Self-Reliance: Solitary or affiliative direction in decision making

The self- reliance trait measures the extent that individuals prefer to have autonomy in their decision making or they value companionship and group recognition. The trait has two opposite poles namely Group-oriented and Self-reliant. Let’s look into both poles to better understand how we assess the self-reliance trait.

Group-oriented: People who are closer to the group-oriented end tend to want to be around people often and do things as part of a group. They are usually more extroverted, great team players who enjoy working with a group and value the group's recognition in the workplace.

Common Descriptors: group-oriented, joiner, follower, dependent

Self-reliant: High scorers tend to be self-sufficient types who are resourceful and prefer to make decisions by themselves as they highly value their independence. They enjoy working without interruptions and would rather not hear suggestions from others. It would not bother them if they spoke to no one for hours at a time.

Common Descriptors: self-sufficient, autonomous, contained

In accordance with research findings, Bryq assessment provides an evidence-based way to assess the self- reliance trait in order to provide you with insights that can assist in making informed decisions about the suitability of the candidates based on candidates scores on this specific trait.

Self-reliance Interview Guide

The interview questions listed below can draw revealing answers and get you on your way to finding whether employees tend to value their autonomy or group efforts in the workplace and assess the degree of how self- reliant or group-oriented a candidate is.

Note: There is no right or wrong answer, the answer you are seeking is based on what best fits the role and your company culture.

Top 2 questions and expected answers

1. When were you a part of a great team? What were the circumstances? How did you contribute?

Self-reliant: Individuals who score closer towards the self-reliant end of the scale are most likely to focus more on the part of the team project that was assigned to them and elaborating on that rather than on the group effort or how the team as a whole worked towards the successful completion of the project.

Group-oriented: Individuals who score closer towards the group-oriented end of the scale are most likely to suggest that the thing that made the project successful was the effective teamwork, communication and the sum of all individual efforts. They are likely to explain in detail how the members cooperated and they will probably propose that they, as every other member, were heavily involved in the project.

2. Do you prefer to work on your own or within a group?

Self-reliant: Individuals who score closer towards the self-reliant end of the scale are most likely to answer that they prefer solitary work as they feel more comfortable when they have full autonomy in the decision making or their day-to-day tasks. Note that this is neither a positive or negative characteristic as it depends on the projects and goals that the job entails and whether collaboration is a prerequisite for the successful completion of the tasks involved.

Group-oriented: Individuals who score closer towards the group-oriented end of the scale are most likely to answer that they prefer group work. Considering that they highly value the input that others can provide to them they seek for others advice and provide that to others as well in order to generate the best possible outcome stemming from group efforts. These individuals have the ability and intention to preserve harmony among the group which makes them great team players.

Question pool:

3. Collaborative work relationships often ease tension and facilitate productive relationships. Can you give me a recent example where you intentionally enhanced a relationship to get a job done?

4. Describe a time when you put your needs aside to help a co-worker understand a task. How did you assist them? What was the result?

5. Tell me about a time when you improved a process by creating a cross-functional team. What was the issue and how did it turn out?

6. Describe a time where there was a conflict between a decision you needed to make regarding a project you were working on. How did you resolve the issue?