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Successful Decision-Making and Communication: Extend Your Organisation’s Performance

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.

  • Cautious

  • 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

  • Needs a lot of supporting information when making decisions

  • 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:

  1. What is the current decision-making and communication strategy inside your organisation?

  2. How do other people perceive the way you communicate?

  3. 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.

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