Submitted by jscottpearson on
Hi Manager-Tools community!
I was tipped off to the Manager Tools podcasts from fellow Customer Support Manager in the Support Driven Slack community. I started listening about a year ago and have greatly benefitted from all the podcasts, Show Notes, and other resources.
I manage a 22 person SupportOperations team for a SF-based design software company. I am not managing managers and it's been a great learning experience.
Our company has used DISC in the past and I immediately fell in love with it. I'm a SC and it all resonates with me! After listening to all the podcasts on DISC, I decided to do it with my managers and now I've rolled it out with all the ICs. I gave a presenation on DISC to the entire team to help clear up confusion about what it is/isn't, make it fun, show my behavioral style and that of the other managers. Then the team all took the assessment.
Tomorrow, we'll be going "round robin" in a team meeting to share some thoughts. I'm trying to keep this pretty lightweight. "What resonated? Was there anything that didn't resonate? Any interesting 'a-ha' moments that you had along the way?"
Here's are my 2 questions:
I have a few people who have been on my team for several years. They took DISC a couple years ago and their "dot" DRASTICALLY moved. I have an S who is now a CD and a CS who is now an I. I understand that there can be some movement (I moved from S to a little closer to SC), but these seem like pretty wild changes? Is that expected? Somewhat common?
Second question: I have a new(er) team member who I've pegged for a CD. Her result is a firm D. I can see it to a large extent. However, she's quite opinionated (lol, she's a D) and she doesn't feel that anything along the way, nor the result resonated with her. Thoughts on how to address that? When someone wants to be so opposed and seems unwilling to recognize that there's probably a lot of truth to the assessment.
Don't Sweat the details - let time be the proof
Hi and welcome.
I'd like to get right to the point
-- Answer to Question #2
BLUF (Bottom Line Up Front) : DISC is a personal tool - for the person using it. If they don't see the usefulness and the value - then let them wrestle with it on their own for a while. You don't have to convince them.
You have introduced DISC to your Team as a tool for them to use to be more effective - and to be more effective with each other.
If they don't like the tool they can ignore it - until they start seeing that it works.
I recommend that you ask this person to ignore what it says about themselves - and just start using the DISC when interacting with fellow team members.
1 - Here is a PodCast about this point -- Please Listen - (and maybe even assign it to your Team as a Weekly Assignment)
The Biggest Mistake using DISC
2 - Here are two Podcasts that address a good way of rolling it out to the Team.
Roll out DISC
-- Answer to Question #1
3 - Don't Forget that Just because the DISC says one thing is High- that doesn't mean that a person can't channel and infuse another trait during work. And it might starte becoming more natural.
I am a natural High S – with a High C close behind.
But, when I'm sitting in my Boss chair, often my directs only see me as High "D" -
and When I am in a Meeting fellow execs folks see me as an High "I"
D & I are my lowest DISC traits - but I can turn them on when I'm at work.
So yeah - When taking the assessment the traits can change depending on how long a person has had to exhibit them.
The last time I took the DISC Assessment I answered it as if I was still in my old job as Dept head --- Now that I am an Exec Director for a while - I think I might answer a few of the assement questions a little bit differently.
Good Luck !
Thanks for your reply and the
Thanks for your reply and the links! Much appreciated.
I got curious from your
I got curious from your response - i got insights! Just a query - how is DISC different from MyersBriggs Personality Test? Are they interrelated with each other?
Thanks in advance :)