Participants
Host: Dominic Gourley (Human Synergistics Australia)
Guest: Corinne Canter, Head of Consulting, Human Synergistics Australia
Subjects Discussed
- Why Satisfaction (growth) vs Security (protection) is the foundation of the Circumplex—before colors and styles
- Orientations on the Circumplex: People vs Task (right/left) and Satisfaction vs Security (top/bottom)
- What growth feels like: resourceful mindset, openness to feedback, learning, and self-efficacy
- What protection feels like: threat state, defensiveness, contraction, and external validation
- Distinguishing confidence vs cockiness; pride vs arrogance; humility vs self-doubt
- Why intent has a “smell”—how seeking recognition can backfire
- Constructive styles as self-directed vs Defensive styles as externally oriented
- Practical coaching lens: spotting where energy is (growth or protection) and building capacity to shift upward
- “Perfecting, never perfect”: continuous improvement without brittleness
Key Insights
- Start with the compass, not the colors. The Satisfaction/Security orientation sets the state of mind that drives behavior.
- Growth (Satisfaction) ≠ problem-free. It means feeling resourced to face problems—open to feedback, learning, and stretch.
- Security (Protection) contracts capacity. In defensive states we shield or strike—feedback hurts, curiosity collapses.
- Self-direction vs external proof. Constructive styles draw on self-belief; Defensive styles outsource worth to others (approval, status, “winning”).
- Confidence is quiet. Bravado is brittle; genuine confidence flexes and doesn’t need to announce itself.
- Language matters. “Enjoys a challenge” (Achievement) is different from “everything is a challenge” (Competitive) or “seeks challenges to prove worth” (Perfectionistic).
- Coaching move: Diagnose energy (growth/protection), then build capacity—psychological safety, capability, and self-trust—to enable an upward shift.
- You can’t do your best work from fear. Aim to operate above the line: self-trusting, open, discerning, and expansive.
Resources Mentioned / Useful Links
- Human Synergistics Circumplex overview – what the constructive and defensive styles represent:
- Human Synergistics Australia: services, tools,
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Full Transcript:
Dominic Gourley:
Welcome to Culture Bites. My name is Dominic Gourley. I’m a consultant with Human Synergistics Australia, and I’m joined on the podcast this week by our Head of Consulting, Corinne Canter. Hey, Corinne.
Corinne Canter:
Hey Dom, how are you doing?
Dominic:
I’m doing really well, Corinne. At Human Synergistics, we’re famous for measuring thinking and behaviour, and we measure it on a tool called the Circumplex, which listeners may well be familiar with. It breaks down different styles, and people often talk about the red, green, and blue clusters of styles. But one thing people often skip over is what comes before that — the orientations. Left and right (people vs tasks), and particularly the top and bottom — satisfaction needs versus security needs.
We were just having a conversation about how people often skip over this, and don’t stop to think about what it really means. But fundamentally, these are the compass bearings of the Circumplex.
Corinne:
That’s right — it’s almost the foundation. I was reflecting on myself initially, and also as I watch new practitioners explaining the Circumplex. For those who don’t know it, it looks a bit like a radar with different colours that represent ways of thinking and behaving.
If you divide it vertically:
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The left-hand side relates to being more task-oriented (energy, time, and effort invested in activity and the job).
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The right-hand side is more people-oriented (invested in relationships and people).
And if you divide it horizontally:
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Above the line is the Satisfaction Zone.
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Below the line is the Security Zone.
Often, we rush through this to get to the “fun stuff” — the colours: Blue (Constructive), Green (Passive Defensive), and Red (Aggressive Defensive). But I think it’s really important to pause here, because understanding the satisfaction and security zones is fundamental to understanding everything else.
When we’re in the Satisfaction Zone, we’re in a state of growth — expansive, open, freer. When we’re in the Security Zone, we’re in protection mode, a threat state. And that matters. I sometimes describe it as growth vs protection. You can still do your job in protection, even do it well, but it often compromises growth.
Dominic:
Yeah — self-efficacy, right? Believing in your own ability.
Corinne:
Exactly. When we’re in growth mode, it doesn’t mean life is problem-free. But we feel resourced to deal with problems because we’ve got a growth mindset, supportive relationships, and a sense of self-worth. Even when faced with opposition, we believe we can learn and grow from it.
The four Constructive styles in the Satisfaction Zone are all about learning, feedback, openness, and exploration. There’s an expansiveness that comes with it — not careless expansion, but discerning. To grow, you have to allow some vulnerability: the possibility of hearing tough feedback, making mistakes, or failing. In growth mode, you can accept that as part of the process of evolving.
Dominic:
That’s interesting. I was talking to someone the other day about self-actualising. They said, “But we’re not perfect.” And I said, “Exactly — it’s self-actualising, not self-actualised.” It’s a journey. Same with achievement — high achievers love feedback because it helps them improve.
I once interviewed a Top Gun pilot on the podcast, and he said it’s about perfecting, never perfect. You’re constantly improving, but you never arrive.
Corinne:
I love that. And it’s why, when we’re above the line, we reach for more. We stretch, we challenge ourselves. When we’re below the line, in the Security Zone, our primary need is to feel safe. That’s when we go into protection mode.
In Passive Defensive (green), we protect by hiding behind a shield. In Aggressive Defensive (red), we protect by fighting — “I’ll get you before you get me.” Both are ways of protecting ourselves, but they contract our capacity.
Feedback in protection mode hurts. Our instinct is to reject it or deflect it. Whereas in growth mode, we’re open to feedback because we trust ourselves. Coaching is often about recognising where someone’s energy is — growth or protection — and then building capacity so they can move upward.
Dominic:
That’s interesting. When I’m running sessions, I often talk about the difference between humility and self-doubt. Humility is great — it helps us learn and take feedback. But self-doubt or self-deprecation is protection — beating ourselves up so we don’t have to try and possibly fail.
Same with confidence. True confidence is quiet — it’s how people carry themselves. They don’t need to announce it. Whereas cockiness or arrogance comes from insecurity. Bravado is brittle; genuine strength can flex.
Corinne:
Yes, exactly. Pride gets a bad rap too. People avoid giving themselves full marks because they think it shows arrogance. But maybe they did do a fantastic job! True pride isn’t arrogance — it’s acknowledging achievement.
I heard a great example from a practitioner whose potential client asked them to prove their credentials. Instead of getting defensive, they responded with humour and ease. That’s real confidence — not needing to “prove” yourself.
And I loved your story about your son, Oscar.
Dominic:
Yeah — we got a lovely message from another parent. Their child had been teased, and Oscar, my 6-year-old, stood up for them against some older kids. He never even told us; we only found out from the other parents. He wasn’t looking for recognition — he just did the right thing in the moment.
Corinne:
Exactly. That’s operating from the Satisfaction Zone. It’s quiet. It doesn’t need recognition. It just is.
Dominic:
Whereas in the Security Zone, both passive and aggressive defensiveness are externally oriented — they put our self-worth in other people’s hands. Passive: “Tell me I’m OK.” Aggressive: “I’ll prove I’m OK.” Both are fragile. Constructive styles are self-directed — self-belief, self-efficacy, self-esteem.
Corinne:
Yes. And part of leadership development is letting go of the need for recognition. It’s lovely when it comes, but when you’re self-actualising, you don’t need it.
Dominic:
Intent has a smell. Enjoying recognition is fine, but seeking recognition doesn’t smell good. Others can see it. Like when someone takes sole credit for a team’s work — people notice.
Corinne:
Exactly. The same is true with challenges. Achievement style is “enjoys a challenge.” Competitive is “everything is a challenge.” Perfectionistic is “looking for challenges to prove myself.” The words matter. In Achievement, challenge is about growth; in the others, it’s about security.
That’s why it’s so important to ask: is this behaviour coming from a growth mindset or a threat state? Are they protecting themselves, or are they trusting themselves? Because you can’t do your best work from fear.
Dominic:
That’s such a great reminder. Next time you’re introducing the Circumplex, don’t skip over satisfaction vs security. It’s the foundation.
Corinne, thanks so much for your time and for sharing your insights.
Corinne:
Thanks, Dom.
Dominic:
And thanks to everyone for listening to this episode of Culture Bites. If you enjoy the show, remember to subscribe on Apple Podcasts, Spotify, or wherever you get your podcasts. Please leave us a review—it helps other people find the show.
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