so we're gonna look at how our preferences influence our behavior in teams
first we need to start off by looking at our individual behavior
Many of you may have done Myers Briggs' profile in the past
and that's really great in helping us understand our preferences
but then those preferences do drive our behaviors
let's look at another similar model called the DiSC profile
and I'll explain more as we go along
DiSC actually goes in two dimensions
more active or fast-paced style as well as the more thoughtful
or moderately paced person. Then there's
people that are more questioning or task oriented. Those that are more people
more accepting
if we're in a classroom, I actually divide you up into those four groups
those that are more active and task oriented would go to one side and
they will be called dominant. The ones that are in the
more active and accepting phase would be
those that are influential. The next one
is the steadfast person; those that are more accepting,
people-oriented and
more thoughtful. And then the last would be the compliance or
the seers, which are more questioning or task oriented
and much more moderately paced. Those that are the dominant ones
are actually
really driven by accomplishing their own agenda
and sometimes as great from a leadership standpoint
but sometimes it can be overwhelming for people that have different styles
the influencers are those that are kinda the natural salespeople
they have an agenda as well but they're trying to blend their own agenda with
that of the team and bringing other people along
those that are more steadfast, they're much more oriented towards
the team outcome for the team agenda, much more than their own individual agenda
and lastly those that are compliant like to put process in place in fact is not
just a way to do things but there's a right way
and so whenever we, any of us, get caught in our own natural
proclivity, we could actually have some repercussions when dealing with
people that have different styles
What I really want you to do is take away first of all what your own style is
what is it behaviorally that we can point to
one of the things that's really great about this profile
is that is action-oriented; other people can see. If you were doing Myers Briggs
you know it's again about your preferences how your brains wired
sometimes we might have to guess about
how that actually comes through but if you remember
that the four styles here first of all
understand what your own style is and secondly start to understand what the
styles of other people are
there's the golden rule many people have heard
in the past and it's really the: you do unto others as you would have them do
unto you
Makes a huge assumption. It assumes that other people want to be done unto the way
you want to be done unto
there's actually the Platinum Rule which is I think more useful
in team contexts which is to do unto others the way they'd like to be done unto.
So we're able to flex our style in a direction if someone else that may
not be our natural style
It'll cause us a little bit of stress a little bit of pressure to make that move
but then once we do that they're gonna be more apt to move in our direction as well
so that the team dynamics will actually work a lot better that way
in fact if you think about it we're all motivated by our
own style and behavior. We're looking at how to
solver or soothe our internal needs. When we look at
other people we're trying to influence others with this style that would be
influential to
us. Again that Golden Rule. We've got to be careful about that.
We also need to be careful about how we judge other people
typically we're gonna do that also towards our behavioral preferences.
What we need to do is look at that whole picture and see
how every bond fits in, and how we can use each of our
strengths and our styles to our own benefit as a team