Recognizing Other
Styles is only important because
it gives us an indicator of how to best approach someone (“treat others they’d
like to be treated”) if we want to create a winning relationship.
We’ve studied Understand
the Basic of Behavioral Styles which I consider People Reading 101.
People Reading
People Reading
Here’s simple summary of signals people may give as to their
preferred style - the challenge is to understand the basics in order to recognize the signs - then act on simple adaptations of your own.
D’s are:
Extroverted (though
I’ve seen lots of introverted strong D’s – I think it’s believed that just
because they’re dominant, D’s are extroverted – not necessarily so!)
Task OrientedDirect
In Excesses: Impatient, aggressive
Needy for: Results/Control
The Emotion that may clue you to this style: Anger/short fuse
i’s are:
ExtrovertedPeople Oriented
Indirect
In Excesses: Undisciplined, reactive
Needy for: Acceptance, is fun-loving
The Emotion that may clue you to this style: Optimism, enthusiasm
S’s are:
IntrovertedPeople Oriented
Indirect
In Excesses: Possessive, unsure, wishy-washy
Needy for: Trust, security
The Emotion that may clue you to this style: Non-emotional
C's are
Introverted
Task Oriented
Direct
In Excesses: Critical, stuffy, slow to make decisions
Needy for: Logic, procedures, data, to be “right”
The Emotion that may clue you to this style: Fear of criticism
My-Never-To-Be-Forgotten—Oft-Repeated-Very-Important-Note: Discovering your behavioral style is intended to help
you understand more about your impact on and relationships with others and how
you can use that information to improve or create strong and effective
relationships – in your personal or professional world.
Understanding the styles of DiSC® is NOT an opportunity to stereotype
and refer to someone as a “D” (or i, S or C). We all have some of each style within our range of behaviors so
it’s unfair and possibility offensive to call someone by their primary style
indicator. And remember that DiSC® is focusing on a particular role in your
life – circumstances and situations may cause a change in that role and a
change in behaviors. So can styles change? YES! No stereotyping or labeling allowed.
Resources:
The Universal Language Ô DISC, A Reference Manual, 1993, Target Training International, Ltd.
The Universal Language Ô DISC, A Reference Manual, 1993, Target Training International, Ltd.
DiSC® Classic 2.0 Online Profile, Inscape Publishing, Minneapolis, MN
ProStar Coach, Performance Support Systems, Inc. Newport News, VA
ProStar Coach, Performance Support Systems, Inc. Newport News, VA
My Real-World Experience – all over the place!
What we’ve been talking about is the high-level view of
The program all entrepreneurs can use to develop
strong client relationships
image: clipof.com
2 comments:
This is an interesting perspective Christine. I think I'm an I person. And I'm not sure I like that because lately I'm trying to catch all the times I say "I" so I can't replace that with something else.
Julie, if the other descriptors fit, you may well be an "I', but don’t' forget that you have elements of all four styles within you (at least, most people do!). The best thing to do to combat the I, I, I references, is just to stop, think what you’re going to say and find the other word or phrase that isn’t i. I’s are well known for their enthusiastic approach to work, so sometimes maybe you could say “the team’ or “Susan suggested’. Take the load from you you you and give others credit or let them lead.
A wise coach once told me that Awareness itself is curative.” I love that counsel – it works! Let me know how you’re doing.
PS: There’s nothing wrong with being an I, you understand – you’re just identifying a behavior you’d like to minimize – cure yourself by being aware!
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