Ask Dr. A™ Question: 

I have two staff that constantly argue.  One is in DISC Wheel space 28 and the other in DISC Wheel space 23. What can I do to help them work better together?

Ask Dr. A™ Response:  (We used the “Deep” response of 400 to 700 words for this answer.)

To help your staff members in DISC Wheel spaces 28 and 23 work better together, it’s essential to understand their unique behavioral styles and how these may contribute to their conflicts. Here’s a breakdown of each space, along with strategies to facilitate better collaboration:

Space 28: Behavioral Style Overview

• General Characteristics: Individuals in Space 28 are characterized by their sense of urgency, creativity, and competitive nature. They are change agents who challenge the status quo and often make decisions with the bottom line in mind. They tend to be innovative and forward-looking.
• Communication Tendencies: They prefer direct communication, appreciate being isolated from interruptions, and respond well to clear, specific, and brief messages. They thrive in environments that allow for fun and relaxation but also require a focus on results.
• Strengths: They are strong influencers, resourceful, and bring high energy to problem-solving. They are optimistic about process improvements and are capable of addressing conflict to achieve win-win scenarios.
• Limitations: They may become impatient when gathering information and can overlook vital details in their pursuit of quick results. Their urgency may sometimes conflict with thoroughness.

Space 23: Behavioral Style Overview

• General Characteristics: Individuals in Space 23 are flexible, conscientious, and focused on maintaining high standards. They are detail-oriented and prefer logical solutions, often gathering data for decision-making.
• Communication Tendencies: They require time to ask questions and appreciate organized presentations of information. They prefer straightforward, factual communication and need assurance that there won’t be surprises.
• Strengths: They are good listeners, methodical in their approach, and strive for continuous learning. They bring precision and detail to their work, ensuring high-quality outcomes.
• Limitations: They may experience "paralysis by analysis" when faced with decisions and can struggle with balancing efficiency and interaction with others.

Strategies for Improvement

1. Facilitate Open Communication: Encourage both individuals to express their thoughts and feelings about their work and the conflicts they face. Create a safe environment where they can discuss their perspectives without fear of judgment.
2. Set Clear Expectations: Clearly define roles and responsibilities for both staff members. This can help reduce misunderstandings and ensure that each person knows what is expected of them.
3. Encourage Collaboration on Projects: Assign them to work together on a project that requires both their strengths. For example, Space 28 can drive innovation and urgency, while Space 23 can ensure that the project is well-researched and meets high standards.
4. Use Structured Meetings: Implement structured meetings where both individuals can share updates and feedback. This allows Space 28 to express their urgency while giving Space 23 the time they need to process information and ask questions.
5. Leverage Their Strengths: Recognize and celebrate their individual strengths. For instance, highlight Space 28’s innovative ideas and Space 23’s attention to detail. This can foster mutual respect and appreciation.
6. Conflict Resolution Training: Provide training on conflict resolution techniques that emphasize understanding different communication styles and how to navigate disagreements constructively.
7. Regular Check-ins: Schedule regular one-on-one and team check-ins to monitor their progress and address any emerging conflicts early. This proactive approach can prevent issues from escalating.

Practical Next Steps

You might explore the option of creating an Abelson onboarding/comparison report where both people’s behaviors and motivators are on the same report page.  You can then facilitate a conversation that uses the “communications” and “value to the organization/team” sections of the report to facilitate them working better and more effectively together.

Ask Dr. A™ Question:

I have a large number of staff who are “S" or "C" on the DISC. How do I get them to make a large change?

Ask Dr. A™ Response: (For this answer we used the “Balanced” response of 200 to 300 words.)

Getting staff with Steady (S) and Compliant (C) DISC styles to embrace significant change can be challenging, as both styles typically prefer stability and predictability. Here are some strategies to facilitate this transition:

For Steady (S) Styles:

1. Communicate Clearly: Provide clear, consistent information about the change. Explain the reasons behind it and how it will benefit the team and the organization.
2. Involve Them: Engage S styles in the planning process. They appreciate being part of the decision-making and will feel more invested in the outcome.
3. Provide Support: Offer reassurance and support throughout the transition. Highlight the importance of teamwork and collaboration during this period.

For Compliant (C) Styles:

1. Detail-Oriented Plans: Present a well-structured plan that outlines the steps of the change. C styles value accuracy and thoroughness, so detailed documentation will help them feel more comfortable.
2. Address Concerns: Be open to questions and concerns. C styles may have reservations about the change, so addressing these thoughtfully can build trust.
3. Set Clear Expectations: Define roles and responsibilities clearly. C styles thrive on understanding their tasks and how they fit into the larger picture.

General Tips:

• Be Patient: Both styles may take time to adjust to change. Allow them the space to process and adapt.
• Celebrate Small Wins: Recognize and celebrate milestones along the way to keep morale high and reinforce positive progress.

By using these approaches, you can help your S and C staff navigate change more effectively. Consider utilizing the Abelson DISC assessment to gain deeper insights into individual behaviors and tailor your approach accordingly.

Ask Dr. A™ Question: 

Our company was just merged with another company causing a lot of stress.  How can I decrease the stress experienced by DISC “Ss” and DISC “Ds” who are repeatedly arguing with each other?

Ask Dr. A™ Response:  (For this response we used the “Quick” level of 125 to 175 words)

To decrease the stress experienced by DISC "S" (Steady) and "D" (Dominant) styles during this merger, it's important to understand their different behavioral tendencies and how they respond under pressure.

Strategies for DISC "S" Styles:

1. Create Stability: Provide clear communication about changes and expectations. "S" styles thrive in stable environments, so minimizing ambiguity can help reduce their stress.
2. Encourage Open Dialogue: Foster a safe space for "S" styles to express their concerns. They may feel overwhelmed and need reassurance that their feelings are valid.
3. Recognize Contributions: Regularly acknowledge their efforts and contributions to the team. This helps them feel valued and reduces feelings of resentment.

Strategies for DISC "D" Styles:

1. Be Direct and Clear: "D" styles appreciate straightforward communication. Address conflicts head-on but constructively, focusing on solutions rather than personal disagreements.
2. Set Clear Goals: Establish clear objectives and timelines. "D" styles are results-oriented and will respond positively to a focus on achieving goals.
3. Encourage Collaboration: Pair "D" styles with "S" styles on projects that require teamwork. This can help them appreciate each other's strengths and reduce friction.

General Tips:

• Facilitate Team Building: Organize activities that promote collaboration and understanding between the two styles. This can help bridge gaps and foster mutual respect.
• Monitor Stress Levels: Keep an eye on stress indicators and be proactive in addressing any signs of burnout or frustration.

Implementing these strategies can help create a more harmonious work environment during this transition. If you want to explore individual behaviors further, consider using the Abelson DISC assessment to gain deeper insights into each team member's style.

Josh is in DISC Wheel space 7.  I am in DISC Wheel space 11.  How should I communicate with Josh to get him to join my sales team?

(The answer uses the Ask Dr. A™ “Brief” response of 75 to 125 words.  Custom your answer by using “Quick,” “Balanced,” or “Deep” for longer responses)

To effectively communicate with Josh who is in space 7 on the DISC Wheel, consider the following strategies:

Communication Tips for Josh

Be Detailed and Organized: Present your ideas with clear, structured information.  Provide tangible evidence and specifics about the sales team.

Respect His Space: Maintain a comfortable distance when speaking to him, ideally around three feet.

Use Logic and Facts: Focus on logical arguments and data that support the benefits’ of joining your team.  Avoid emotional appeals.  

Allow Time For Analysis: Give Josh time to process the information and analyze the decision before expecting a response. 

Support His Principles: Acknowledge his expertise and present your case thoughtfully, listing pros and cons. Demonstrate how your team benefits from his strengths and being part of your team will help him limit his cons.

Your Style (Space 11)

As someone in Space 11, you are likely innovative, competitive, and forward looking.  Use your strengths to:

• Inspire with Vision: Share your big-picture ideas and how joining the sales team aligns with future goals. 
• Encourage Participation: invite him to share his thoughts and insights, making him feel valued in the decision-making process.

By combining your innovative approach with Josh’s preference for detail and logic, you can create an effective communication strategy that resonates with him.

Read Next Scenario →

Using Ask Dr. A™ for Self Development – answer below is from Ask Dr. A™

I am in DISC Wheel space 3, what are my limitations?

In DISC Wheel Space 3, your limitations may include:

1. Detail Orientation – you may over-look vital details while pursuing information or engaging in small talk, which can dimmish efficiency. 
2. Conflict Management – you may struggle with difficult conversations and prefer to take responsibility for others’ actions rather than addressing issues directly.
3. Focus – A tendency to be overly talkative can impede your ability to listen and learn, making it hard to concentrate on one task.
4. Decision-Making – You may find it challenging to make tough decision that impact others, often overestimating your influence on them.   
5. Trust – Your trusting nature can lead to difficulties in assessment risks associated with bigger rewards.

Recognizing these tendencies can help you navigate challenges more effectively.  Consider using the Abelson DISC assessment to deeper insights and strategies tailored to your behavioral style.  You also used the “Brief” Ask Dr. A™ mode.  Use a more extensive mode if you want more information or ask for additional information now.

← Read Previous Scenario | Read Next Scenario →