The Oppositional Style

"The faultfinder will find faults even in paradise." Thoreau

Show Me My Circumplex

The Oppositional scale measures our tendency to use the defensive and aggressive
strategy of disagreeing with others, and to seek attention by being critical and
cynical. While clarifying and refining ideas by asking probing questions can be a
valuable skill, oppositional people often use it destructively. Instead of using
questioning techniques to gain information or improve something, oppositional
people typically choose to verbally assault others to gain feelings of importance and
self-satisfaction.

Oppositional people typically love to argue. A strong need for recognition prompts
them to respond to others with skepticism and sarcasm. This behavior may mask a
fear of getting too close to people. By behaving in ways that cause others to
become defensive, oppositional individuals can succeed in pushing people away.
Unfortunately, this behavior usually results in rejection and isolation, which prevents
oppositional people from being as effective in life as they could be.

In general, this style is characterized by:

The ability to ask tough, probing questions

A tendency to seem aloof and detached from people
A need to look for flaws in everything
A tendency to make others feel uncomfortable
A negative, cynical attitude
A sarcastic sense of humor
The Oppositional Manager

Subordinates can find it frustrating to work for highly oppositional managers.

Because they have difficulty accepting anything at face value, these managers

assume the role of "watchdog," attempting to keep subordinates on their toes by

constantly questioning them, and being skeptical and sarcastic. Unless oppositional
managers have strong Humanistic-Encouraging (1 o'clock position) or Affiliative (2
o'clock position) scores, they can be almost constant critics, relentlessly questioning
and shooting down staff ideas.

Oppositional managers are typically ambivalent regarding the issues confronting

them. They will generally wait until a position is stated and then arbitrarily oppose
it, most often without good reason. These managers are prone to changing their
minds in mid-stream, and will sometimes go back and criticize those ideas with
which they previously agreed.

Although oppositional managers give the impression that even the highest-quality
work product isn't good enough, their insecurities work against their own capacity
to be original and innovative to them, it is probably much easier (and safer) to
criticize than to create.

Your Results on the Oppositional Style

Your results on this style, as indicated by the , are in the medium range. Thus it is
likely that you'll find the following to be descriptive of you:

Oppositional Scores in the Medium Range

Look at your score carefully to determine its closeness to the High or Low range. If
you scored closer to the High range, you can be highly judgmental and critical at
times. You may not be easily influenced by the opinions of others and occasionally
go out of your way to take a rigid, opposing view. Although you are capable of
admitting your mistakes, you tend to see greater fault in others than you do in
yourself. You most often blame others when feeling pressured or when things aren't
going your way.

If you scored closer to the Low range, your score suggests a healthy skepticism that
might not always allow you to accept things at face value. If you have higher scores
for the constructive, people-oriented styles (Humanistic-Encouraging in particular),
others will probably see you as an effective critic, and may seek your help when an
idea or plan lacks definition. Although you may have periods where you give in to

counterproductive oppositional behavior, you are usually able to act as a member of

the "loyal opposition."

Scoring close to the Low range can indicate that you walk a fine line in your use of
oppositional behavior. Consequently, others may see you as "questioning" if you are
careful to use tact and diplomacy along with oppositional behavior, or "abrasive" if
you are too blunt and sarcastic.

People with scores in the high and low ranges may exhibit different thinking and
behavioral tendencies that those described above. While your score did not fall in
those ranges, you may find the following descriptions useful:

Oppositional Scores in the High Range

You tend to take a rigidly skeptical stand toward others.

This approach originates in a belief that your ideas are
superior to anyone else's. While you can be direct, you are
more prone to opposing things indirectly. This tendency to
criticize in a roundabout way often makes it difficult for
people to know what you are thinking, and may cause
them to see you as manipulative.
You tend to set yourself apart from others as a self-appointed critic. Others may see
you as relentless in your criticism of them and their ideas. Your tendency to be
cynical usually masks feelings of low self-esteem. You probably tend to believe that
you don't "need" people, and your reputation as a naysayer is likely to prevent
effective communication and keep others away.

A High Oppositional score can be a reaction to a specific situation that is causing

you anger and frustration. Being cynical and opposing can mean that you are
"digging in your heels" as a way of coping with something that is upsetting you.
Once the situation is resolved, your oppositional behavior is likely to decrease in
intensity, or disappear completely.

Oppositional Scores in the Low Range

You lack strong tendencies toward this behavior, and can usually accept others and
their views. You may be interested in hearing opinions that differ from yours, can
approach others easily, and tend to listen with an open mind.

If your Oppositional score is very low ("0" or 1"), others might see you as naive, and
perhaps too flexible You may have difficulty standing up for yourself, which could
result in others trying to take advantage of you. To remedy this, listen to others'
ideas with some skepticism, and make it a point to express your opinion.

How Oppositional Relates to Other Styles

Note: In this section, statements that are followed by a green , indicate statements
that are relevant to your profile. Other statements, followed by a red , indicate
statements that may not apply directly to you. These statements may still be of
interest in that they describe how the different styles work together.

Scoring higher in Humanistic-Encouraging (1 o'clock position) means that you tend

to be an objective listener, and are generally accepting of others and their opinions.
Practicing the strong human relations skills that characterize HumanisticEncouraging can help reduce the Oppositional tendency to arbitrarily shoot down
others' ideas.

A higher Humanistic-Encouraging score combined with a Medium range

Oppositional score represents an effective approach to management. A leader who
combines these styles can encourage subordinates to do their best while also
helping them to define and structure their ideas. In fact, studies have shown that
key executives score highest on the constructive styles (11, 12, 1, and 2 o'clock),
and also possess a healthy amount of of skepticism, as indicated by their medium
range Oppositional scores.

Higher scores in the Power (8 o'clock position), Competitive (9 o'clock position)and

Perfectionistic (10 o'clock position) styles can accompany a higher Oppositional
score. Combinations of higher scores in these styles can result in a very strong,
even prejudicial, position against others.

Becoming More Effective: Steps To Change

Do you oppose things constructively to help others structure their ideas, or

destructively to call attention to yourself? If you have a High range Oppositional
score and lack higher scores in either Humanistic-Encouraging (1 o'clock position) or
Affiliative (2 o'clock position), taking a closer look at your behavior can help you
learn to use opposition more effectively.

The more these statements describe you, the more Oppositional you are now:

Suspicious
Sarcastic and hostile
Critical of others behind their backs
Seldom say what you really think
Have few close relationships
Difficult to impress
Seldom gather enough information before you oppose things
Defensive in the face of criticism
Blame others for your mistakes
Stubborn; slow to forgive a wrong
Use the following suggestions to become less Oppositional:

Realize that instead of admiring you for your oppositional stands, others probably
view you as an obstacle to overcome.
Withhold the urge to reject an idea until you fully understand it. If you don't
understand something, say so. Try asking thoughtful, constructive questions and
really listening to the answers.
See others' criticism of you in a more positive light. Evaluate what the person is
saying. Is the criticism valid and constructive? Can you gain something from this
feedback that will help you to improve your performance?
Praise others more often. If you like something, say so. Don't criticize something or
someone merely out of habit.
Recognize that others have something valuable to contribute. Seek out others'
opinions and consider them objectively. Listen more attentively to those around you.

Use your oppositional tendencies to the benefit of yourself and others. Become the
"loyal opposition," one who asks appropriate questions to get others to think clearly.
Becoming less Oppositional can result in these benefits:

The ability to use your insight and questioning techniques in a more productive, less
antagonistic way
A more accepting attitude toward criticism, and the ability to learn from it
Greater acceptance of your need to be closer to others
The ability to listen more effectively and gather all the facts before giving an opinion
An increased appreciation for the benefits of sincerely praising others
A more flexible attitude toward the input of others
Becoming a sought-after, effective team player