08 May The Big Picture Filterers – D & I
Last time we talked about why we use DISC and gave an overview of each style, so let’s delve a little deeper into each profile and discover more about how they act and what makes them tick.
Let’s first look at the Big Picture Filterers – the Ds & Is.
The Dominant (Ds) & Influence (Is) profiles filter the world through the lens of Big Picture. This means that they are more likely to focus on the vision, the goal, the general direction, and often miss out on seeing (or valuing!) the detail and steps to get there. This can cause much frustration in an organisation, particularly if the Ds & Is are in leadership roles. We often then hear ‘They just don’t get how much work that is’ when they set tasks. Or ‘It can’t be done in that time frame’ when they don’t appreciate all the steps to get to an outcome.
If they are in the team, rather than leading the team, then they can get frustrated if their leader doesn’t give the purpose and context of the work, challenging the point of it or losing motivation because they can’t see how everything fits together. And if their boss is particularly detail focussed they often feel that the team lacks pace and is too slow. Their boss probably gets frustrated by their lack of rigour, and risk taking before considering all the information!
The key difference between Ds & Is is that Ds are outcome focussed and Is are people focussed. This brings a different dynamic to their approach. In basic terms, Ds want to get things done and people are part of a range of resources for that. And if they’re efficient and effective at their job then all good! Is see people as people and feel that if the relationships are good then the work will get done to a high quality. What Ds may see as idle chatter and timewasting, Is see as important to relationship building and influencing.
What do Ds & Is bring to the team?
Ds bring a ‘get it done’ attitude, and so push through to the outcome whilst maintaining the big vision. They tend to be tough, confident and not afraid of conflict. They generally set high standards for themselves and expect the same from those around them. They prove themselves by achieving goals and think that others do the same.
Is bring an optimistic attitude, and generally lift the energy of the team. They understand what drives people and focus on creating environments where people feel good. They are excellent at embracing change and encouraging others to do the same, and they are good at relieving tension with a bit of lightness and laughter when needed. Their open friendly demeanour means they are seen as approachable, and as they love to talk, they are great at cascading messages and garnering feedback as to how the message lands.
How to communicate with each style
As a leader it’s important to value each energy type in our teams, and also to be able to adapt our style to speak each language.
To communicate effectively with a D we need to talk about outcomes, results and facts. We need to get straight to the point, and only disagree on facts. Try to ensure that they ‘win’ (or think they do!), and don’t bring in emotions. And act quickly as they decide fast. Use the words ‘I think..’ rather than ‘I feel..’
To communicate effectively with an I we need to talk about people and feelings. We need to be a friend and schedule time for chatting. Have fun and let them speak a lot! Give them recognition, and don’t ignore them. It’s also good to follow up later. Use the words ‘I feel..’ rather than ‘I think..’
In this way we are learning to flex our behaviour and get the best out of the people in our teams.
Next time we’ll explore more about The Detail Filterers – Ss & Cs, and if you’re interested in understanding how you can learn to adapt your style and change your leadership energy on the go, please get in contact. We’d love to talk to you about how Hooked on Leadership can help you and your team.