My STAB Type

The STAB Typology developed by Dr. Wolfgang Looss includes four orientations typical of behavior towards one’s environment and other people. These are orientation of structure (Struktur), loyalty (Treue), actions (Aktion) and relationships (Beziehung). The way in which these orientations develop shows how people are likely to react in specific professional situations.

  • Do they react in a dominating, action-oriented way?
  • Do they immerse themselves in upcoming problems in a basically rational way?
  • Do they prefer the relationship aspect of situations and feel comfortable…
  • …or do they remain cautious and skeptical, relying on past experience?

The STAB Typology registers tendencies within these four orientations, relative to male and female populations. It also differentiates between

  • one’s inner structure and inner self,
  • between what is shown to the outside – the projected picture of oneself – …
  • …and what is perceived by the outside world.

The STAB Typology helps to make the following statements:

  • What does a person need to be most productive?
  • How can a person be motivated?
  • What kind of situations will push a person to his or her limits?
  • How does a person approach a task?
  • Which tasks are suitable for whom and which are not?
  • What role is a person likely to take within a team?
  • How does this person lead and how can he or she be led?

Possible Fields of Application

The STAB Typology can be used in processes that evaluate potential, such as individual and group self-assessments. The STAB Typology can complement other test systems and contribute as to a basic orientation of a person. The results are usually highly estimated by the test subject. The tool can therefore be used for educating executives and human resources professionals. In addition to gaining self-understanding, STAB categories can also be applied to coworkers. This can help answer questions about motivation, development and qualification.

What STAB Type Am I?

Nr. 5 → Particular Persistence

How I see myself = 5 / What I show to others = 5 / How others see me = 5

The range goes from 1 to 9 (not valued). Notice the congruence 5-5-5 in my evaluated type?

This means the way I see myself is quite equal to what I show to others and how others perceive me.

Obviously, I am what I am and WYSIWYG (what you see is what you get).

“I am what I am” – by Gloria Gaynor

Behavior description

These people achieve targets through determination and perseverance. With their analytical attitude and their focus on results they are experienced as pragmatic, objective and fact-oriented. Often, they have the function of bringing others back to the ground of reality. In carrying out their work, they demonstrate security, consistency and a high degree of responsibility. They are determined and finish what they once started. Because of their focus on the facts, they are often seen as critical and skeptical. Often, it does not bother them to be alone with their opinions and to go their own way.

Possible vulnerabilities

These people are less concerned about pleasing others. They want the work to be done and that the team does not get lost in emotions. They tend to stick to their made-up minds and concluded opinions and are therefore sometimes viewed as persistent and stubborn. Their quest for independence makes them like to do things in their own way. The supervisor must intervene with direct instruction if he or she wishes a different procedure. Difficult to express their own feelings, they may find it a challenge to sell their ideas and generate enthusiasm. They rather trust themselves than others and could have a delegation problem.

How to deal with

These people need their own work area clearly defined. Close supervision annoys them. Their competence is just as important to them as the opportunity to present their results. They are well suited for technical and fact-based work, less for interpersonal relations at work.

What to learn

Learning to understand others, “walking in their shoes”, assessing the impact of one’s actions on others is a learning ground for these people. They learn best in a systematic and logical process. They have to learn to demand less and to delegate more. Compromise must be practiced. Occasionally “empathizing” the emotional side of an event is important to leadership, as well as the ability to engage in cooperation with others.

Conclusion

My registered tendencies on orientations of structure, loyalty, actions and relationships typical of behavior towards one’s environment and other people help to make the following statement on my STAB Type:

I achieve targets through determination and perseverance by applying an analytical attitude and focus on results and I am probably experienced as pragmatic, objective and fact-oriented while being less concerned about pleasing others as I want the work to be done and that the team does not get lost in emotions.

→ Personality Traits Combined Summary

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Background