“Treat Others As They’d Like to Be Treated” and see if you
can’t make a difference in some relationships – personal OR professional. Everything this month has been leading up to this.
This is People
Reading 301: Adapting to Other Styles
Remember: simplicity and authenticity,
not false behaviors
not false behaviors
If You Are a strong D try these simple adaptations:
To Interact with a “D”
Be yourself. One “D”
communicates with another “D” fairly well.
To Interact with an “i”
Be a little friendlier than usual, and not quite as
business-like. You should get along
easily with an “i.”
To Interact with an “S”
Slow down, present assurances, give more detail, be
friendlier, give them a chance to digest facts, don’t overstress new and
innovative items.
To Interact with a “C”
Present plenty of
proof and facts, make sure all questions are answered, take it slower than
usual, don’t be pushy or go too fast.
If You Are a strong i try these simple adaptations:
To Interact with a “D”
Don’t tell jokes or
make small talk. Stay very business-like
and don’t waste time.
To Interact with an “i”
You’ll have no
trouble relating, but just remember to conduct some business.
To Interact with an “S”
Don’t become overly
friendly until you’ve earned trust.
Stick to facts and figures. An
“S” will enjoy some socializing and small talk, but still needs lots of basic
information in order to make decisions.
To Interact with a “C”
This could be your
most challenging interaction. “C’s” are
not impressed by storytelling, time-wasting, or socializing. Give facts, figures, and proof.
Tomorrow: Adaptations for S's and C's
image: heidimorton.net
2 comments:
I'll reserve comment until I see the other two sets of recommendations you provide...
OK, Mr D - no problem! You'll see that they have to step up to it too (but can they becomes the bigger question!?) - I guess you've gathered from all this that your C runs a tad high too. People have asked me if it was schizo to be high D & C - after all, they do conflict, don't they? But you're just people with high demands on your tasks AND yourself - high standards, probably unrealistic expectations (though likely fair expectations) of others which leads to so much frustration for you. But when you get a job done, it's done to perfection as you judge perfection. (There may be some stragglers and roughed-up feelings left in the lane! But the work got done right!)
And that's the other thing about D and to a large extent C's: they will step up to problems. Look at some of the performance issues in your work place (and there are some!) and how they're being (not) handled. I's and S's are hopeless at addressing performance issues, allowing them to drag on; i's hoping it'll all get better - surely it will if just given enough time! - and S's avoiding conflict at any cost. It's almost possible to make a case for using a DiSC type tool to make hiring decisions, but I don't advocate that. Good to great interviews can accomplish much more.
We'll see what you think tomorrow, Roy - keep talking!
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