Leadership development for passive DISC styles

Leadership development for passive DISC styles

DISC Theory distinguishes four main personality styles to predict human behavior, however, most people do not strictly fall into just one of these styles. People are a combination of traits that come along with certain strengths and limitations in which one can observe in the way they act, react, think and even in the way they lead. While leadership comes naturally to the so-called active personality styles (“D” and “I”), those with “S” and “C” personalities tend to shy away as their personality traits have a more passive approach. However, leadership is situational and while some or many occasions call for Dominant and/or Influencing leaders, anybody can develop strong skills which allow them to take the reins.

“C” Personality as a leader

One might presume the “C” style being “compliant” might mean “Cs” are merely just followers. While “C” styles lead by adhering to rules and systems put into place, they can become excellent leaders through their strong analytical skills. Keeping this in mind, the “C” needs to strategize to avoid becoming overwhelmed, especially with establishing new plans. “C” leaders lead by developing logical processes and consistent standards. This is one reason people might see “Cs” as “DIY managers.” They follow rules and protocols, and set an expectation for others to do the same.

For those trying to relate to a Compliant leader, one key is to present facts and data when trying to implement changes. “C” personalities tend to be objective, and they benefit from understanding a logical structure before making decisions. At the same time, it is important to remember that “Cs” may have a tendency to get into “information overload” drive. As a result, subordinates should speak up when “Cs” provide too much detail at once.

“C” leaders must overcome the desire for perfection, which often leads to extremely high standards and a high level of criticism. “Cs” need to pay attention to how they communicate feedback to their subordinates, avoiding overly critical language that may stifle creativity and action. The goal is not to forget the person for the sake of the task.

This level of perfectionism can also lead to procrastination whereas a “C” may struggle to move from the analysis or planning phases to taking action. A “C” will benefit from working with others of differing DISC styles to ensure a project comes to fruition.

“S” Personality as a leader

“S” leaders are often described as inclusive. Participation plays a significant role in the way an “S” leads a group, and this shows in this person’s reliance on relationships and loyalty. This makes an “S” a good listener, often approaching situations with sensitivity and empathy. These qualities mean that “S” styles often lead by example.

Those trying to connect with an “S” leader should display a positive attitude toward teamwork. Additionally, they should demonstrate attributes like reliability and accountability. An “S” feels comfortable delegating tasks to those who are responsible, allowing them to take a more hands-off approach.

One limitation “S” leaders must overcome is the tendency to be indecisive. Those who are indecisive struggle to enact change, especially without positive feedback. An “S” can overcome this limitation by asking for feedback about ideas or by brainstorming ideas with others. It can also pay off for an “S” to work on appearing confident, even if he or she does not quite feel it.

Additionally, an “S” can be indirect with the way they delegate tasks or give instructions. Unchecked, this quality can also lead to the unwillingness to address difficult issues. “S” leaders may need an extra push to be direct with others, and this may come with more confidence as a leader with the ability to see the benefits of using feedback for positive change.

Everyone should embrace their leader inside. Leaders need not focus on their weaknesses to enhance their natural leadership-oriented qualities. No matter the personality type, self-awareness is a key to developing leadership skills. The DISC Leadership Report is a great place to begin. Continue your leadership development with the DISC Leadership Development Training to gain an in-depth information that will inspire the leaders inside every personality.

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Written by: Ashley Horsfall

Ashley is a freelance writer with a background in psychology. With a passion for understanding people, Ashley has written about topics like criminal psychology, relationships, and mental health for many online platforms. Personality Style: C