Wiley Everthing DiSC® tools will help you to quickly understand and improve working relationships.

 

I have worked closely now for almost two years with the Wiley Everything DiSC® tools and realize how they, especially, DiSC Workplace®, have helped me to quickly understand and improve working relationships.  

I think back to challenging working relationships years ago, especially with supervisors, and wish I understood DiSC assessment styles then.

 

Recognizing DiSC Assessment Profiles with Upper Management

I was in a regional HR role and “Ron” was my boss based six hundred miles away.   We had our weekly meetings by phone where I, as a “D” style (Dominance), would call with my issues to resolve expecting quick action-oriented answers. I would have determined what I thought were the options with the criteria of speedy resolution and direct confrontation with the people involved. I must have not appeared concerned for the feelings of those involved.

Ron, who was an “S” style (Steadiness), wanted to know for each issue who was involved and if both of the sales directors in the office were “comfortable” with my recommendations. Ron wanted to know if I had really thought about it and considered how the vice presidents (their bosses) might react. At the time I would get off the phone frustrated thinking Ron was only concerned about corporate politics.

I now realize as an “S” style he wanted all to agree and cooperate and felt it was worth waiting to gain alignment. Appreciating his “S” style, especially since he was my boss, I could have better anticipated his need for everyone to be involved and on board and at least acknowledged his concerns.  I would have at least been less frustrated and stressed each week!!

 

Recognizing DiSC Assessment Profiles with Clients 

Recently I was beginning a project with a new client.  Knowing my main contact has a “CD” (Conscientiousness/Dominance) style, I knew she would want to have a detailed project plan on my approach for gathering and analyzing the needed data.

I quickly realized the other two contacts had styles that were probably more in the “I” (Influence) and “S” (Steadiness) of the DiSC circle. I didn’t know their DiSC styles but was able to use the DiSC model to “predict” what their styles might be based on our interactions. They were not concerned about my project plan, but wanted to make sure all the interviewees would be treated with respect and recognized for their contributions.

With this input, and the project plan, I was able to complete the project in a very short time frame with decisive results and people “feeling” good about the process.  

Thinking about the styles of the stakeholders and what their needs and priorities might be saved me time and got me results. This made the “D” style in me happy!

 

Learn your communication style and improve teamwork. Take DiSC assessment now. 

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