Each of us has our own style of performing tasks and working with people. Much research on behavioral styles has been conducted to assist us understand how to work more effectively with others. If we want to influence and motivate individuals and work groups, understanding how they prefer to get their work done can assist you tailor your style to theirs.
For example, I know a talented and experienced individual who was recruited to work for a prestigious IT firm. He performs best when given assignments and left alone to accomplish them. He complained his manager reviewed his work every day and instructed him on next steps to take. Six months later he left to join a startup company. He was uncomfortable being micromanaged and left as a result.
Flexible leadership is critical for recruiting and retaining the talent needed to create and innovate. Therefore, it becomes incumbent on us to understand our style as well as the styles of our associates in order to lead individuals and work groups based on their styles for performing work. If we expect our associates to conform to our leadership style rather than adjusting our style for them we will continually experience low morale, turnover and minimal incentive on their part to share, to create, and to innovate. One style assessment used by a number of organizations is the DISC behavioral styles inventory.
D is Dominant. This style is goal oriented and measures success by achieving goals. May step on toes in the process. Tends to perform well in project management roles as an example. Let’s getter done is their motto. Not very detail oriented.
I is Influence. This style is people oriented and performs well working with the public and individuals. Likes to please, loves parties and enjoys marketing and sales as an example. Never met a person they didn’t like, you will hear. Not very detail oriented.
S is Steady. This style prefers having a game plan before starting work. Likes to plan and work the plan in other words. Is more detail minded and derives pleasure working on policy or being part of an operation’s processes as an example. Will avoid conflict and resists changing the way work is done.
C is Conscientious. This style is highly detail oriented and works well performing tasks such as accounting or book editing. Do it right is their motto and you may have to follow up several times before you receive their work because they are checking it over again! This style does not like change and tends to avoid conflict.
How does all of this work for you or against you?
A colleague related how he had been recruited to join a small company. The firm consisted of two partners. The person interviewing him and making the decision possessed a similar behavioral style, Dominate. My friend, also style D, was happy and thrived until the other partner assumed responsibility for operations. He began experiencing stress and less enjoyment in his work. He soon left the organization. The other partner was a detailed oriented C! He later learned the firm experienced higher than desired turnover for years.
I coached a manager who was a high goal-oriented D. She could not comprehend why her staff did not cooperate with her. When staff completed the DISC inventory, she realized most staff used Steady and Conscientious styles. Bingo! They needed to know the process for performing their tasks and have the time to attend to details. The manager began assigning daily activities and tasks for each person, asking for their ideas when planning. Stress throughout the organization subsided and successful performance was achieved. The leader’s new found flexibility improved operations because she responded to staff behavioral styles.
Now, should the manager have been Conscientious with a staff of Dominants her approach would change. She would achieve success by assigning her D’s goals with the freedom to problem solve and plan how to achieve them. She would commit to her D’s that their plans would not need to duplicate her method of work. Performance would soar to higher peaks.
Because any organization has a multitude of tasks, each style and combination of styles is necessary to be successful. Your role as a leader is to recognize the gifts each person offers and lead them in a manner that creates success for everyone. McDonald’s has a saying when an operation is not performing well, “Get your aces in their places.” When that happens, when you assign staff tasks they can succeed in performing using their preferred style of work, improvements happen.
What styles are evident in the following personalities? Circle the style you believe each uses. Keep in mind we all rely on several styles and your answer may include more than one option. At the bottom of the page are our best guesses!
Presidents:
1. Jimmy Carter: D I S C
2. Richard Nixon: D I S C
3. Bill Clinton: D I S C
4. Barack Obama: D I S C
Professions:
5. Accounting: D I S C
6. Nursing: D I S C
7. Sales: D I S C
8. Marketing: D I S C
9. Software Engineer: D I S C
10. Meeting Organizer: D I S C
11. Small Business Owner D I S C
1=C, 2=D, 3=ID, 4=SD, 5=C, 6=SC, 7=DI, 8=S, 9=SC, 10=IS, 11=DI or SC
Plan of Action
After completing the survey identify what you want to change, what you should keep, and what should be discontinued.
Figure 12.1 Motivation survey.
Figure 12.2 Action plan