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Hi,

I'm a direct w/in a organization that works w/in a matrix environment.

I really think my team would benefit from listening and learning more about DISC and manager's tools.

As a direct (high D & C) what would be the most effective way to recommend and share Manager's tools & DISC to manager and overall team?

mmcconkie's picture

I'll be interested to see what others say regarding this. My 2 cents is that you shouldn't recommend MT to your boss.I LOVE MT, and I think that every manager would benefit from listening to the recommendations here. But recommending this to your boss, in my mind, would be similar to giving your boss feedback. You can check out the cast here on why you shouldn't give your boss feedback: https://www.manager-tools.com/2012/02/do-not-give-feedback-your-boss. I think at best you can mention it in passing as something that YOU listen to. Something I've done in the past is, "Hey, boss. I know training budget is tight, so I've been doing my own management training through Manger Tools. The bulk of their material is free and it's all super high quality and actionable." Or I know that I've had companies in the past say something like, "We are looking for good books to read as a team. Let us know your suggestions." I'll always point them to the Book Reviews segment of this site in hopes that they will find other value and catch on that way. But I wouldn't ever tell my boss that he should try and listen to this directly, because I think that would come across as, "I know you're not doing a very good job, so do this to do better."

If there is someone who has found an effective way, let us know! 

Thanks,

mmcconkie

mfculbert's picture

I have to say that I agree with mmcconkie completely.

And, as a high D, you may well ignore our advice. Focus on your enthusiasm for the tool and let your supervisor know you are listening regularly.  I would not go further than that.

Martin

tabitharizzio's picture

Thanks for sharing feedback.

In the vain of sharing information in order to increase overall team dynamics do you think its appropriate to share w/fellow co-workers?

 

 

altadel's picture

If someone asks, "How are fabulously productive when the systems here seem set up to thwart us", sure. But unrequested advice will be unheeded advice. Live it and lead by example, I'd say.

williamelledgepe's picture

I mention to people any combination of the following: "I learned XYZ on Manager Tools."  "I follow the advice I learned on MT podcast - they have lots of good advice/recommendations."  "I listen to this podcast that helps me improve my skills."  My boss has written the name down (though I don't believe she has done anything with it).  Some of my peers have said, "interesting" (with little follow-up).  My staff have been asked to listen to particular casts.  I'm going to buy the book for my staff (as soon as I figure out what I want Mark to sign).

I have chosen to not make a recommendation - other than to my directs/skips.  For other's skips who occasionally come to me for advice I will say somethign like, "If you want to learn more about XYZ, check out this podcast."

mrreliable's picture

You're a direct. I can't imagine a manager graciously accepting your advice/direction about following Manager Tools or any other instructions about how to better perform their job.

You said you're a direct. Is it safe to assume you haven't actually implemented processes learned on Manager Tools? It's great to learn whatever you want, and this is the best place I've found to learn about management. I just think it would be guaranteed to annoy your manager to say you know a better way, especially if you haven't actually done it yourself.

You talk about "my team." The alarm buzzers are going off.

"As a direct (high D & C) what would be the most effective way to recommend and share Manager's tools & DISC to manager and overall team?

You're not asking if it's a good idea. You're asking what the best way to implement the process. Good luck if you decide to do it. You'll need it.

todmv01's picture

It largely depends on the relationship you have with your immediate supervisor. I have reported to effective and less effective managers. Opportunities for sharing informaton from M-T will arise from time to time. Share your experiences without regard for how that information is put into use. Don't be surprised or take it personal when no action is taken. Over time, your results and the results of your team will speak volumes.

Other things to consider that have helped me...

1. Post the open door policy, 1:1 overview, and D.I.S.C. summary in your cube or office.

2. Speak to the M-T podcasts you have listened to in your annual review as self-pased training. 

3. Color code 1:1 meetings with your directs on your calendar.

4. I use a separate college rule composition notebook for each of my 1:1 meetings. The notebooks are kept on my desk. When asked, I share how they are used. 

tabitharizzio's picture

Thanks for all the different responses.

Think it is very interesting that we are have these societal "norms" where depending on your role sharing of helpful and effective communication skills is considered taboo.  

I'm hoping the manager's tool team has a podcast on this type of situation and scenarios as if we'all have to wait around for manager's become "aware" then things may never change.

 

 

tabitharizzio's picture

Thanks for all the different responses.

Think it is very interesting that we are have these societal "norms" where depending on your role sharing of helpful and effective communication skills is considered taboo.  

I'm hoping the manager's tool team has a podcast on this type of situation and scenarios as if we'all have to wait around for manager's become "aware" then things may never change.