Managing someone with a different learning and communication style than yours can be both challenging and also rewarding. In my work, I use the DiSC® profile to help people I work with to understand these differences better and improve communication and collaboration. There are other tools that can be helpful as well.
Before you can manage someone else effectively, it’s crucial to understand your own styles and preferences. The DiSC® profile identifies four primary styles. Here are some simple descriptions:
Dominance (D): Direct, results-oriented, firm, strong-willed.
Influence (I): Outgoing, enthusiastic, optimistic, lively.
Steadiness (S): Even-tempered, accommodating, patient, humble.
Conscientiousness (C): Analytical, reserved, precise, private.
Knowing your strengths and potential blind spots helps you adapt your approach to communicate better with others.
I don’t have any idea what your actual style is, so I’m going to use a hypothetical example…
Let’s say you’re a strong Dominance (D) style manager, you might find it challenging to work with someone who has a high Steadiness (S) or Conscientiousness (C) style because of your differing approaches and priorities.
In this scenario, you like to be direct, fast-paced, and focused on quick results. You push for rapid decision-making and expect immediate action, valuing efficiency over process. However, an S-style employee values stability, consistency, and prefers a more collaborative and patient approach. They might feel overwhelmed or stressed by your urgency and directness, needing more time to consider decisions and desiring a more supportive environment.
Similarly, someone with a high C-style prioritizes accuracy, detail, and thorough analysis. They may become frustrated with your impatience for detailed explanations and your tendency to overlook meticulous planning in favor of speed.
These differences can lead to misunderstandings, decreased morale, and reduced productivity. To bridge this gap, try to adapt your style to accommodate their needs. Provide the S employee with more time and support, and give the C employee the detailed information they need to feel comfortable with decisions. This flexibility will help improve communication and overall team performance.
Make sense in theory, right? But theory doesn’t get the work done. So what can you do right now?
Below are four things you can do today that will help your interactions with the people you work with:
1. Identify Their Style
Try to identify the DiSC style of the person you’re managing. You can do this by observing their behavior and communication patterns (or by having them complete a DiSC assessment). Here are some clues:
- Dominance: Straightforward, decisive, focused on results.
- Influence: Talkative, enthusiastic, social.
- Steadiness: Patient, good listener, seeks harmony.
- Conscientiousness: Values accuracy, detail-oriented, prefers structure.
2. Tailor Your Communication
Once you know both your and their styles, you can tailor your communication. Here are some strategies for managing each style:
Dominance (D)
- Be Direct and Brief: They appreciate concise communication. Get to the point quickly and focus on results.
- Show Confidence: Demonstrate competence and confidence in your decisions.
- Provide Challenges: They thrive on challenges and opportunities to achieve.
Influence (I)
- Be Enthusiastic and Friendly: Show warmth and energy in your interactions.
- Encourage Collaboration: They enjoy teamwork and social settings.
- Recognize Contributions: Give regular positive feedback and recognition.
Steadiness (S)
- Be Patient and Supportive: Show empathy and give them time to process information.
- Provide Stability: They value security and consistency.
- Encourage Feedback: Create a safe space for them to share thoughts and concerns.
Conscientiousness (C)
- Be Clear and Detailed: Provide thorough explanations and allow time for analysis.
- Respect Their Need for Accuracy: Acknowledge their precision and quality work.
- Give Them Space: They may prefer to work independently and need time to think through decisions.
3. Flex Your Style
As a manager, it’s your responsibility to flex your communication style to fit your employee’s needs, not the other way around. Here’s why:
You hold the power to set the tone and create an environment where your team can thrive.
When you adapt to their style, you show respect for their individuality, which fosters trust and openness. It also encourages them to engage more fully, leading to better performance and satisfaction.
4. Foster an Inclusive Environment
Create an environment where all styles are valued and respected. Encourage open communication, provide regular feedback, and recognize the contributions of each team member. This inclusivity helps everyone feel valued and understood, leading to a more cohesive and productive team.
Remember, as a manager, it’s your job to flex your style to meet your employee’s needs. This doesn’t just improve your management skills. It also enhances your team’s overall performance and satisfaction.
Ask me about tools and resources that can help you manage different DiSC styles effectively:
- DiSC Assessment Reports: These offer insights into an individual’s style, including strengths, weaknesses, and communication preferences.
- Workshops and Training: DiSC workshops to help your team understand each other’s styles and improve communication skills.
- DiSC Coaching: Work with a DiSC-certified coach, like me, for personalized advice and strategies for managing your team.