For Everything DiSC® Facilitators: Delegating More Effectively with Everything DiSC®

for everything disc® facilitators: delegating more effectively with everything disc® 1

Delegating is a critical management and leadership skill. And it is one many managers and leaders struggle to do effectively. There are many reasons leaders at all levels find delegation challenging not the least of which is that it makes them feel vulnerable.

Afterall delegation means that as a leader or manager we are giving up control and entrusting responsibility to someone else – and that can be a daunting prospect. On the flip side, accepting increased responsibility makes team members feel vulnerable as well.

But the bottom line is that if managers cannot effectively delegate it hurts them, it hurts their team members, and it hurts the organization.

The question becomes how can you help leaders and managers in your organization increase their comfort level and effectiveness with delegating while at the same time increasing their team members’ willingness to take on increasing responsibilities?

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The DiSC model and specifically Everything DiSC® Management is a tool to help managers and leaders decipher the most effective approach to delegating based on the DiSC style and experience level of each team member.

Delegating Based on DiSC® Style

Here are some ideas of ways for leaders to adapt the way they delegate based on the DiSC style of the person they are delegating to:

  • If someone has a Dominance (D) style they probably like taking on challenging projects. They may prefer to have the desired outcome explained and then be allowed to develop a plan for accomplishing the goal on their own. When delegating to someone with this style, managers will want to be clear about the level of authority you are delegating and when the individual will need to check in regarding decisions and progress.
  • When a team member has an Influence (i) style, they are often enthusiastic about taking on new projects, especially new or exciting ones. However, they may become bored with routine tasks or lose interest after the newness has worn off. Try to assign them responsibilities where they can take the lead in working with a group and publicly acknowledge their contributions. Help them stay focused and moving forward by providing and holding them accountable to deadlines.
  • If a team member has a Steadiness (S) style they may prefer step-by-step instructions, especially when being asked to take on new tasks or responsibilities. Asking them to assume too much responsibility too quickly may create a level of anxiety that hurts their performance. It is important to provide a process that allows them to take on increasingly higher levels of assignments in a systematic way and to be available to provide ongoing support.
  • Individuals with a Conscientiousness (C) style like to take on tasks and responsibilities that allow them to focus on providing high quality outcomes. They also generally prefer tasks and activities that give them the opportunity to work on their own to solve challenging or complex problems. Because of the focus on producing high quality work, they can sometimes get bogged down in details, so it is critical to provide deadlines, and help them understand the level of quality necessary for the task.

With all the styles, it is important to consider the level of the team member’s experience and adapt the approach for less experienced team members versus those with more experience.

Learn More…

If you would like to explore how your organization can help managers and leaders delegate more effectively Contact Us to learn more about Everything DiSC Management which is one of three applications currently available on the Catalyst™ platform.

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