Competencies of a Leader (5) | The Power to Motivate | Use DISC to analyse interpersonal styles

Written by◎ Kang Shi Teng Management Consulting Company Lin Xingyi

James M. Kouzes and Barry Z. Posner’s book “Exemplary Leadership” lists five practical essentials for effective leaders, including leading by example, sharing vision, challenging the status quo, driving action, and inspiring others, and the finale is to inspire others.

What does it mean to inspire others? It refers to recognizing the contributions of others by recognizing individual excellence, and celebrating the achievement and victory of values.

Make good use of DISC tests to analyse interpersonal styles and give appropriate incentives

The purpose of motivating others is to encourage them to repeat positive behaviors, so that all good behaviors and results can be sustained, and then become a positive cycle. However, due to the different inner needs of each person, the motivation method should also be different, so that the beauty of motivating others can have the greatest effect.

In the following, according to the interpersonal style of the DISC test, four animals are used to distinguish different types of suggested motivation patterns, which are used as a reference for supervisors.

Figure-D personality who is focused on things and quick to make decisions (Dominance)

The first type of interpersonal style is the D type (Dominance type), which is relatively focused on “things” and has a faster pace of decision-making, also known as the tiger type.

This type of interpersonal style likes to be in control of the situation, and if he can give important tasks to make him feel that he is being reused, or even give him the feeling that “the unit cannot do without him”, it will make Type D feel useful. In the process of performing tasks, if you can give the greatest dominant authority, it is a great incentive for tiger-type talents.

When the concrete results are produced, they care about “things”, and the relatively pragmatic D-type expects specific substantive rewards. Although oral praise is pleasant, without the fame and fortune rewards that follow, praise is empty, and everything is just empty words.

Person-oriented, fast-paced Type I personality (Influence)

The second type of interpersonal style is the type I (influence), which is relatively focused on “people” and has a faster pace of decision-making, also known as the peacock type.

This type of interpersonal style likes to be noticed, and likes to be lively, applause, and stage. When the mission is delivered, there is a special “flag ceremony” to praise his past achievements and let him express his expectations and thoughts, which will make Type I feel useful. In the process of performing tasks, continuous appreciation and praise are given for the progress and achievements of each stage, which is a great encouragement for peacock-type talents.

People with this kind of personality trait, when they produce concrete results, care about “people”, relatively dreamy Type I, and look forward to a unique and gorgeous public celebration ceremony. With beautiful lighting, good atmosphere, and everyone competing for praise, for people with a type I interpersonal style, what more can they ask for in life?

Steadiness

The third type of interpersonal style is the S-type (Steadiness), also known as koala, which is relatively focused on “people” and has a slower pace of decision-making.

This type of interpersonal style prefers a warm, safe environment and atmosphere. When delivering the task, let him know that the risk of the task is under control, and that the superior and the whole team will do their best to help, so that he can rest assured, it will make the Type S feel useful. In the process of performing the task, he sincerely cares and cares about the challenges of his work and life, and cheers him up in a timely manner, which is a great encouragement for koala-type talents.

When the concrete results are produced, the S-type who cares about “people” and is relatively emotional is looking forward to a warm thanksgiving ceremony. In the process, counting its investment and affirming its dedication, a delicate and meaningful words, with the blessings of everyone, create a harmonious atmosphere, for the S-shaped interpersonal style, it is expected to be such a successful ending.

Type-C personality that focuses on things and makes decisions at a slower pace (Compliance Analysis)

The fourth type of interpersonal style is the C type (compliance analytical type), which is relatively focused on “things” and has a slower pace of decision-making, also known as the owl type.

This type of interpersonal style prefers rigorous analysis and regular rhythm. When delivering a task, the mere willingness to patiently listen to him explain the details of the content in great detail will make Type C feel useful. In the process of carrying out the mission, I appreciate his thoughtfulness and steady style, which is reassuring and a great encouragement for owl-type talents.

When specific results are produced, the relatively pragmatic C-type looks forward to its own successful operation model, which becomes the benchmark and criterion of the team, and preferably, this success rule is transformed into an important internal standard operating process (SOP). Of course, the actual reward is given afterwards, naturally.

The same rice raises hundreds of people, different needs, different incentives

We have all heard the saying “the same rice raises a hundred kinds of people” since childhood, which means that everyone is different, with different personalities and interpersonal styles, but people’s inertia is used to applying their own thinking to others, or wants to use a set of rules to apply to all types of people, resulting in contradictions in communication and interaction.

Since we can understand the differences between people, when motivating others, we should uphold the principle of differentiation and design different commendation and incentive models for different interpersonal styles, so that the repetition of positive behavior effects expected by motivating others can be achieved to the extreme.

More Competencies for Leaders Series:

[Competencies that a leader should possess (4) | Out-of-the-box leadership | Courage to challenge the current situation]

[Competencies that a leader should possess (3) | Drive accountable leadership | The Importance of Prompting Action]

[Competencies that a leader should possess (2) | Open a new vision of the team’s future vision | Enlightenment of the organization’s vision]

【Competencies of a Leader (1)|Ways to Cultivate Leadership|Lead by Example】