At Bespoke HR we say — “Treat people not how you want to be treated, but how they want to be treated”. Although we think we should treat others how we would like to be treated, the truth of the matter is that this approach is not always accurate. The same goes for communication. As leaders, it is important to communicate in a way that aligns with an individual’s style of communication.
Communicating effectively with different personality types can be a challenge, especially when it comes to leading a team. Understanding how each individual personality type communicates is key to being an effective leader and getting the best out of your team.
The DISC profile — a highly applicable personality profiling tool developed by Psychologist William Moulton Marden, is an effective framework to apply to a range of leadership challenges and situations that deal with a diverse mix of people.
In this blog post, we will discuss how to communicate as a leader with the four main DISC personality types. We’ll explore the individual styles and preferences that each personality type feature in order to make sure everyone is on the same page.
Dominance (D)
When it comes to communicating with the Dominance (D) personality type, it is important to understand that they appreciate directness and clarity. They are results-oriented and expect a clear plan of action.
In order to effectively communicate with them, you need to be clear about your expectations and make sure you give them a timeline for their tasks. This will help them stay focused on the goal and motivated to complete the task in a timely manner. It is also important to allow them autonomy in their work and to provide them with constructive feedback that is concise and direct.
The Dominance type prefers fast-paced interactions, so you should avoid getting bogged down in too much detail or going off on tangents. Stick to the facts and be prepared to answer any questions they may have quickly and succinctly. They are often assertive and may come across as aggressive, so it is important to remain professional and courteous when communicating with them.
Finally, it is important to recognise that the Dominance type appreciates being rewarded for their hard work. Be sure to acknowledge their successes and offer praise for a job well done.
Influence (I)
The Influence personality type is the most outgoing of the four DISC profiles. People with this type of personality tend to be charming and persuasive, often taking the lead in conversations.
They are naturally curious and seek to learn new things, often asking lots of questions to deepen their understanding of a subject. When communicating with people of this type, it is important to be open and honest about your thoughts and feelings, as well as being flexible in your approach. Speak confidently and provide clear instructions and guidelines to help them stay on track.
People of the Influence type thrive on positive reinforcement and recognition for their efforts. Give them compliments for a job well done and encourage their innovative ideas. Let them know that their opinions matter by truly listening to what they have to say. Be sure to keep the conversation light-hearted and interactive; ask them questions to get them talking, and never take it personally if they disagree with you.
Overall, it is important to remember that everyone has their own unique way of expressing themselves. As a leader, you should strive to meet your team members where they are by using language that speaks to each person’s needs. With the right combination of respect and understanding, you will be able to create a strong bond with your Influence team members that will last for years to come.
Steadiness (S)
Communication as a leader with Steadiness personality types is all about finding common ground. This type of person values predictability and consistency in their environment, so it’s important to create a comfortable atmosphere where they feel safe and secure. The key is to build trust and connection by being understanding and supportive.
When communicating with a Steadiness personality type, it is important to take things slowly. This type of person does not like to be rushed, so allow them time to process information and make decisions. Be patient and provide plenty of reassurance as they work through the details. Emphasise the value of the relationship, rather than the task at hand.
Be aware that Steadiness personality types may take longer to make decisions than other personality types. It is important to be clear about expectations and timelines so that everyone is on the same page. Set realistic goals and expectations for completion of tasks and give steady feedback throughout the process.
When communicating with a Steadiness personality type, it’s important to recognise their strengths and contributions. Show appreciation for their loyalty and hard work, while making sure they know that they are valued members of the team. Acknowledge their feelings and listen carefully to their ideas and concerns.
By adapting your leadership style to the needs of the Steadiness personality type, you can ensure effective communication and a positive outcome for everyone involved. With patience and understanding, you can build a strong bond with this type of person and foster a productive working relationship.
Conscientiousness (C)
Conscientiousness is one of the four categories of DISC, and includes individuals who are organised, responsible, reliable, and hardworking.
When communicating with Conscientious individuals, it is important to provide them with structure and organisation. They prefer tasks that are well-defined and structured, and like to work within a set of rules or parameters. It is important to be very clear in communication and provide detailed instructions.
Conscientious people value hard work and are driven to get things done. Encourage them by showing your appreciation for their dedication and achievements.
These individuals also appreciate being given responsibility and trust, but may need extra reassurance and guidance. Since they are highly detail-oriented, they may have trouble delegating tasks and may be too focused on minutiae. Encourage them to stay focused on the overall goals and objectives and not get bogged down by the details.
Lastly, conscientious individuals will often take criticism very personally. Therefore, it is important to deliver criticism in a constructive and gentle way. Emphasise their positive attributes while addressing their areas of improvement. Make sure they know that you have faith in their ability to do better in the future.
Knowing your team’s DISC profiles can be powerful when it comes to workplace relations and leading a team. From understanding each profile’s strengths and weaknesses, to special talents and styles of communication, using this framework to tailor your leadership can have profound results. Did you know Bespoke HR offers a signature DISC profile half day workshop for you and your team? Visit our website to learn more https://bespokehr.com.au/training/
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