational
factors
and
work
conditions
al‐
ready
mentioned,
the
following
motivational
issues
are

becoming
more
and
more
important
to
you:


1.

 You
want
to
show
achievement
and
be
recognized

and
admired
for
it.


2.

 It
is
an
important
need
for
you
to
bring
your

competency
to
perfection
and
to
be
recognized
as
an
authority

in
your
field.

To
this
end
you
wish
for
someone
in
your

organization
that
supports
and
promotes
you.


3.

 You
want
to
spend
your
time
in
a
goal
oriented
way.
You

need
the
possibility
to
structure
your
time
both
at
home
and
at

work.


4.

 You
are
a
very
competitive
and,
hence,
want
to
know

also
quite
specifically
how
your
workout
comes
support
the

aims
and
philosophy
of
the
organization.


 


5.

 You
need
in
your
working
sphere
colleagues
who
are

as
keen
as
you
to
produce
high
level
performance
and
results.


6.

 You
wish
for
somebody
with
whom
you
can
talk

about
your
performance
and
progress
in
your
ability.


7.

 You
need
the
opportunity
to
learn
new
things
and

develop
constantly.



If
you
lose
your
internal
balance



If
the
sources
of
energy
and
strength
are
active,
you
are
in
your

internal
balance
and
all
your
strengths,
talents
and
potentials

are
available
to
you.


 

If
this
diminishes,
for
whatever
reason,
then
typically
you
lose

some
of
your
internal
balance.



The
reasons
for
this
energy
loss
can
be
extremely
different:
e.g.

psychological
needs
not
being
fulfilled,
high
(work)
load,

pressure
and
stress
from
outside,
disturbances
in
relationships,

physical
indisposition,
and
so
on.



If
our
energy
becomes
less,
we
tend
to
slip
more
and
more
into


subconscious
stress
patterns.
Our
perception
of
reality

becomes
increasingly
limited
and
our
stress
patterns
become

an
unproductive
automatism.



Stress
patterns
of
Mr
A



If
your
energy
potential
starts
to
sink,
it
is
possible
that
you

show
some
of
the
following
typical
signs
of
stress:



You
behave
more
and
more
like
a
perfectionist.
You
appear

formal,
tense
and
obstinate.
You
tend
to
become
overly

conscientious
and
concerned.




Tasks
are
delayed
or
no
longer
completed.
Your
striving
for

perfection
strips
you
from
achieving
your
aims.


 


You
occupy
yourself
with
lots
of
details,
lists,
rules
and

planning.
Your
spontaneity
declines
and
you
lose
touch
with

the
central
issues.



You
 require
 others
 to
 adopt
 your
 approaches
 to
 tasks
 and

you
refuse
to
delegate
jobs.




You
take
on
more
and
more
responsibility
and
become
overly

controlling
with
others.




Under
stress
you
are
convinced
you
must
work
and
perform
to
be


o.k.



You
get
easily
irritated,
aggressive
and
tend
to
attack
others

directly.



If
you
hardly
get
any
energy
from
your
source
of
life
and
vitality,

it
is
possible
that
you
show
some
of
the
following
typical
signs

of
stress:



You
want
to
keep
control
and
avoid
any
sign
of
mistakes
or
in‐
ability
 –
 at
 all
 costs.
 You
 become
 oversensitive,
 distrustful
 and

jealous.



Your
 thinking
 becomes
 increasingly
 more
 rigid
 and
 you
 tend
 


towards
unrealistic
ideas
about
self
and
others.



Totally
 harmless
 ‘evidence’
 suddenly
 gains
 a
 hidden
 meaning.


Fun
and
humor
are
totally
lost.



Without
 just
 cause
 you
 experience
 yourself
 as
 used,
 ignored
 or

left
out
by
others
and
only
expect
bad
from
others.



You
 question
 the
 loyalty
 of
 others
 without
 any
 cause,
 distrust

them
or
even
react
in
a
hostile
way.


 



You
only
perceive
of
mistakes
everywhere
and
feel
fear
inside.

You
overdo
your
detailed
knowledge
and
your
critical
eye
–
you

become
a
total
perfectionist.



The
others
have
to
do
everything
for
you
perfectly
–
even
above

and
beyond
the
completion
of
the
task.
Every
meaningless
detail

is
being
checked
and
made
to
be
perfect.



You
get
angry,
quickly,
avoid
real
contact
and
feelings
and
start

attacking
others.



To
 the
 outside
 you
 present
 yourself
 strong
 and
 expect
 that

others
should
be
perfect
for
you.



Under
stress,
you
rely
more
and
more
on
ideologies,
prejudices

and
beliefs
than
on
reality.
Life
seems
serious
or
even
dangerous



You
become
stubborn
and
inflexible
to
the
suggestions
of
others.



If
 people
 are
 in
 a
 stress
 pattern,
 they
 show
 unproductive


behaviors
 and
 tend
 to
 get
 into
 typical,
 predictable
 roles,
 in
 the

hope
of
getting
attention,
recognition
or
structure
through
this

stereotyped
behavior.



As
 on
 a
 theatrical
 stage
 certain
 roles
 are
 played,
 and
 in
 the

interaction
with
others
these
lead
to
the
‘drama
triangle’.



Drama
triangle



In
the
drama
triangle
there
 are
 three
different
 roles.
(They
can


also
be
‘played
out’
internally
by
one
person):



•

 Victim
role
I
am
helpless,
you
are

better
than
me.
I
am
not
o.k.
‐
you
are
o.k.


•

 Rescuer
role
I
am
better
than
you
and
know

what
is
good
for
you!
I
am
o.k.
‐
you
are
not
o.k.



•

 Persecutor
role
I
am
better
than
you,
you
are
good

for
absolutely
nothing!
I
am
o.k.
‐
you
are
not
o.k.




 


Once
 in
 the
 ‘drama
 triangle’
 none
 of
 the
 parties
 see
 reality
 for

what
 it
 is.
 Reality
 is
 changed
 and
 classified
 through
 being
 ‘in

role’.
You’re
out
of
touch
with
reality
and
the
participants
in
the

drama
triangle
‘play‐out’
a
play.



If
 we
 experience
 ourselves
 in
 one
 of
 these
 three
 roles,
 we

contribute
only
a
little
to
the
solution
of
real
tasks
and
problems

or
 to
 the
 achievement
 of
 aims.
 However,
 these
 roles
 bring
 us
 a

lot
of
attention
from
others
–
even
if
negatively.
By
playing
out

the
‘act’
within
the
drama
triangle
we
re‐confirm
over
and
over

our
attitude
to
ourselves
and
to
others.


 


Trends
 of
 Mr
 A
 in
 the
 drama


triangle





0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%



The
 length
 of
 the
 beams
 indicates
 which
 roles
 in
 the
 drama

triangle
you
tend
to
favor
and
in
which
role
you
may
be
‘invited

into’
by
others.



A
role
in
the
drama
triangle
which
you
tend
to
get
into
is:



You
tend
to
believe
that
you
must
act
for
others
and
share
your

knowledge
 and
 skill
 with
 them.
 You
 can’t
 bear
 to
 see
 other

people
 ‘helpless’
 because
 they
 don’t
 have
 your
 knowledge
 and

abilities.


Sometimes
 you
 may
 intervene
 without
 clarifying
 or
 arranging

this
 with
 the
 other
 person.
 You
 may
 give
 advice
 and
 take
 on

tasks
that
have
nothing
to
do
with
you.



In
 doing
 so,
 you
 may
 overlook
 the
 possibility
 that
 the
 other

person
 may
 have
 strengths
 and
 abilities
 to
 solve
 their
 own

problems.


 


Your
readiness
to
help
may
backfire
as
people
may
not
be
grate

full,
but
instead
reproach
you
for
interfering.
You
may
then
slip

into
the
persecutor
role
and
attack
others
for
their
ingratitude.



Another
role
in
the
drama
triangle
which
you
tend
to
get
into
is:



Persecutor
role





In
 this
 role
 you
 can
 be
 infuriated
 about
 the
 fact
 that
 others
 do

not
share
your
views
and
opinions.



You
 may
 no
 longer
 listen
 to
 others
 and
 continually
 interrupt

often
finding
occasion
for
excessive
criticism.
It
may
be
that
only

you
are
talking,
preaching
your
convictions
to
others.



You
 can
 attack
 others
 directly,
 frequently
 criticizing
 and
 re‐

proaching
 them.
 You
 also
 blame
 them
 for
 not
 taking
 up
 your

suggestions,
opinions
and
convictions.


 


The
way
out
from
the
drama
triangle



Use
all
your
personality
traits
and
the
strengths
of
your
personal

ity
style
to
come
out
of
the
situation.
Take
a
helicopter
view

and
look
at
the
‘world’,
at
the
situation
as
realistically
as

possible.


This
way
you
can
recognize
that
reality
is
much
more
extensive

and
more
complicated,
than
the
restricted
frame
of
the
drama

triangle.
You
have
many
other
possibilities
to
react
in
a
certain

situation.










PLEASE
CONTACT















Kritiya









Sales
Executive











dta international (Thailand) Ltd.
The village B21/22
383/2 Moo 12,Sukhumvit Road
Banglamung,Chonburi 20150

Mobile +66 87 135 7954

Office +66 38 074 725
kritiya@dta-international.org
www.dta-international.co.th
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