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Management and Leadership

With a DISC Profile of 1-4-7-3, it is difficult to put results ahead of relationships.  I agree with the idea, I see how much better things will be and I understand why it is necessary (and that it is the right thing to do.)  It is just really tough to do, especially "in the moment."  Any other High-S managers make the jump successfully?  Any advice?

Thanks,

Greg

gpeden's picture
Submitted by gpeden on Tuesday March 12th, 2013 7:53 pm

You are right, its not easy - and all the easy jobs are taken (only half kidding).  

I don't know if you are using the InScape DISC report out -  I found the "Intensity index" page helpful for 'quick' hits for ideas for behavior changes - especially for extremes such as your 7 on S. For example, if you are often "Frustrated By Status Quo" - line 2, then cultivate your ability be 'patient' - line 27.  If you are 'impetuous', then work on acting 'predictable'.. There is a ton of other valuable insight and guidance in the DISC profile - 

I can't speak "as" High-S, but as a High-D I can relate to working on tempering the extreme of a '7'.  Its tough change - and worth it.

 

Thanks,

George

DISC 7511

dmb41carter36's picture
Submitted by dmb41carter36 on Wednesday March 13th, 2013 7:55 pm

Greg, Can you give some examples?

mpew914's picture
Submitted by mpew914 on Thursday March 14th, 2013 3:17 pm

George - Sorry...  I thought I had replied yesterday but it is not posted.  Thanks for your help.  I do have the intensity index and I believe that focusing not only on the opposing "Low-S" descriptors but also on the High-D descriptors will help.

 

DMB41CARTER36,

Examples:  A direct delivers poor quality on a report or audit that needs to be performed.  I will be much more likely to look for the root causes (new to the job, poorly defined system, etc.) and try to work those than just give the negative feedback. 

Second, a direct is not completing a piece of work promptly - I am more likely to give a pass and agree to a new deadline instead of the negative feedback.

Writing these down points out how I have been letting things slide.  Not exactly comfortable.  At the same time I know this is where I need to focus my efforts.  Any help you can offer will be great, especially if you can frame from a High-S perspective.

Greg

dmb41carter36's picture
Submitted by dmb41carter36 on Thursday March 14th, 2013 6:42 pm

As I went through trying to respond to you, I fully feel for you. I am a High I/D and this stuff comes naturally to me. Perhaps you can focus on the light and breif way the guys explain to give feedback. Remember, you are always trying to be as brief and non-chalant as possible. I can also attribute this to the Christmas rule for those of us starting out. Once we stammer through the first few times, it should get much better as we go forward.

I would also reccomend, "It slows us down" as a result of the behavior. It helps to show a joint union in the work. So you could say...

When you are late with the task, it slows us down, can you be on time next time?

 

mpew914's picture
Submitted by mpew914 on Friday March 15th, 2013 3:23 pm

Thanks. Great advice.  You are right - getting started is the hard part.  I look forward to the time it becomes second nature (I won't get there if I don't start!)

gpeden's picture
Submitted by gpeden on Monday March 18th, 2013 1:15 pm

Hi Greg -

A couple of questions that might help us help you dial this in:

  • Are you giving 90% positive feedback and are you (and your staff) comfortable with feedback at that level?  
  • How long have you been implementing the Trinity and are you following the rollout recommendations from a timing perspective?
  • Can you tell us bit more about your staff (how many directs, the general DISC makeup of the team, etc.)
  • Can you give us the DISC of the direct in your example?  It might help us tailor the delivery that is most effective for both you and the direct.  For example. your high-D directs may not even notice (or care) that this is a challenge area for you.  In other words, with a high-D direct what feels very forceful to you may not even register.  Which could be a good thing if you are trying to get your first 'win' under your belt.
  • You might play around with some of the 'softer' openers and closers of the model.  "Can I share something with you" could be a bit easier than "Can I give you some feedback".  
  • It might help if you prepare and rehearse - it may feel a little weird and that's ok.  For the first 10 or so negative feedbacks I gave I wrote down exactly what i was going to say and I practiced it beforehand.  It will still feel clunky - and that is normal.  They way you learn this stuff is by doing - so don't worry about being perfect.

Don't be too hard on yourself - this is the "hard stuff" and the fact that you care enough to work on it is huge. It takes effort to start, stick with, and master something new - stick with it and you will get there!

 

Thanks,

George

DISC 7511