Have you ever considered that not only do you and your colleagues have individual DiSC® (Dominance, influence, Conscientiousness, Steadiness) styles, but your team and potentially your entire organization may have developed a preference for one or two styles that now strongly influence the behaviours, values, and attitudes of your culture?
Several different factors determine the culture of a group. These include:
The style of the group leaders.
The type of work the group does.
The purpose or goals of the group.
The history of the group.
The cohesion or tension within the group.
People who fit into the culture can feel right at home, but others can feel uncomfortable—some potentially almost like strangers.
DiSC can help you understand the priorities, needs, goals, fears, emotions, and behaviors within your culture.
When all team members have completed their DiSC assessments, your Everything DiSC® facilitator can produce a facilitator's report detailing the entire group's profile, including the team's split between the four primary DiSC styles.
The report may show that the group is balanced across all four primary styles, with each style representing around 25% of the group.
However, what are the consequences of a group having one or two dominant styles? The challenge in this situation is how inclusive and open the team is to the priorities of their colleagues in the other styles.
What are the risks to the team or organisation because of the preference for these one or two styles?
The good news is that by knowing the individual styles of team members and the collective profile of the group, the team can start to consider key questions such as:
How do people who have other styles feel about the culture? Are they experiencing frustrations and challenges because of the emphasis on the main style?
How do the people who do share the main style respond to those who don’t share their style?
The facilitator report supports facilitators with targeted questions for each style. Examples are:
Dominant D style – Does status get in the way of good decision-making?
Dominant i style – Is your group as organized and efficient as possible?
Dominant S style – Do your people have enough incentive to push for results?
Dominant C style – Does the group spend too much time ensuring accuracy when it should be acting?
Click on the sample facilitator report below. This shows an example of a team comprising 17 people with a dominant C-style culture. 41% (7) of the group have a primary C style, and 3 more have a secondary C style. You’ll also find the other reports available to support workshop facilitation.
Comments