DiSCovering Team Dynamics
I love that satisfying feeling when you spot the home for the puzzle piece in your hand, and it beautifully snaps into place. Queue the satisfied seal meme!
It's like the perfect fit feeling I had recently with the results from my DiSC assessment as a part of my DiSC Certification Course. For some of you it comes as no surprise that I’m a big old “C” – conscientious. I’m analytical, reserved, I value accuracy and efficiency. I love to learn (“What’s that you say? Another certification!), fear being wrong, and am risk averse. “C” fits me like a custom glove.
During the certification course I was in a breakout room with fellow “C’s” and we were discussing what our best and worst days looked like. I said, "That’s easy! My best day is when I have a map, compass, backpack, water bottle, snacks, accurate weather forecast, and I get to work humming along (by myself) working toward clear goals with adequate resources and context to navigate irregularities. The worst day is getting dropped off in the jungle with a machete and I have to spend my day bushwhacking trying to figure out where I’m going.”
The looks on the faces of my fellow C's were of awe and astonishment. They were blown away at how eloquently I expressed their innermost wants and desires. We all instantly clicked like that perfect puzzle piece. We felt seen, heard, and felt like we should all go have beers together as new best friends.
Do you yearn for that feeling when everything just clicks, and you don't even have to try?
With these beautiful out of the box relationships there can be an automatic trust with his sense of familiarity which makes preventing and managing conflict easy-peasy. The reality is that we don't live on that magical unicorn utopia where everyone is like us. (If you do, perhaps you need some diversity or have joined a cult.) In the uncultivated wild of the real world, awareness of yourself and others becomes your superpower in building relationships, motivating employees, and getting things done. And we need variety and diversity in our teams to keep things moving, ensure the products/processes work, are united with a shared vision/goals, and are considering needs appropriately.
I know that my comfort zone can be antagonizing to other DiSC styles (There are four main DiSC styles D-Dominant, i-Influencer, S-Steadiness, C-Conscientious). For example:
Dominant (D – results driven, competitive, impatient) These folks don’t like to waste time and want to get stuff done. I could drive them crazy if I don’t make a decision they see as easy. While I can appreciate a nudge, I wouldn’t want someone breathing down my neck. I strategically partner with this style when I need to commit to action.
Influencers (i – expressive, enthusiastic, social, disorganized) The “i’s” may think I don't like them or their ideas because I'm not outwardly bubbly and easily as fired up as they are. They may see me as cold because I don’t mirror their level of excitement even though I appreciate their enthusiasm and vision, I’m probably busy thinking about HOW we are going to get a plan together to execute the idea. I seek out i’s when I need inspiration and energy.
Steadiness (S – thoughtful, accepting, cooperative, overly accommodating) This population of people appreciate my thoughtfulness and attention to detail and slower pace and can still be put off by my tendency toward logic and hyper-rational decision making over how it impacts the group. I seek out the slower pace of S’s reflected in myself when I need to consider other viewpoints and talk things through.
The key point here is that there isn't anything wrong with any one or any style, there are simply gaps between how we prefer to approach situations, different tolerances for risk, and our desires to want to stay in those comfort zones. With the knowledge of what each party values we can engage in productive conversation. The thoughts in our heads shift from 'why is Kris ignoring me/sidestepping making the decision/being cold' to 'Kris is a cautious person and I'm asking her to take a risk she isn't comfortable with.” As a manager, being equipped with this knowledge and how to support and connect with these different styles is like having a secret decoder ring!
How much better equipped would you feel to have a conversation if you had a sense that it wasn’t likely incompetence, spite, or lack of support contributing to my lack of decision making? Without know these important aspects about your team, it can feel like trying to solve a puzzle with your eyes closed.
Get a better signal to noise ratio
While there aren't equations and formulas you can use to predict or control human behavior, assessment tools like DiSC can shine a line on where challenges originate, create a vocabulary and perspective to discuss, and new ways of seeing where the actual issues reside. When you have quality data, you aren't left guessing and filling in the blanks with hyperbole. Who doesn’t want a better signal to noise ratio?
If you are interested in gaining insight to what makes you and your team tick so you can achieve results with less friction, schedule a time to explore solutions to get your team running like a Swiss watch.
