From Good to Great
Building successful organisations don’t just require hiring highly-skilled individuals.
It also requires aligning people to their job roles and finding a good team fit.
By understanding how each team member communicates and makes decisions, you can think strategically about how to drive your organisation to success.
After years of being a leadership coach, I have discovered that to develop high-performing and supportive teams, leaders must identify and understand each of their team members' behavioural patterns and preferences.
This can be done using behaviour profiling tools.
After years of research, hard work and first-hand experience, one of the most powerful tools I have discovered is the DISC Assessment.
What makes this different from other tools is its ability to identify the difference between a person’s natural behavioural tendencies from adapted styles.
It identifies 4 styles:
The Dominant Style
The Influencer Style
The Steadiness Style
The Compliance Style
Understanding these behaviour styles creates room for development inside your organisation…
Tune into your team’s energy levels, movement and attitude
Unveil possibilities to develop your team members in directions that were previously difficult to access.
Learn how to adjust your behaviour in order to be even more effective in any situation
How can you recognise the 4 DISC styles in your team?
Let’s take a closer look at the four behavioural styles.
They like facts, hard values, results, change and renewal.
Makes fast and independent decisions
Uses a big-picture approach
Doesn’t need much information before making a decision
Assumes control of the conversation
Says what they think, show feelings on their face
They like people, communication and openness, influencing and generating ideas.
Looks for a favourable solution and be optimistic about outcomes
Doesn’t need lots of supporting information but may overlook details
Great at giving constructive feedback
Chatty, inspiring and encouraging
Can get enthusiastic when agreeing
They like collaboration, considering others, traditions and checking.
Prefers support when making decisions
Thinks about how it has been solved in the past
Answers when asked and doesn’t interrupt or carry on
Prefers 1-on-1 talking not large groups
They like logic, systems, analysis, examination and instructions.
Concentrates on facts and details
Often prefers written communication
Master of details but often loses the big picture
Comfortable with silences as needs time to think
The 3 questions to better decision-making and communication inside your organisation
Start by asking yourself these questions:
What is the current decision-making and communication strategy inside your organisation?
How do other people perceive the way you communicate?
What are you planning to change in the next 3 months?
Be ready to create a common language and self-awareness to better understand yourself and your teams.