DISC Personality Profile: Working Together
By Chris Hammond
You understand your personality profile and can now see how
the pieces fit together to form a whole functioning group. So now the struggle becomes how to
communicate effectively with each other.
Effective communication is difficult under normal circumstances but try
complicating it with different strengths, weaknesses, needs and motivations and
you are likely to feel a bit overwhelmed.
Worse yet, do this for an entire team of different profiles and watch
your time disappear.
Instead of resorting back to the way things were before you
learned all of this information, try incorporating a couple of these tactics
the next time you have a team meeting.
Remember you can meet the needs of all your personalities in one meeting
at one time which in the end will save you time and energy while reducing
stress and frustration.
Project Outline.
In order to better understand effective communication, the same example will be
used for each profile. You have been
given a task of reducing your team’s budget by $1M over the next three years
and are holding a team meeting to communicate the expectations, deadlines, and
potential concerns.
What. For the dominating in your group, they need
to know the “what” of this project. They
are not interested in how you think they should go about cutting the budget or
who is involved; rather they just want to know what are the expectations and
deadlines. The more information you give
them the more likely they are to be frustrated and fear that you don’t trust
them to complete the task. Less
information is best, they will ask for more details if they need it.
Who. For the influential in your group, they need
to know “who” is involved this project.
While the other information such as deadlines and objectives are necessary,
you will get further if you explain who will be involved in the project with
them and who will be reviewing the project in the end. If there is potential for public recognition,
use this as a motivating piece to encourage the project to be completed on a
timely basis. For this group, it is best
to move the deadline earlier as they are likely to be late.
How. For the steadfast in your group, they need to
know the “how” of this project.
Questions like how is this project going to be measured, how are they
going to tell someone that the budget has been cut, and how are they going to
viewed by others are important issues to address. The more support, reassurance, and loyalty
you can show this group the more comfortable they will be accomplishing this
task. This group will come back to you
over and over again because they are afraid of hurting someone along the way.
Why. For the conscientious in your group, they
need to know the “why” of this project.
Begin by explaining the big picture of why the budget is being cut then
move to why their specific area needs to be cut. It will be hard for this group to participate
in such a project without fully understanding all of the details and decisions
that lead to this conclusion. Give them
as much information as you can and then redirect them to someone else for
additional information if needed. More
information is better than less.
Don’t feel as though everyone needs to hear all of this
information, they don’t. if the
dominating of the group are done, let them leave and begin to work. If the influential of the group want to hang
out because they like to be with others, let them but don’t expect them to hear
anything past the “who”. You will have
to give the steadfast permission to leave the meeting as they are least likely
to take initiative. But the
conscientious of the group will outlast and out question all of the
groups. Meeting the needs of each group
one time is a far better use of your time and will reduce the level of stress
for your team.
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"Reprinted with permission from the LifeWorks Group weekly eNews, (Copyright, 2004-2012), To subscribe to this valuable counseling and coaching resource visit www.LifeWorksGroup.org or call 407-647-7005"
About the author- Chris Hammond is a Registered Mental Health Counselor Intern at LifeWorks Group w/ over 15 years of experience as a counselor, mentor & teacher for children, teenagers & adults.
"Reprinted with permission from the LifeWorks Group weekly eNews, (Copyright, 2004-2012), To subscribe to this valuable counseling and coaching resource visit www.LifeWorksGroup.org or call 407-647-7005"
About the author- Chris Hammond is a Registered Mental Health Counselor Intern at LifeWorks Group w/ over 15 years of experience as a counselor, mentor & teacher for children, teenagers & adults.