These are the leaders and coaches that leave no stone unturned, they will make sure all the i's are dotted and t's are crossed. They have fantastic attention to detail and the more detail they have, the more they thrive. If you give them an action plan they will make sure you have every eventuality covered. These qualities are great if you are expecting a visit from an auditor, however imagine being in a meeting where you want to move forward with an action plan and the compliant C keeps highlighting the risk, being cautious and sitting on the fence afraid to make a decision in case it is wrong.
General Characteristics of a compliant C
Their greatest fear is criticism due to their perfectionism and will avoid conflict like the plague. Your intention may not be to criticise or pick fault, however being a reserved individual who processes every detail they will take any form of feedback as potential criticism due to the high standards that they set themselves.
They say that opposites attract and can work exceptionally well together. I know that a lot of my clients are compliant C and we have a fabulous relationship because their strengths are my development needs and vice versa so we end up being each others missing ingredient. I can think of numerous jobs as a leader and a coach that I would gratefully delegate to a compliant C and they would thrive and flourish seeing through to completion. On the flip side I know that I would only be able to tolerate their need for more detail for so long before I would get frustrated.
Part of building effective relationships and having powerful conversations is recognising your own personality traits, accepting them (warts and all), deciding how you best like to receive information and be able to articulate that as well as respectfully realising that you may need to adapt your communication style to get the best out of others and the relationship.
Questions to ask yourself when working with a compliant C
My top tip for engaging with a compliant C is GIVE ME DETAIL, the more the better and consider your INTENT & IMPACT.
For further information about DISC and the personality traits I can recommend you read "Do it or Ditch it" by Bev James and "Empowering Employee Engagement - How to ignite your team" by Claire Cahill. Both available on Amazon
Steady 'S' leaders and coaches are the organisers in the team. They will have a plan and see it through to the end, some people will refer to them as the starter/completer.
Here are the typical characteristics of a Steady S
Imagine you are having a social gathering or team meeting, the Steady S will be the one that arrives with the cake to share with everyone. They will be the one that organises the gifts whether that be for birthdays, anniversaries or leavers. It wouldn't be unusual to hear them say "Sharing is caring". In relationships they will seek harmony and potentially avoid the conflict situation unless they feel capable to use their skills to support a satisfactory resolution for all concerned.
Their greatest fear is loss of security and change. That isn't to say that they cannot adapt to change, just that you will need to give them sufficient time to process the change and be prepared to discuss the change without judgement.
Imagine you are in a group and someone gets upset, the Steady S will be the first to comfort them by putting an arm around them, demonstrating empathy and sympathy, wanting to listen to the problem and seek a solution. They are nurturing with their kind nature and can be viewed as the mother or father in the group. Mother Theresa pops into my head when I think of a Steady S character.
Questions you may want to ask yourself when dealing with a Steady S leader or coach
My top tip for engaging with a Steady S is MAKE ME FEEL SECURE & SHOW ME YOU CARE
If you want to learn more about DISC then I would recommend reading "Do it or Ditch it" By Bev James or "Empowering Employee Engagement - How to ignite your team for peak performance" By Claire Cahill. Both available on Amazon.
Influencing 'I' leaders and coaches engage you with their story telling. They will create an impression as soon as they walk into the room. They will inspire you with the actions they take and always have others at the heart of all they do.
How to spot an Influential 'I' in the room
Their greatest fear is loss of popularity so not unusual for them to talk their way out of any situation for fear of rejection.
When faced with problems, 'I' style leaders and coaches become active, verbal and persuasive. They respond actively to challenges and may try to reach an agreement. Great when you are seeking a win/win solution for the team.
The energy and enthusiasm that is created by an 'I' leader and coach is infectious and it's not unusual for them to have their fingers in every pie and will be juggling the balls. Some people may refer to them as magpies, always going after the shiny objects, however they will always hit a deadline and perform at their best when everything is last minute. (Not a surprise as a high 'I' and wanting to get this blog on my website before the day ends, I'm rapidly typing at the speed of light!)
Questions you may ask yourself when working with an 'I' as a leader or coach
My top tip to engage with an influencing 'I' is to INVOLVE THEM and MAKE THEM FEEL VALUED
For more information on the influencing 'I' you can read "Do it or Ditch it" by Bev James or "Empowering Employee Engagement - How to ignite your team for peak performance" by Claire Cahill. Both available on Amazon
Inspirational, Fabulous and over 40 is also another great read of 12 women who decided to be brave and courageous to live their dreams by being influential. Also available on Amazon
You can normally spot these people as soon as you walk into a room or feel their presence before you see or hear them. They will ooze confidence which may border on arrogance. They will not shy away from expressing how they feel and typically have a large ego that needs to be stroked. They will want to be in charge, even if they don’t know what they want to be in charge of, so it wouldn’t be unusual to see them in a leadership role.
These individuals would display the following characteristics
Imagine you are stood waiting for a lift and the person in front of you consistently pushes the button believing that the more they push the button, the quicker the lift will arrive! There in front of your eyes is a dominant D person.
Failure is their biggest fear so it wouldn’t be an option for them to fail & you may hear them say “this is what I’ve learnt” or “let’s move on and try something else”. They will never stop trying to achieve their hopes, dreams, aspirations or goals and would always want to be the best, encouraging others to do the same. They would want to lead high performing teams and failure for the team would also not be an option for consideration.
When under pressure the dominant D leader and coach may not be sensitive to others feelings and are motivated by results, power and authority.
Questions you may ask yourself when interacting with a dominant D leader and coach are: -
In every team, you need a mix of people so please do not shy away from employing a dominant D or interacting with a dominant D. As I have found out from my client’s, opposites attract and they may be the missing ingredient that you need to build a winning team.
My top tip for engaging with a dominant D leader and coach – BE BRIEF, BE BRIGHT, BE GONE. Don’t use 500 words if 5 will do because they don’t need that level of detail to make effective decisions and have valuable conversations.
Thank you to Bev James, CEO of The Coaching Academy for teaching me all I know about DISC. If you want to learn more, you can do so by reading "Do it or Ditch it" by Bev James and "Empowering Employee Engagement - How to ignite your team" by Claire Cahill. Both available on Amazon.
One of the benefits of coaching is the ability to hold an effective conversation. Knowing what question to ask at the right time and respectfully listening so that rapport can be built and maintained throughout the coaching relationship.
During the first coaching session, I like my clients to complete a DISC personality profile so that I can get to know them in minutes rather than months, tailoring my language to theirs.
During International Coaching Week 2019 I’ll share information about each personality type.
Imagine you had this knowledge to answer these questions through identification of personality types.
Your core values influence the way you think, act and communicate with other people and enable you to make decisions. DISC is a personality profiling tool, also known as a psychometric test. There are several types of psychometric tests that you may have heard of or experienced
The modern day DISC methodology was founded on years of research undertaken by American psychologist and inventor Dr William M Marston (1893-1947). Dr Marston also invented the lie detector machine (the polygraph).
DISC is an acronym based on four core personality groupings. Everyone will fall into one or more of the following categories.
Marston’s DISC behavioural model classifies people primarily as either TASK ORIENTATED or PEOPLE ORIENTATED, and then as either OUTGOING or RESERVED.
Which are you?
There are no correct or incorrect answers, however each will tell you something about your predominant business style and your preferred decision making style.
For further information about DISC and the personality traits I can recommend you read "Do it or Ditch it" by Bev James and "Empowering Employee Engagement - How to ignite your team" by Claire Cahill. Both available on Amazon.
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