Great leaders demand three things from their teams.
3. That they work in your strengths
Leaders who fail to demand all three of those will never rise past mediocrity. Let’s explore each one in-depth so that you, too, can become a great leader.
Great leaders demand accountability, pushback, & that their teams work in their strengths. (Tweet That) | Share this Graphic on Pinterest | Share on Facebook
I remember clearly when I realized I was in over my head. I was 27 years old, leading a team of nearly 15 people and I was failing miserably.
“You make me so mad.”
Have you ever said something like that? Of course you have. So have I. At one point in time (or in my case approximately 108,283 times) we’ve all said those words.
Here’s a translation of that phrase you might not like: “You control me.”
Letting someone else “make” you mad lets that person control you. You give away your power to choose your actions. (Tweet That) | Share this Graphic on Pinterest | Share on Facebook
When you let what someone else does or says “make” you mad, you let that person control you. You give away your power to choose your actions.
You give up your right not to be offended. You give up your right not to get angry. You give up your right to be at peace, to be happy, and to focus on your calling.
The DISC assessment is an invaluable tool that has helped millions of people communicate better.
But you must use it with caution.
Below I list 3 ways to use DISC profiles and three giant mistakes to avoid…all of which I have made myself.
The DISC assessment is an invaluable tool to improve communication on and off the job. (Tweet That) | Share this Graphic on Pinterest | Share on Facebook
NOTE: That’s my DISC profile above. It hasn’t changed much in the past ten years. I’ll share the giant mistake I made from those results shortly. If you’ve ever wondered how to communicate with a High D, particularly in conflict, check out Conflict and the High D.
Here are 3 ways to use DISC profiles:
1. Learning how to communicate with others.
How do you handle disagreements or conflict with a High D?
This is the first part of what will be a multi-part series on communicating with the four different types in the DISC profile. Over the next few years, I will periodically cover how to handle conflict/disagreements, how to encourage, how to delegate to, how to report to, and how to do much more with each of the four groups.
I recently got an email from a friend, whom we will call Joe, which read:
I would like your advice.
We had a meeting to make sure everyone was on the same page with our new payroll process. Just my boss, his wife, and me. I had everything prepared for them in such a way they were both really happy. Problem for me: at one point my boss says, “we need to not make careless mistakes. Like putting vacation in sick, that was a careless mistake. We need to not be careless.” I couldn’t really respond because their three kids came in at that moment. I know my mistake was human error. Calling it careless says to me I didn’t care enough. But I did care! My husband thinks I need to send my boss an email. But I want to make sure I’m interpreting things correctly, with the whole D spin
I have other examples when he indicates something negative about me because of what I’ve done, not done, etc. And the times I’ve tried to explain the “why” behind what I’ve done he either looks at me blankly, gives a half smile, or just reiterates his original opinion. Please help, oh great D!