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For Everything DiSC® Facilitators: Delegating, Developing and Motivating with Everything DiSC Management

for everything disc® facilitators: delegating, developing and motivating with everything disc management 1

Leading is hard work! 

That’s my message to managers and leaders when they complain that the actions I am suggesting they need to take to be effective in their roles are hard, time consuming, or take a lot of effort. One of the reasons leading is hard is because it requires the ability to execute on a broad range of competencies. Some of these competencies come easy to some leaders while different ones come easy to others. But none of them come easy to everyone (or at least not to anyone I have ever met). 

Take the expectation that managers and leaders motivate their team members. To do this effectively, a manager must understand specifically what motivates each team member and then adapt their approach to meet these individual needs. For example, one team member might be motivated by public recognition while another might find this to be uncomfortable – preferring to be recognized in private. A third direct report might be find being given a challenging assignment motivating while another could find this so anxiety provoking that they become paralyzed. 

for everything disc® facilitators: delegating, developing and motivating with everything disc management 2

Delegation poses a similar dilemma. Some team members may prefer to be provided only the desired outcome then left to their own devices to determine how to complete the task. Others may need more detailed information regarding processes to feel comfortable taking on the new task. 

Everything DiSC® Management is a tool to help leaders and managers decode the individual needs of their team members in the areas of delegating, motivating, and developing, as well as understand their own natural approach to these activities.  

Here are some examples of different approaches to delegating and motivating based on a direct report’s DiSC style: 

  • Someone with the Dominance (D) style will likely value taking on exciting projects. They will probably respond well to having the desired outcome explained and being left to figure out how to accomplish it on their own. It is important though to be specific about the limits of their authority and be clear about when they need to check in with you prior to making a decision.
  • On the other hand, someone with the Steadiness (S) style may be most comfortable when step-by-step guidance is provided when taking on new tasks. While it is important to encourage them to take initiative, giving them too much responsibility before they’re ready may create a level of anxiety that is detrimental to their performance.
     
  • A team member with the Influence (i) style will likely be motivated by outward enthusiasm and public praise. Showing openness to their adventurous ideas will help motivate them while they will probably find working alone in a reserved, slow-paced setting to be draining.
     
  • A direct report with the Conscientiousness (C) style will appreciate being complimented in private with a list of specific ways they contribute to accurate results. They will generally prefer working alone and find being required to work collaboratively draining. 

I recently experienced the results of using a mismatched approach for delegating. A new team member was a recent college graduate. For some reason I assumed her style was D. (I know, sometimes we need to remember to use the tools in our toolbelt). I initially tried to give her challenging assignments and to avoid giving her step-by-step instructions.  

When she took a DiSC profile her style was CS. Knowing this, I changed my approach to more gradually increasing the level of challenge of the assignments and providing more detailed step-by-step instructions the first time I asked her to take on a new task. With this change, the quality of her work, which had always been good, became exceptional.  

Please reach out if you would like to explore how Everything DiSC Management can provide your leaders and managers with a tool for adapting their approach to delegating, developing, and motivating so they can meet the individual needs of their team members and take their results to new heights. 

POSTED ON: Interpersonal Communication