Optimism

• High i styles are “people people” who love socializing and meeting new people. They are enthusiastic about being a team member because they enjoy the social outlet.
• The i style collaborates well with team members. They are very sensitive to the needs of others and will make every team member feel valued.
• They are optimistic and cheerful to work with. Many of their decisions, however, are based on their gut feelings which can sometimes lead to conflict with other styles.

This style is motivated by social recognition, group activities and friendly relationships. They fear social rejection and being ignored. People with an i style seem to know everyone on a first-name basis and always have the “latest scoop”. They are drawn to fast action and enjoy initiating rapid change. This may be challenging for other styles.

For example, the “D” style, who prefers to work independently, may be skeptical of the i style’s socializing and optimistic behavior. In addition, the i style is focused on making quick progress toward exciting solutions and, therefore, may not spend a lot of time considering the consequences of their actions.

When approaching the i style, be upbeat, personable and relaxed. Don’t shower them with details or be too serious. Use humor. Let them know you like and value them. Since they are enthusiastic and optimistic, they can work well on your team to promote projects and generate excitement for the team. Since they do move quickly, you may find that they may not always bring the project to completion. You may want to rely on other team members to encourage completion to the end of the project.

Everything DiSC Workplace® solution can help you to understand how you can effectively work with the i Style.

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• Highly driven and strong willed, they constantly look for new challenges and opportunities as they strive for Results. They are motivated by the need to make their mark and don’t let obstacles get in their way.
• D style talent also puts a priority on Assertively promoting their bold ideas, they tend to focus on achieving their goals quickly and forcefully, thriving in a fast-paced environment.
• Independent-minded D style types also prioritize Challenge. Because controlling outcomes is so important, they often take a skeptical and questioning approach to ideas they don’t agree with or in situations where things are not totally clear to them.

People with a D style are often highly respected by the organization. With their direct, businesslike approach to opportunities and challenges, they are seen as go-getters who deliver on their promises.

While it is true that the strengths of your D style talent are critical to getting things done, people with this style also can be extremely blunt and forceful. Under pressure, they can also become very demanding and impatient.

The very motivators that drive positive D style behavior—results, action, challenge—can also result in unnecessary conflict with other styles.  Co-workers with the opposing S style, for example, may find it particularly challenging to work effectively with their D style colleagues. Even two very strong D styles can butt heads when neither is willing to flex their behaviors and find a way to accommodate the needs of the other.  

The D style individual has fears of being taken advantage of and appearing weak. The D style would greatly increase effectiveness through patience and empathy as well as being aware of the various styles of co-workers and team members. When working with a D style, we should keep in mind that they are fast paced and look for results quickly. Rather than approaching a D style with a long, lengthy request or explanation, a brief to the point narrative would be more effective and would enable a more cohesive working relationship.

When employees understand themselves, as well as others—what motivates them, what stresses them out, what drives them to achieve their goals—there’s less conflict, more collaboration, better working relationships, and healthier workplaces. That’s where the Everything DiSC Workplace® solution can help. 

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One of the primary benefits of the DiSC model is that it describes behavior that is easy to observe in others – people reading –  which makes it a very practical tool. A workplace where everyone is talking the DiSC language is a more harmonious, productive workplace.

The more aware you are about yourself, the more productive you will become. The most recently developed DiSC profiles not only provide you with an understanding of your own behavioral style, it gives you specific strategies for improving communication, relationships and results with people who have different styles. 

Some tips for communicating with different styles:

• With the “D” style – tell them what results you need and let them figure out how to get it done. Don’t try to micro-manage or force your will on them. Don’t give detailed explanations and focus on the bottom line in a direct, quick way.
• With the “I” style – approach them in a personable, relaxed and upbeat manner. Don’t provide them with lots of details or be too serious. Use humor and let them know that you value them.
• With the “S” style – approach them in a warm, but delicate manner. Explain step-by-step methods for getting results. Let them know they can count on you and follow up when you say you will. Be as dependable with them as they would be with you.
• With the “C” style – provide them with the details that they need and ask for. Be detailed when responding to their questions and be able to back up your answers with facts.

For example:

Imagine that you are an “S” style, even tempered, patient and people focused. You need to work effectively with a team member who is a “D” style, with traits that are direct and forceful emphasizing on results rather than people pleasing. Realizing the traits of the “D” style will provide insight on how you react to their directness and their strive for success. You are both looking to achieve results but have different methods of getting there. Understanding this will go a long way toward your effective work relationship.

If you want more information about how DiSC can help your organization, please email bonnie @bhrtraining.com 

The post Adapting Your Behavior to Build Stronger Relationships appeared first on BHR Training: Management, Leadership, Customer Service, DISC Certification Training.

These four types were labeled as Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). In the 1970s, a company called Performax was the first publisher of a DiSC assessment.

The understanding of the DiSC model has continually evolved to its Everything DiSC, a series of reports that exists today. The goal of Everything DiSC is to take wisdom about interpersonal dynamics that has been developed through research and theory and help people use this knowledge to improve their relationships and performance in a variety of diverse contexts.

• Dominance – Direct, strong-willed, forceful
• Influence – sociable, talkative, lively
• Steadiness – gentle, accommodating, soft-hearted
• Conscientiousness – private, analytical, logical

If you want more information about how DiSC can help your organization, please email bonnie@bhrtraining.com                                                       

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