Building Relationship Versatility: Social Styles at Work™

In every organization, there is a hidden diversity—the diversity of Social Styles. Leveraging Social Style differences can lead to more effective collaboration, productive relationships, and greater productivity and business results. Recognizing others’ work preferences and adjusting to them results in more efficient communication and the persuasive ability to influence others. Improving versatility reduces tension in relationships and allows people to focus on the task and work to be done.

Building Relationship Versatility: Social Styles at WorkTM (BRV) is built around a four-quadrant Social Styles matrix. After being profiled, participants are assigned a Social Style, interpersonal versatility rating, and specific versatility behaviors. During the workshop, they learn how to identify others’ Social Styles and, based on understanding their own and others’ styles, learn to modify their own behaviors to communicate more easily and effectively with others.

The Social Styles Model

Program Outcomes

Building Relationship Versatility: Social Styles at Work provides participants with results-oriented versatility skills that help them improve their ability to work effectively with others. Individuals are better able to build productive relationships, handle conflict, and create more focused and productive teams.

Implemented as a flexible and integrated human performance improvement solution, Building Relationship Versatility offers practical skills and tools to help both managers and individual contributors.

Learning Approach

Wilson Learning believes that learning must be transferred to day-to-day work practices. To achieve this, Building Relationship Versatility includes components and activities that enhance Participant Readiness, Learning Transfer, and Organizational Alignment.

Participant Readiness prepares participants and managers for the overall learning experience:

  • Pre-workshop communication

Learning Transfer design embeds practice and use of new skills. The learning can be flexibly delivered as a:

  • Series of instructor-led virtual sessions
  • Two-day face-to-face, application-oriented workshop

All can be delivered in modular format over non-consecutive days to allow application between sessions. This program can be taught by a Wilson Learning facilitator or by an organization’s own leader-trained in-house professional.

Organizational Alignment ensures the organization supports the use of the new skills:

  • Post-learning reinforcement activities available for both the manager and participant

As a result of this integrated approach, participants will continue to apply the skills and tools learned long after the learning event is completed.

Enabling Improved Performance

Building Relationship Versatility includes various performance application, reinforcement, and support tools, such as application tips, job aid cards, electronic reinforcement tools, performance checklists, etc. These tools ensure that participants can hone newly acquired skills and behaviors upon returning to work.

To discover how we ensure learning is reinforced and applied for improved performance, read more about our Learning Journeys.


Follow-up measurement options are available, including interviewing guidelines for participants and managers, behavioral checklists, and the Social Style Profile (used twice, first in the preparatory stage and later to measure shifts in perceived versatility). This concrete, real-world feedback motivates people to perform and acts as a blueprint for creating individual, group, and organizational development plans.


Wilson Learning will partner with your organization to measure the initial behavioral changes and business results. We will work with you to set up evaluation systems that help improve outcomes and sustain the momentum of your implementation.

To learn more about measuring the impact of learning, visit Measurement.

To view our current public workshops for this program, visit Workshops.