The Detail Filterers – S & C

The Detail Filterers – S & C

In previous blogs we talked about why we use DISC and gave an overview of each style, and then delved deeper into The Big Picture Filterers – Ds & Is. This time we’re going to explore The Detail Filterers – the Ss and Cs.

The Stability (Ss) and Conscientious (Cs) profiles filter the work through the lens of Detail. This means they are more likely to focus on the information and steps to get to an outcome rather than the goal itself. They value understanding the nuts and bolts of how things work, and want to make sure the analysis and processes have been thought through. This can frustrate others in the D & I profiles because they think that the Ss and Cs are being too cautious or pedantic, and slow things down.

In reality the Ss and Cs want to make sure the work is done well, but they don’t always know when to compromise on quality, whether is be for speed or because 80% is good enough in certain situations.

As leaders Ss and Cs are great at risk management and careful decision making, particularly around complex topics. They do have to watch that they don’t get lost in detail and can’t see the wood for the trees. There are a couple of risks here, the first is leadership levels of work – we delegate to our teams for a reason and getting lost in the detail means we could be stepping on our team’s toes. And secondly it means we can lose sight of the overarching goal.

In teams Ss and Cs provide a lot of the solid work. They get on with the task or process at hand and generally deliver to high quality whilst managing risks along the way. They’re not likely to be the ones demanding attention, so make sure you check in with them. They might give you some great insights into the work that goes on!

The key difference between Ss and Cs is that Ss are people focussed and Cs are outcome focussed. Ss understand people and emotions very well and often can give great insights into the ‘vibe’ of a team. Cs know that to get a great result, you have to do great work leading to the result. And that great work comes from discipline, skill and care, which is where they prefer to put their focus.

What do Ss and Cs bring to the team?

Ss bring friendliness and trust. They tend to be the ‘glue’ which holds the team together. Their approach is that we can do things together and get a great result. They focus on making sure people are ok, that everyone is listened to and valued, and have a calming demeanour. They also have an eye for process in the sense that they like to set out the steps needed for the work so that everyone is on the same page, and they are very team oriented and love it when the team achieves together.

C’s bring analysis and rigour and generally do great work because they take pride in being an expert in their thing, whatever that might be. They are logical and precise and they study information very carefully so that they can ask lots of questions and help drive clarity out of complexity. They like to be known for their expertise as it is like a craft to them. They bring specialist knowledge and capability and help teams mitigate any risks in these areas.

How do we communicate with Ss and Cs?

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 an S we need to slow down and build trust. We focus on people and how we provide the information they need to make a decision in a logical step by step way. It’s best to secure commitment piece by piece to ensure comfort and we need to make sure we are sincere and don’t dominate the conversation.

To communicate effectively with a C we need to provide facts and lots of detailed information. It’s best not to talk about personal issues and concentrate on the task at hand. Be patient and slow down, in this way they can absorb all the information and then ask the killer question! Don’t pressure and focus on issues and problem solving.

In this way we are learning to flex our behaviour and get the best out of the people in our teams.

This 3 part series of blogs has explored DISC and all the different behavioural styles, and as a leader how we adapt our behaviour across all of them. 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.