Skip to main content

Reflections on my D-behaviour preference

Image
By

Pádraig Ó Lúanaigh and his Everything DiSC - D style

I wonder if discovering your Everything DiSC® preferred behaviour style is a bit like ordering a meal in a restaurant ? While you are happy with your style - everyone else's style looks more appealing !

Completing the online assessment to uncover my Everything DiSC® type was easy and took about 20 minutes to complete - and it turns out I am a 'strong' D style. There are four 'types' in the DiSC system D - Dominance, i - Influence, S -Steadiness and C - Conscientiousness.

Of course there is no ideal or perfect style to be and in truth most of us will demonstrate a mix of styles. I was assessed as unmistakably D and it is hard for me to disagree since the assessment result was based on my responses to the questions ! 

Doing this assessment allowed me to reflect and re-consider my behavioural patterns and reactions. 

My detailed report reminded me and I had to agree that I am motivated by power and authority and success. I couldn't disagree and neither could my family and colleagues that I prioritise taking action and challenging myself and others in almost everything I do. 

And there was no hiding from the fact that I can be impatient and insensitive when under pressure. As I reviewed my style, I wished I had been an S or I style ! 

I saw those other qualities and behaviours are so much better; giving support, enjoying collaboration, humility ....

As I read more of my personal assessment I was reminded that the key message is not so much your preferred behaviour style but how you have increased awareness of how your approach and view of things can differ from others - not because they are wrong or trying to frustrate you - but simply that they 'see' and approach things differently. 

And this has been the real benefit of doing an Everything DiSC® assessment - my personal reminder to be more self-aware of how my behaviour is influenced by my priorities and fears and the need to have a genuine appreciation for others and remembering that their motivation and fears may be different to mine.

If you are interested in what style you might be - try this .... which statement do you identify with more 

1 -Active, Fast-paced, Assertive, Dynamic, Bold   or

2 - Thoughtful, Moderate-paced, Calm, Methodical, Careful 

now choose between one of these

3 - Questioning, Logic-focused, Objective, Skeptical, Challenging   or 

4 - Accepting, People-focused, Empathising, Receptive, Agreeable

If you chose the words in 

1 and 3 you could be a D style

1 and 4 you could be an i style

2 and 4 you could be an S style

2 and 3 you could be a C style

Knowing you preferred behaviour style is of course just the beginning - the real benefit of an Everything DiSC® profile is the insight and information about how your can better interact and communicate/work with all four styles.

While I still envy the qualities of the other three DiSC styles - I am learning to maximise my own tendencies while also watching out and controlling better my reactions when under stress - which I guess is key to being a better version of myself and an more enlightened leader !

I loved Everything DiSC® so much I went off and became a certified trainer. If you want to find out more about the suite of assessments and profiles I have created an Everything DiSC® page on my website that has more detail, videos and sample reports.

CH Executive Coaching

Labels:

Comments

Post a Comment

Popular posts from this blog

Cognitive Biases and Their Impact on Decision-Making: A Guide for Leaders

By
Cognitive biases are a set of mental shortcuts that our brain relies on to make decisions quickly. Although these shortcuts can be helpful in certain situations, they can also lead to errors in judgment and decision-making. As a leader, it is important to be aware of these biases and actively work to counteract them. One common cognitive bias is confirmation bias, which is the tendency to seek out information that confirms our existing beliefs and ignore information that contradicts them. As a leader, it is important to be open to new ideas and perspectives and to actively seek out feedback from others. Some others that you may experience are; The halo effect, which is the tendency to judge someone based on a single characteristic or trait. This can lead to overestimating someone's abilities based on a positive first impression or underestimating them based on a negative one. As a leader, it is important to evaluate people based on their actual performance and not just their percei...
Post a Comment
Read more

Leading and working with Gen Z in a clinical workplace

By
As a nurse manager, leading a team of Generation Z staff members can present unique challenges. However, with the right approach, you can effectively manage and motivate this generation to provide high-quality patient care. Gen Z. literally were born holding a smart 'phone ! As the generational group born from 1997 they are now in their early twenties and some are likely to be part of your team already. First, recognize that Generation Z values transparency, collaboration, and feedback. Regularly communicating with your team and providing opportunities for open dialogue can help build trust and foster a positive work environment. Additionally, consider providing regular training and development opportunities to keep your team engaged and motivated. Generation Z staff members are eager to learn and grow in their careers, so investing in their professional development can lead to a more productive and satisfied team. Finally, embrace technology and utilize it to streamline processes ...
Post a Comment
Read more

Thinking about teams ....

By
  Today's walk was the first where a coat was necessary for a long time ... with a storm at my back I headed back along my familiar road and was reflecting on the common theme that featured with a number of those I had been coaching this week. Team performance and how to 'get' teams to function effectively was the key challenge facing people this week .... I don't know why but a return to 'office working' or implementing hybrid models of working is my suspicion.  When thinking about and discussion team working I frequently go back to my preferred definition of a team by Katzenbach and Smith (1993)  A team is a small number of people with complementary skills who are committed to a common purpose, set of performance goals, and approach for which they  hold themselves mutually accountable While one of many definitions of teams, this is my preferred - mainly because it reminds me of how seldom I have actually being part of or led a team or teams that fully meet th...
Post a Comment
Read more