Communicating For Successful Outcomes – Building Relationships Through Understanding

Successful people and effective teams accept and value the diversity of others. In today’s diverse workforce, we have to set aside prejudices, preconceived notions, biases, assumptions and judgments about others. By appreciating the contribution of diverse talents and uniqueness that each of us brings to the world, we can truly respect people and maintain effective relationships.

People see the world differently. Respect and appreciate those differences. They are no more right or wrong than you are. They are just different. It does not make it good or bad — just different. Our interpretation of situations is influenced by our personal paradigms, values and needs. No one else has the same unique combination.

The more we can understand about others, the more we can set aside the need to judge their behavior by our personal standards. Once we understand the basic styles, we can adapt our communication and actions in ways that will enhance understanding and develop better relationships.

Here is a guide to improving communications with each DiSC Behavioral style:

DOMINANCE:

To communicate effectively with the Dominance style, realize that their main interest is in controlling for results.

  • Get to the point; be specific
  • Do not waste time, speak and act quickly
  • Keep the conversation focused on business
  • Provide options
  • Provide an overview, but have details ready
  • Be decisive and self-confident
  • Let them make the final decision

INFLUENCE:

To communicate with the Influence style, realize they value interaction, new ideas and recognition.

  • Let them do most of the talking
  • Allow time
  • Avoid arguing; look for alternate solutions if you disagree
  • Make your presentation stimulating and exciting
  • Look at the big picture without getting bogged down with details
  • Be open to their new ideas

STEADINESS:

To communicate with the Steadiness style, realize their main concern is relationships.

  • Spend time on relationship before jumping to task
  • Be patient; draw out their ideas and concerns
  • Be cooperative, not pushy
  • Show sincere interest in them and their feelings
  • Gently explore areas of disagreement without open conflict
  • Be encouraging, building their confidence

CONSCIENTIOUS:

To communicate with the Conscientious style, realize their main interest in analyzing for risk avoidance.

  • Present facts and data rather than ideas
  • Give them time to work through the details before making a decision
  • Avoid surprises; minimize risks
  • Ask them to help in finding facts
  • Be organized and logical
  • Be patient and cover each point thoroughly
  • Give them time to be comfortable with the situation

“Another leadership quality that contributes to all this is the willingness to see the other’s side of a question, and not must have your own unshaken views. Conviction in your beliefs is important, yet you also need to be open to everyone’s creative input.” ~ Kathy Keeton

Sherry G. Day, M.S., President & Chief Learning Officer of Executive Resources-Human Potential Consultants, L.C. based in Michigan, has worked with thousands of individuals to assist them in discovering the potential within oneself. Transforming individuals and organizations to maximize potential and execute intentions, Sherry works in one-on-one, team and classroom environments to help individuals to maximize their potential and develop their innate interpersonal skills to communicate and lead more effectively. © 2009

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