Factor 2 Impact

Introduction

The four factors of the adaptive profiles influence each other, or in other words, each factor affects the meaning ot the three other factors. This is by this mechanism that the profile with the four factors together acquires many nuances.

Here in this article, we review the influence of factor 2. Factor 2 is the one represented in green in this example on the right, with factor 2 being on average (triangle). This article uses GRI’s language on adaptive profiles for which an introduction is available here. Although the explanations may seem a bit abstract at first glance, they become obvious when the four factors are learned in your own case and other real cases of people and jobs you know.

Generalities

The second factor in the adaptive profile makes behaviors more reserved and distant when factor 2 is low (to the left of the scale) or, on the contrary, more communicative and sociable when factor 2 is High (to the right of the scale). The illustration below shows the factor 2 (dot in green) being very low, on average (the triangle in the middle), or very high.

Progressive impact of Factor 3, from very low (left), on the average (center), to very high (right)

The above profiles are examples. The profiles can have any shape, combining the four factors, with factor 2 being at different levels from the low to the high sides, through the average.

Factor 2’s Meaning

Factor 2 expresses the need for social and interactive relationships or, on the contrary, for being analytical and reserved. A High 2 will be perceived as friendly, sociable, a good talker, and socially gifted. Someone with a very High 2 may even be seen as gregarious and superficial. A Low 2, on the contrary, will be perceived as reserved, calm, serious, and introspective. A very Low 2 will even be seen as distant, secretive, and shy. Individuals with a high 2 need contact and are more comfortable in an environment where there are frequent social interactions; Unlike Low 2s, who need calm and situations that are more concrete and practical than political.

Sociability Rather Than Extroversion

To characterize high 2s, we preferred the term “sociability” rather than “extroversion”. Sociability is defined as the ability to react positively to situations that give opportunities to interact with others rather than being alone.

We find the sociability dimension in the Extraversion dimension of the five-factor approaches, which shows positive effects on group performance when its value is high (extroverted) rather than low (introverted). People with a high factor 2 engage more frequently in verbal exchanges.

Extraversion can also be expressed by High 1s regardless of their factor 2, resulting in a more direct, frank, and even blunt communication when factor 1 is extremely high and factor 2 is extremely low. Sociability, on the other hand, better accounts for the need for social activities, empathy, and positive interaction regardless of the other factors.

The Extraversion or “E” dimension of the popular Myers-Briggs Type Indicator (MBTI), which is often defined as a preference for directing and receiving energy from the outer world of people, activities, and things, is a mix of Factors 1 and 2, but often equated to sociability as measured in the adaptive profile. Additionally, the typology cannot account for the intensity of its measured dimensions, nor the energy it takes to adapt them.

Interpersonal Activities

Low 2s, particularly extremely Low 2s, are more naturally withdrawn, awkward in public speaking – being reluctant to do so – and naturally critical (with a high factor 1 and factor 4). While the high factor 2 can naturally be associated with a Positive Affectivity dimension, a low 2 can somehow be associated with Negative Affectivity, reflecting an inclination towards factual, direct, and tense social relationships.

The natural tendency of extroverts to engage in interpersonal activities emerges as an asset in obtaining the support of collaborators. Their ease of speaking and their empathy go hand in hand with their optimism and their receptivity to the emotions of others. Conversely, and all the more when factor 2 is low, introverts move more naturally towards positions that require fewer interactions, isolation, personal analysis, and reflection.

Left or Right Brain?

The difference between being people-oriented and data-oriented is also fundamental in popular conceptions about the behaviors that originate from the left and right sides of the brain.

• Left-brain people have been defined as data-oriented planners with an emphasis on logical analysis, complexity, and policies. They are more interested in the technicalities and data, the tangibles. They act to accomplish things rather than to be involved with the people aspects. This behavior also comes with Factor 1 and 4 being high.
• Right-brain people have been defined as involved in the social aspects, relations, verbal communication, and a more holistic use of information. They naturally network, empathize, talk, and listen. This behavior also comes with Factor 1 and 4 being low.

The left-brain conceptualization can be compared to the low factor 2, and the right-brain to the high factor 2. Whether these behaviors originate from one section of the brain or the other, the behaviors themselves can serve a useful purpose at the individual and organizational levels only after being properly measured.

EQ versus IQ

Emotional Intelligence (EI or EQ) has grabbed the interest of scientists, academics, and business leaders as a counterbalance to the intelligence quotient (IQ). With the GRI, the behaviors and skills found in EQ are indicated with a higher Factor 2 regardless of the other three factors. People with high EQ will exhibit the following traits:

• Self-awareness - Recognizing and understanding their emotions, motivations, values and strengths.
• More acute perception of others.
• Self-control - Managing or redirecting their emotions and talents to adapt to different social situations, including those that are difficult or negative.
• Social skills to build and manage relationships and harness emotions in an intended direction.
• Empathy - The ability to understand other people's emotions and feelings.

However, unlike IQ, EQ has no reliable measure of its coefficient. Emotional Intelligence cannot account for where the EQ or measure of empathy stands and the energy it takes to adapt it, leaving the individuals and practitioners using the concept inconsistently assessing and implementing it. EQ behaviors are congruent with the behaviors (and the cognitions and emotions that come along) that we find with factor 2 of the adaptive profile’s Natural, which shows one's unaffected tendency to behave consistently and reliably in a certain way over time. They are also evidenced in the Role profile, which shows how one perceives the need and interest to adapt and behave in a specific way, in specific situations, in our case as a High 2.

Typical Low 2 and High 2 Jobs

At GRI, we’ve evidenced more Low 2s in jobs such as accounting, finance, paralegal, technology, engineering, technicians, Information Technology (IT), data analysts, or technical maintenance.

A meta-analysis of 15 studies showed the relationship between performance in specific situations or positions, such as sales or coaching, that required frequent social interaction. Sociability and extraversion are involved in many other situations, such as transformational leadership or job search.

We’ve evidenced more High 2s at GRI in jobs such as client service, sales, business development, greeters (theme parks), front desks (hospitality), people management (as opposed to technology management), and coaching.

Adapting Factor 2

A moderately, very, or extremely Low 2 will adapt to being a High 2 when needed, and all the more if they have interest and the adaptation is supported by their environment. Conversely, High 2s will adapt to low 2 situations and jobs whenever interested and needed to do so. Unlike the other three factors, factor 2’s adaptation one way or the other, being lower or higher between the Natural and Role profiles, happens spontaneously but requires much energy and support.

The adaptation may happen succinctly. If sustained, it may require more recovery time and effort. It’s unlikely that the adaptation reflects in changing the Natural profile, but as GRI’s statistics over a 10-year period show, it does on the Role profile, and subsequently on the Effective profile..