Managing your employees with DiSC

Managing your employees with DiSC

PUT INTO PRACTICE

1. Adapting your leadership style to your dominant

Dominante rouge

Red dominance

  • Be less controlling and interventionist, and give real leeway when you decide to delegate a task or assignment
  • Accept to work in a team without having to take the lead or command - Seek more often the opinions and support of others by using a more participative or collaborative mode
  • Do not hesitate to congratulate when the work is well done
  • Accept the right to make mistakes
  • When delegating, give both authority and responsibility

Yellow dominance

  • Learn to monitor your actions over the medium and long term
  • Learn to prioritise your tasks and avoid spreading yourself too thin
  • Be more organised and vigilant about your time management

Green dominance

  • Get out of your comfort zone by taking on new assignments, or by accepting to do things differently
  • Express your thoughts and feelings more
  • Learn to relativise and be less personally affected by your colleagues' "mishaps" so that your own performance does not suffer
  • Learn to adapt more quickly to changes or improvements in existing practices
  • Strengthen your assertiveness

Blue dominance

  • Avoid being overly critical of your colleagues' work
  • Check only what is important (not everything) to avoid slowing down the process or upsetting the people you have delegated to
  • Accept your emotions and agree to have more friendly (less formal) relationships
  • Accept that perfection is not of this world. Allow yourself the right to make mistakes
  • Accept to explore different opinions from your own
  • Avoid "over" preparing

2. Managing using DiSC

2.1 Developing your people

Red-dominant employees (Collaborateurs à dominante rouge)

  • Don't go into details, give them the big picture, focus on the important elements
  • Briefly introduce them to the key steps and moments
  • Show them the easiest and quickest way to achieve the goal
  • Tell them what needs to be done and when it needs to be done

Yellow-dominant employees (Collaborateurs à dominante jaune)

  • Give information as you go along
  • Avoid going into detail
  • Be kinesthetic
  • Let them show you what they have learned
  • Avoid being critical and give praise
  • Let them share their knowledge with others

Green-dominant employees (Collaborateurs à dominante vert)

  • Give step-by-step instructions, practical instructions
  • Start at the beginning, and finish at the end. Follow logical steps
  • Give them the opportunity to observe others before they start
  • Give them step-by-step procedures and a work plan
  • Give them the opportunity to do it over and over again to develop automatisms and routines
  • Be a good listener and patient
  • Have them work in sub-groups

Blue-dominant employees (Yellow-dominant co-workers à dominante bleu)

  • Focus on the important points first
  • Develop rational reasoning step by step, in a logical way, while emphasising the purpose of each step
  • Proceed slowly, stopping at key moments to check that everything is clear
  • Ask for feedback, question them about potential improvements
  • Give them the information gradually until they see the big picture

2.2 Motivate

Red-dominant employees

  • Reinforce their commitment by ensuring that you give them the full picture of the situation
  • Present them with the different options and the likelihood of success of each option
  • Allow them the opportunity to make decisions
  • Set limits, but let them take charge

Yellow-dominant employees

  • Give them 'specific' incentives to encourage them to follow through. Set up a short-term incentive policy
  • Suggest ideas to make them look good
  • Reward them in public
  • Let them share their successes with others

Green-dominant employees

  • Show them how their work can have positive consequences for others, how it can be useful to them, or how it contributes to making the situation more stable or safer
  • Make a link between their individual work and the progress of the team. Show them how this work contributes to strengthening their relationships with other team members and how the quality of their follow-up contributes to this progress

Blue-dominant employees

  • Appeal to their need for precision and logic
  • Keep your approach clear, precise and procedural
  • Better still, provide them with illustrations and written documentation and instructions
  • Avoid exaggeration and vagueness
  • Demonstrate to them why the option you are presenting is currently the best available solution

2.3 Giving signs of recognition

Red-dominant employees

  • Where it seems appropriate to reward or encourage their behaviour, emphasise your satisfaction with the results
  • Tell them how happy you are to be working with them and emphasise how the collaboration is beneficial to both of you

Yellow-dominant employees

  • Emphasise your pleasure that they have found the right solution
  • Show them that you appreciate their openness and willingness to help others, to encourage them

Green-dominant employees

  • Tell them how much you appreciate their willingness to be of service to everyone
  • Be methodical, discreet and caring and emphasise the importance of sharing their ideas

Blue-dominant employees

  • Emphasise that you are aware of the efforts they are making to achieve their objectives to a high standard and quality
  • Give specific and relevant examples of this

2.4 Reframing

Red-dominant employees

  • Describe the desired results
  • Show them the gap between the current state and the desired end state while remaining factual (not judgmental)
  • Have them suggest the necessary improvements, their action plan and set a date to review the results obtained

Yellow-dominant employees

  • Present them with the desired result in a specific way and define the expected behaviour
  • Agree with the action plan together and confirm it in writing to avoid disagreements
  • Ask questions to solicit solutions and speak in a positive and optimistic tone: "How would you like to get back to or even exceed your usual sales level?
  • Encourage them to deal with the situation: under stress, they may be in denial and let the situation slip away
  • Be a good listener, and use positive elements to reduce the stress you feel

Green-dominant employees

  • Make sure you only reframe a specific behaviour and not their way of being. They tend to take things personally
  • Point out what they do well before focusing on what they need to improve
  • Question them on how they will remedy the situation, listen, empathise

Blue-dominant employees

  • Identify the factual gap between the desired situation and the current situation
  • Specify the desired behaviour and tell them what changes you would like to see
  • Question them on how they are going to get back to the normal situation or show them exactly how they are going to deal with the situation according to their level of competence
  • Set checkpoints and deadlines together
  • Allow them to 'save face’, in the face of their fear of making a mistake

2.5 Delegating tasks

Red-dominant employees

  • Give them the final objective and let them work.
  • To help them be more effective, give them key information, guidelines and deadlines

Yellow-dominant employees

  • Agree on the objective, the means and the action plan; arrange regular meetings with them to avoid long periods without progress (the tunnel effect)
  • Yellow" employees often have a lot of ideas but are not always realistic about how to achieve them, how to make the objective a reality. Support them in implementing the actions

Green-dominant employees

  • Be aware of their workload when delegating tasks. Green people may be reluctant to ask for help from others
  • Emphasise the sense of purpose and interest in the team
  • Present the task, the deadlines and explain the importance of the process

Blue-dominant employees

  • Take time to understand their questions about the means, processes or support they would need to deal with the situation. The better they understand the instructions, the better they will be able to complete the task.
  • Set a deadline