As much as it is important to be aware of someone’s strengths and focus on them, it is also very useful to be mindful of their difficulties and what they struggle with. In saying this, remember that someone’s behaviour can be a representation of how they are feeing about themselves, so when you notice these you will understand “it’s all about them” and not you. This level of awareness will allow you to avoid become a casualty of their limitations.
This this context, let’s have a look at each of the 4 styles:
The Dominant (D) style is challenged by being under authority as they like to rule the roost. Being sensitive to others feeling and a friendly approach to people around them is somewhat uncomfortable.
The Inspiring (I) style finds being more credible difficult. They can have a natural flare for forgetting past commitments so it is useful for someone to keep them accountable here. They may also have a tendency to twist the truth … watch them and keep them honest regarding the facts of a situation.
The Steady (S) behavioural style, being intravert by design, struggles with being decisive. Taking immediate action on issues and being firm are areas of improvement for them. They can do it, but the transition to these new found behaviours can be highly stressful for them … slowly but surely is the best approach for them.
Finally, the Conscientious (C) style often has a cold, clinical and mechanical approach, so caring for others is somewhat unchartered waters for them. They don’t take easily to criticism and hence often end up getting hurt by what others say about them. Lightening up and having fun is also a challenge for them. They can get so bogged down into the details of something and often miss the simple (and possibly lighter) view of a situation.
In the section DISC Behavioural Styles we have looked at how to identify and understand the DISC behavioural styles amongst people in the workplace. Here are some tips on how to approach and interact with people based on the information you have learnt about them and their various traits:
The “D” Dominant style:
- Be direct and straight to the point. The dominant personality type respects this type of approach.
- Set a clear purpose at the beginning of the discussion. This also shows your decisiveness and Leadership which will earn you respect.
- Show them how they can be successful. The dominant behavioural style highly motivated by results and success.
The “I” Inspiring style:
- Have fun when interacting with them. The inspiring type likes fun, entertainment and enjoyment.
- Be animated when speaking to them. You need to keep up the level of interest with the inspiring type. They sometimes have a tendency to get bored during a conversation.
- Focus on their goals. The facts and figures can be boring to them, so keep them focused on the positive consequences of their future accomplishments.
The “S” Steady style:
- Ask a steady person “How can I support you?” The steady type is very supportive of others, and will appreciate the same in return.
- Be friendly and comforting with a steady person.
- Avoid imposing too much change too quickly. The steady type likes stability. Status quo suits them well.
The “C” Conscientious style:
- Be on time when meeting with the conscientious style. They like precision and punctuality.
- Communicate in a logical way. It needs to make sense to them.
- Be objective. Clearly state your objectives upfront and make sure you achieve these objectives on time and as agreed.
The key to mastering the process here is practice, practice, practice. Chunk it down to easy and measurable levels of achievement here, and evenually you will be operating with more flow and automony.