Can one of you help give me some Guidance on providing DISC based feedback for two situations with one of my directs?
The Direct is a High ‘D’ followed by a high ‘C’ He is an IT Engineer that is a top performer, with high tech skills and low people skills.
Can you help me describe the outcome here? – This direct often does not support my decisions. Example: When I make a decision his high D pops out and he says something like. "That’s wrong and if you do that then I won’t support that IT system anymore." I’m presuming the specific behavior is “When you tell me you won’t support a system due to a decision I made” – In what terms should I state the outcome so that his high D will care?
I frequently need information from this same direct so that I can make the best decision. Often when I ask he is condescending and difficult to get the answer from. An example would be “If you’re asking me that question, someone is clearly doing something wrong and the system is going to be all screwed up”
I’m having trouble defining the specific measureable behavior here. I know I’d be wrong to tell him he’s condescending. Can you help me measure this behavior? And again I also need help defining the impact of this behavior in his terms – High ‘D’
I’m a new manager 90 days in with my team. I’ve been implementing the Trinity per the schedule suggested here at MT. O3’s started first 3 weeks. Feedback implemented 6-8 weeks after that. Getting close to implementing coaching.