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Chase Hughes is a former military Chief who specializes in behavior profiling, interrogation, and Human Intelligence operations. He now develops tactics for government agencies and businesses in 'Enhanced Persuasion' and people-reading skills.
I had the chance to spend three days with him in Miami so I'm going to share some things that I've been using with teams and give examples of how you can use this knowledge ethically to build meaningful relationships with the individuals on your team.
Six Behavior Validation Needs
In his book, The Ellipses Manual, Hughes identifies six basic behavior validation needs that drive human behavior: Intelligence, Acceptance, Approval, Power, Pity, and Significance. Each of these needs is a powerful motivator that can be used to influence others and achieve your goals.
Intelligence
The need for validation on Intelligence refers to the desire to feel capable and competent at certain tasks or activities. People with a strong need for intelligence validation may seek out challenging tasks or projects in order to prove their capabilities. They often strive for perfectionism, as they want to be seen as someone who can complete any task efficiently and effectively.
To tap into this basic behavior need, leaders and coaches should provide feedback that is both positive and constructive, while simultaneously challenge individuals to reach new heights of success.
Acceptance
The need for acceptance refers to the desire to be accepted by others and feel connected within a group or community. People with a strong need for acceptance may seek out relationships and friendships that provide a sense of belonging. They often have difficulty expressing themselves and their emotions, as they are more focused on being accepted than on appearing genuine.
To tap into this basic behavior need, leaders and coaches should strive to create an inclusive environment where individuals feel safe to express themselves without fear of judgement or criticism.
Approval
The need for approval refers to the desire to be approved by people in authority figures such as teachers, bosses, or elders. People with a strong need for approval may seek validation from these figures in order to feel important and worthwhile. For example, a person who constantly seeks outside affirmation from others or who is hesitant to make decisions without consulting an authority figure may have a strong need for approval.
To tap into this basic behavior need, leaders and coaches should strive to provide consistent positive feedback that is tailored to an individual’s specific needs.
Power
The need for power refers to the desire to be in control or to make decisions that affect others. People with a strong need for power may seek out positions of authority in order to feel important and capable. For example, a person who loves being responsible for large projects or assumes executive roles in their workplace may have a strong need for power.
To tap into this basic behavior need, leaders and coaches should strive to create an environment where individuals are encouraged to take ownership of tasks and responsibilities without fear of failure or criticism.
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Pity
The need for pity refers to the desire to be pitied by others. People with a strong need for pity may seek attention from those around them in order to feel special or important. For example, a person who constantly solicits sympathy from others or who complains and blames others for their own shortcomings may have a strong need for pity.
To tap into this basic behavior need leaders and coaches should strive to create an environment of empathy and understanding so that individuals can express their emotions without fear of judgement or criticism.
Significance
The need for significance refers to the desire to feel unique and special - for recognition - among other people. People with a strong need for significance may seek out ways to stand out from the crowd in order to gain recognition and admiration from others. For example, a person who constantly seeks to be the center of attention or who loves being the life of the party may have a strong need for significance.
To tap into this basic behavior need, leaders and coaches should strive to create an atmosphere that encourages individuals to express their unique strengths without fear of judgement or criticism.
By understanding these fundamental needs, leaders and coaches can better understand an individual's motivations and help them reach their true potential. By fostering an environment that caters to these basic behaviors, individuals can feel accepted, valued, empowered, significant, and secure in their personal relationships while working together towards success.
What that means is that you'll have a team member who is engaged and best positioned to perform at their highest level.
FAQs
How can leaders and coaches tap into basic behavior needs?
Leaders and coaches can tap into basic behavior needs by creating an inclusive environment where individuals feel safe to express themselves without fear of judgement or criticism. They should also provide consistent positive feedback tailored to individual’s specific needs, create an environment where individuals are encouraged to take ownership of tasks and responsibilities without fear of failure or criticism, foster an atmosphere that encourages individuals to express their unique strengths without fear of judgement or criticism, and create an environment of empathy and understanding so that individuals can express their emotions without fear of judgement or criticism.
How can understanding behavioral needs help leaders and coaches?
By understanding these fundamental needs, leaders and coaches can better understand an individual's motivations and help them reach their true potential. By fostering an environment that caters to these basic behaviors, individuals can feel accepted, valued, empowered, significant, and secure in their personal relationships while working together towards success.
What does it mean to have a team member who is engaged?
Having a team member who is engaged means that the individual is motivated to perform at their highest level by feeling accepted, valued, empowered, significant and secure in their role within the team. They will be best positioned to contribute their skills and knowledge in a positive manner.
What is the best way to foster an environment that caters to the basic behavior needs?
The best way to foster an environment that caters to these basic behavior needs is by providing consistent positive feedback tailored to individual’s specific needs, creating an atmosphere of empathy and understanding so that individuals can express their emotions without fear of judgement or criticism, encouraging individuals to take ownership of tasks and responsibilities without fear of failure or criticism, and creating an atmosphere that encourages individuals to express their unique strengths without fear of judgement or criticism. This will help ensure that individuals feel accepted, valued, empowered, significant and secure in their personal relationships while working together towards success.
What are the benefits of having an inclusive environment?
The benefits of having an inclusive environment are that individuals feel safe to express themselves without fear of judgement or criticism, they can foster strong relationships with team members and colleagues, it encourages creative problem solving, it allows people to share their unique perspectives, and it gives individuals an opportunity to learn from one another. In addition, when everyone feels accepted and valued it can help increase productivity and morale within the team. An inclusive environment also helps create a sense of belonging which is essential for creating a thriving and successful workplace.
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