As leaders, we must be aware of energy. In addition to managing our own personal physical, mental, emotional and spiritual energy (read about it in How to Bring Yourself […]
As leaders, we must be aware of energy. In addition to managing our own personal physical, mental, emotional and spiritual energy (read about it in How to Bring Yourself Fully to Each and Every Day), we must be able to recognize and adjust to the personal behaviors of others.
Each of us approaches things with a particular style, a certain way of looking at a situation or thinking about a problem. Understanding the modus operandi of others (and of course ourselves) is eminently useful to being an effective leader.
In a recent leadership workshop we utilized the DiSC model, a personal assessment tool that provides a common language by which participants can better understand and adapt to their own and others’ behavioral patters in order to improve productivity, communication and teamwork.
I created a mural of the DiSC model for our workshop participants, and thought you’d find it useful as well. As you can see, in the DiSC model, there are 4 styles:
Dominance, “D’s” are people who emphasize results, accomplishment, the bottom line and confidence. They say things like “Let’s get it done!”, and are motivated by action, a challenge and drive.
Influence, “I’s” are people focused on influencing others, building relationships and open exchange. They say things like “Let’s get it together!”, and are motivated by collaboration, encouragement and being in action.
Steadiness, “S’s” are people who are most interested in cooperation, sincerity and dependability. They say things like “Let’s get along!”, and are motivated by support, reliability and collaboration.
Conscientiousness, “C’s” are people who most value quality, accuracy, competency and expertise. They say things like “Let’s get it right!”, and are motivated by objectivity, precision and a challenge.
Learning about the 4 DiSC styles is an effective method of understanding the priorities of the people you work and live with, and how they are similar or different from your own. In this way, you can improve the quality of all your environments by building more effective relationships, including with yourself!
When using DiSC, it’s key to remember that ALL styles have equal value, can be good leaders and are needed on your team.
Have you used the DiSC model in your organization?
If so, share your experience in a blog comment below! What did you learn? How did you use it? And what were the results?