Yesterday’s post was focused on using assessments as a team and working together in a more productive way. My friend Mona reminded me of the other ways that using these assessments can be helpful. I will share a few of them:
It is beneficial to know what the type is of an individual or members of the group prior to presenting to them. You could most likely guess by how they act or speak about things. But let’s just assume that you really don’t know. When you are presenting to them you need to include information that will speak to all four of the types. Every assessment has their own words and descriptions for the different types and how they categorize them. I am going to use some language here to describe them in simple terms. The four types can generally can be categorized as drivers, people focused, efficient/organized, innovators/integrators.
To look at this another way and keep it simple, I will use the DISC language and give you some words that describe the four types:
- Dominance = Risk Takers, Decisive, Bottom Line, Problem Solvers
- Influence = Sociable, Trusting, Friendly, Enthusiastic
- Steadiness = Calming, Relaxed, Consistent, Patient
- Conscientious = Analytical, Precise, Fact Finders, Focused
Now that you know a little more about the four types, you can build language into your presentation that will really speak to these people in “their language.” I think it is really easy to assume that everyone thinks and learns the way that we do. Not true. You have to flex to their style if you want them to hear you. Here is an example of how this would work:
Our company is going to open a new building and you have to give an update to your management. What should the presentation include to be effective heard by all styles?
- Dominance or Drivers – What decisions have been made? Do we need them to make any other decisions? Include an executive summary so they can see the bottom line of everything that is going to happen.
- Influence or People Focused – How will this impact the people? What is the communication plan we will use so that everyone knows?
- Steadiness or Innovators/Integrators – What were the options that were reviewed and recommended? What features will the new building have? Is it an open space or cubicles?
- Conscientious or Efficient/Organized – What is the timeline for moving into the building? How much will this all cost? Is it a phased approach or will everyone move in at once?
There is obviously a lot more that would be needed to update your management, but this gives you the idea when you are thinking about your next presentation. This also works when you are trying to sell ideas to your team or manager. You need to talk to them in a way that really leverages their style as much as your own. If you struggle to get your message across, consider if you are communicating to them in your style or theirs? This can often be a simple change that will bring you success!
Here is some more info on the assessments if you are interested in having one done for you, your team, your organization or members of your family! The assessments are on-line and provide a great report that you get to keep. I am offering a 50% discount for an assessment and debrief if you sign up before the end of July! You can choose from either a DISC/Motivators or a Hogan Assessment. Send me a note and we can get started!
DISC and MOTIVATORS ASSESSMENTS
The world’s #1 behavioral profiling tool. DISC provides a highly-detailed analysis of each individual’s Natural (i.e. personal/ internal) and Adaptive (i.e. workplace/ external) behavioral styles. A person’s behavior is often the strongest predictor of fit; whether that be within a particular job, as the member of a team or as the leader of an organization. The perfect companion assessment to pair with DISC, Motivators measures the seven universal dimensions of motivation that drive each of us. Whereas DISC predicts “How?” a person will behave, Motivators answers “Why?”
HOGAN PERSONALITY ASSESSMENTS
Hogan challenged decades of academic tradition and criticism to become the first to demonstrate personality’s impact on organizational success, pioneering the use of personality assessment to improve workplace performance. Founded in 1987 by Drs. Joyce and Robert Hogan, Hogan leads the world in personality assessment and leadership development. It is an industry leader serving more than half of the Fortune 500. There are 3 major areas of focus:
- The “Bright Side” or the Hogan Personality Inventory – The HPI describes how individuals manage stress, interact with others, approach work tasks, and solve problems
- The “Dark Side” or the Hogan Development Survey – The HDS describes behaviors that emerge during times of stress, damaging relationships and derailing careers
- The Motives, Values and Preferences Inventory – The MVPI describes an individual’s core values – the goals and interests that determine satisfaction and drive careers