How To Get Best Results From Dominance

 

 

 

How To Get Best Results From Dominance

In the decades that I have worked with the DISC Framework and provided coaching and solutions to individuals and organizations, problems relating to DOMINANCE is one constant among the issues to be resolved.

I have shared frequently on how to deal with dominant individuals. We have gone as far as developing a Society for Human Resource Management (SHRM)-accredited certification program specifically to address this recurring challenge – “3-D Leader Certification: How to lead Difficult, Dominant and Diverse Individuals.”

Today, I want to place the focus on what dominant individuals can do to get better results. What adjustments can a dominant leader, manager, wife, husband, professional make to enhance relationships and improve performance?

  1. Place greater value on teamwork

This is loaded because it touches many of the issues that others have in dealing with you. These three bullet points help:

  • You may have the vision and clarity re the destination. However, some people need to know where they are going and the route to be taken before signing up and becoming fully engaged. Make the time to sell the vision and strategy on an ongoing basis.
  • Resist the temptation to go-it-alone when others are not responding at the pace and in the manner that you want. A one-man-band is great but a group brings added benefits. Place value on this added dimension and work to preserve it…despite frustrations and lost time.
  • Time invested in empowering your support crew can have extraordinary returns on investment.

2. Be more sensitive

It is not immediately clear why some people are so thin-skinned. And some do need to grow up. However, until that changes, fix what you have under your control – YOU. One of your redeeming features is that you are frank and willing to let others know where you stand.

That said, you get better results if you pause to state your views more diplomatically – being conscious that your audience might be sensitive.

Trust me on this: Body language, tone and facial expression are the killers. You are merely emphasizing a point but get the push back that you are shouting. Adopt the S-Style and p-u-n-c-t-u-a-t-e sentences in quieter voice when upset.

Get this also: Not all moments are right for teaching and correcting! Postpone calling out the spade until later. BTW…some people sweat small stuff and get offended if you totally ignore them.

3. Listen even though….

I know. This is the third time that he has said “As I said before…”

I know that you got it the first time and you are ready to move on. Listen to me, if you shut him down he is going to complain that he can’t get a chance to express himself and might clam up going forward. Sink your nails into your palms, maintain eye contact and appear attentive.

Hot tip: Summarize what you have heard to reduce the frequency of the “You’re not listening” feedback.

4. Spend more time in analysis

Your track record justifiably inspires the confidence you exhibit. However, history is replete with cases of failure arising from over-confidence. Stay true to doing the homework (or have it done for you).

While you are at it, ask more – tell less. Developing the capacity and willingness to use Powerful Questioning techniques is transformational.

5. Bypass triggers

Some things annoy you. Work to calmly respond to them. Others may deliberately use them to upset you.

6. Allow more time for recharging

Batteries run down and are dysfunctional in that state. Manage your time so that you can function in peak state most of the time. One solution is to bring laser-focus to how you allocate your time. Make the decision to shed a low priority/low value adding project and channel that time into recharging your battery and upgrading your skills. Spend some time in a useful learning & development program or commit to a coaching intervention.

Join me as the Training Magazine sponsors a live webinar: “Is Your Coaching Truly Effective? Let’s Change That”.  Thu, Jul 06, 2017 at 11 AM Pacific / 2 PM Eastern

Register here: http://www.smmconnect.com/events/1157?gref=SMMCtwitter

Trevor E S Smith develops high performing teams and certifies leader-coaches using DISCerning Communication techniques.

The Success with People Academy is the home of the revolutionary FinxS Platform from Extended DISC. Hire Smart, Conduct Employee Satisfaction Surveys, 360 Performance Evaluations and Team Reports using logistics-friendly technology.

Contact: E-mail: info@swpacademy.com

 

 

 

 

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Family the way God intended

cropped-s004_babykissingman.jpgIf we are to replicate ourselves as Christians and the human race is to continue then we must produce children.

I want to discuss some conditions under which a young man could create and lead a God-serving family.

God prescribed the context in which children are to be produced … a man leaving his mother and father and cleaving to his wife and the two becoming one flesh. (Matt 19:5)

Any other arrangement leads either to a dysfunctional society or the very end of the human race.

I will therefore start the discussion on “Family the way God intended” in the context of marriage and the production and grooming of offspring.

I would suggest that to develop a Christian family you need a devout God-fearing husband and wife.

  1. My first bit of advice then would be choose your partner wisely. A bad marriage is the Christian’s worst nightmare.

Today, young women seem desperate to have their own live dolly. Young men are challenged to resist the widespread promiscuity and pornography around them.  Unfortunately, some of our brothers and sisters are giving in to the temptation and giving Christianity a bad name.

Please note that while a purchaser might be happy to take a spin in the Test Drive/Demo vehicle they want a brand new one when they are ready to purchase.

This is not intended to be an affront to anyone or to condemn the many families that are not designed the way God planned it.

However, the fact is that bearing children outside of marriage is not part of God’s plan for the family.

The response of those who want to remain faithful is to satisfy those needs by seeking refuge in marriage. Who could complain about that?

1 Cor 7: Now to the unmarried[a] and the widows I say: It is good for them to stay unmarried, as I do. But if they cannot control themselves, they should marry, for it is better to marry than to burn with passion.

My issue with that is that marriage should not be based solely on satisfying those desires. What happens after you have satisfied the flesh?

You need to ensure that you select a partner that is keenly interested and invested in serving God. That immediately reduces a lot of the friction and distraction that plague marriages.

Family the way God intended it is only possible if your partner will also serve Him.

  1. The next thing that will create the environment for the development and growth of a Christian family is the need for you to be the example.

You have to model what you want your partner and children to be. Taking them to church and Bible Study is fine. But they are more likely to copy what they see you do than follow what they hear in a sermon.

Demonstrate to them what a dynamic prayer life is like. When real pressure reaches you show them that by leaning on the everlasting arms you need not despair. When you celebrate your successes take care to give God the glory and thanks.

Avoid trying to create a fake reality. Let them know when you are challenged.

This might be tricky for some, but I also believe that you should not hide away all your disputes with your spouse. Demonstrate that in real live there are going to be disagreements and show that you are able to resolve them in ways that are pleasing to God.

We have to prepare our families to operate in the world even though they are not of the world.

Some families have the shock of their lives as soon as their children get to an age where they can exercise their independence. Why do so many fall away at university?

Lay a solid foundation based on encouraging independent thought. Teach them to have a questioning mind and to have answers for why they hold things as being true.

But that is for later. Back to the infant stage.

  1. Start early with getting them involved in prayer and worship activities.

Teach them to give thanks for their food even when they can only get out the Amen. Let them experience praying before going to bed.

Take them to church consistently. They don’t miss school neither should they miss worship. As soon as they can recognize words, point out words in the song books. Teach them Christian songs at home.

  1. Feed them on a diet of wholesome entertainment. Show them that the Christian is not condemned to a life of boredom.

Show them that Christians can and do enjoy themselves. If they grow up with good clean fun they will be better able to respond to the stories of secular enjoyment that their friends at school will share.

You do not want them to feel like their friends are out enjoying their young lives and they are shut up in a prison called Christianity.

  1. Create the same excitement about going to Church as you do about starting school or attending some special event
  1. Surround yourself with like-minded people. What kind of friends (“Uncles and Aunties”) are they associating with? Are these people coming by in bathing suits and sand on their feet when you are returning from worship? Is their lifestyle one that you want your children to emulate?

Be overly cautious in who gains access and influence with your family!!! Not just the children but also wife and husband. Hair curling things are happening at the hands of “trusted” friends.

  1. You might have to sever long-standing friendships if they put your family at risk in terms of their relationship with God. Choose who you will serve!

Joshua 24:15 But if serving the Lord seems undesirable to you, then choose for yourselves this day whoyou will serve, whether the gods your ancestors served beyond the Euphrates, or the gods of the Amorites, in whose land you are living. But as for me and my household, we will serve the Lord.”

 Prepare yourself to offer sound counsel.

Children need answers. Create an environment in which you are one of the first sources of advice and information that they choose.

You do not have to have a doctorate or 12 CXCs. But open your mind to things that matter. Read or listen to trusted sources of information. Know things. Ask questions. Prepare yourself to guide your children as they navigate through life. The scriptures is the greatest guide to successful living. Search it daily for answers.

If you are discredited as a source of information – never available, or your constant response is “I don’t know” – then the children will have to look outside exclusively for answers.

You will lose your influence over them. You will only be their parent biologically but not functionally.

But what if you have a mature family that is not operating the way that God intended?

The wife and husband are not seeing eye-to-eye. Grown children have no interest in serving God.

My view is that the Husband has the responsibility as the God-designated head of the household to put things in order. He has to do whatever is necessary to be reconciled to his wife … even sacrificing “being right.”

You should avoid using threats and coercion to bring the children in line. “As long as you are under my roof” only works until they get the first opportunity to move out.

Sit down and listen. What is going on in their minds? What are the issues that they are having? When you know what is going on with them you stand a better chance of being able to find common ground. Imposing your will is not sustainable. You can’t monitor them 24/7/365 and forever.

What if the father is the source of the problems and will not subject himself to the will of God?

That is the biggest threat to the family as God intended it.

In that case, the wife has to assume leadership of the process to create a God-fearing family. Notice the role of Lois and Eunice

2 Tim 1:5 I am reminded of your sincere faith, which first lived in your grandmother Lois and in your mother Eunice and, I am persuaded, now lives in you also.

Prov 31: 10A wife of noble character who can find?     She is worth far more than rubies.
11 Her husband has full confidence in her and lacks nothing of value.
12 She brings him good, not harm,   all the days of her life.

1 Peter 3: 1 Wives, in the same way submit yourselves to your own husbands so that, if any of them do not believe the word, they may be won over without words by the behavior of their wives, when they see the purity and reverence of your lives.

If you are hearing my voice, please note that Family the way God intended, is designed to be built around Christian parents. Husbands and wives who have obeyed the Gospel.

They have heard and believed that through the disobedience of man, sin entered the world and condemned mankind to the second death. That Jesus Christ paid the price for our sins through His death and resurrection.

They must decide to change to a life of obedience and to make it known publicly that they accept that Jesus is the son of God. They must then be immersed in baptism for the removal of their sins and arise to walk in the light of God’s word.

Who will make a commitment right now to create a family the way God intended?

Who will start working today to bring their family members to the point of being reconciled with the Almighty God?

Who is ready right now to forsake their life of sin and to wash away their sins in baptism?

Manage Difficult People Challenges with DISCerning Communication

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How To Use DISCerning Communication To Deal With Difficult People Challenges

Here is a different strategy for relating to difficult people.

Firstly, appreciate that many difficult situation challenges are really DISCerning Communication issues. The difficulties are largely a clash of behavioural styles.

When we recognize that difficulties are a conflict of behavioural preferences we are able to apply proven strategies to resolve them. However, if we tie the difficult situation challenges to the individual then it is more challenging to find answers.

A Map of Behavioural Preferences  

Dominance, Inducement, Steadiness and Conscientiousness (DISC)

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To get a better sense of how behavioural styles confuse communication we take a few examples from Dominant Style traits.

Others interpret “Direct” as blunt, undiplomatic and insensitive

“Decisive” gets translated as rash and reluctant to conduct proper analysis

“Independent” is viewed as being selfish and not a team player.

What happens when we use DISCerning Communication?

Let Don represent Dominance and Susan represent Steadiness and examine their perspective on “Direct”.

Johnny (colleague) has a problem with body odour. Don’s approach is to place his arm around Johnny’s shoulder and speak directly to the BO challenge advising that this brand of deodorant could solve the problem.

Susan reflects for a long time on how to get the message across to Johnny without hurting his feelings. Finally, she devices some subtle approach to give Johnny a hint.

Susan thinks Don’s approach is insensitive. It will hurt Johnny’s feeling.

Don thinks Susan’s approach takes forever while she devises her diplomacy. In the end, Johnny might even miss the message.

This brings their communication to a difference of approach rather than a personal issue.

We can disagree but it is on the grounds of approach not annoying personal flaws. We open our minds to the possibility that there may be an alternative point of view. There is a tendency to be less emotional in those circumstances.

Let us review an Inducement-Style case

Team members who have a preference for the I-style are often simultaneously the source of great pleasure and immense frustration.

Reliability is the major issue for others.  “But you said you would……” is a recurring phrase.

Here is a radically different perspective that might save you from pulling out more hair.

Our DISCerning Communication skills inform us that a feature of the I-Style is the desire to please. They seek success with and through people.

Given the need to please others, there is a tendency to say “Yes” readily.

There is also their need for interaction.

Let’s use Ivan as an example. You ask him to do you a favour and he says “Sure.” What are Ivan’s realities?

He has a full time job, is President of his Citizens Association, Vice President with responsibilities for Member Issues at his Service Club, enrolled in evening classes…….. Honestly, where would Ivan find the time to carry out your favour?

The bottom line is that people using the I-Style have a tendency to over-commit.  Their desire to please and to connect makes them want to serve. We poke fun at Ivan by noting that when he says “Consider it done”, he instantly considers it as having been done.

How does DISCerning Communication help?

  1. Take care to have Ivan clarify if his response is Yes (meaning I would like to help) or a genuine commitment to completing your task.
  2. Discuss implementation so that the issue is moved from the surface.
  3. Establish deadlines.
  4. Put reminders in place.
  5. Monitor progress.

DISCerning Communication makes a difference.

 

These principles are also incorporated in our 3-D Leader Certification: Leading Difficult People program.

SHRMThe program is accredited by SHRM and offers 16 PDCs for the SHRM-CP or SHRM-SCP certifications. It involves over 16 facilitator-led, interactive hours of coaching plus 12 months of access to Online Courseware, e-Mail Consultation, Webinars and an exclusive Facebook Community.

Learn more at info[at]swpacademy.com

Trevor E S Smith is a Behaviour Modification Coach with the Success with People Academy.

 

 

How To Be More DISCerning With Others

 

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My 2+ granddaughter makes it clear when I can sing along and when I am to be silent. I discern that compliance is required.

Discernment enhances inter-personal relations and effective leadership. This is wrapped up in an approach that I call DISCerning Communication.

The concept incorporates behavioural preferences.  Questions about the value and validity of classifying behavioural styles have been raised.

Reference to an analogy of clothing preferences puts the issue into correct perspective. In reality, behavioural preferences are directly equivalent to our taste in clothes. We can put on or take off shades at will. At the same time, our library of photos will reveal a shade preference.

I have a preference for wearing blue. However, a pitfall would be to label me as a blue-shirt man. I am not wed to blue and wear other colours.

It is beneficial for the clothing store owner to know that there are people who have a preference for blue so as stock accessories and variations to satisfy them. However, it would be an error to confine their dealings with me to only items of blue. I might be seeking to diversify my wardrobe or could be encouraged to try on something new.

The fundamental principle is the need to separate the behaviour from the person.

The store owner should handle demonstrated blue shirt preference by showing things that go along with blue shirts. However, she should treat theindividual with an open mind, not knowing what they might want this time. Once the customer indicates a preference then the owner should roll out the things that are best suited to that style.

This approach dramatically improves the capacity of the store owner to satisfy customers. She identifies the cross-section of preferences that she will serve and works out how to best serve the needs of each preference. She does not need to be concerned that customers might have complex tastes. She focuses on learning to discern when a preference that she has classified is displayed and roll out her tested strategy for satisfying the identified needs.

Now, it could be that in a single encounter, the customer displays different – even conflicting – preferences. That is fine. Be clear about which preference is being addressed at any point in time and present the solution that meets those needs. Then move to the next.

The challenge we have created with behavioural classifications comes from the need to affix labels on others. The store staff says here comes blue-preference Trevor and shuts down every other expectation of my behaviour. Then when I am drawn to the flaming red turtleneck there is shock and their faith in the classification concept is dented. Focus on behaviours not on individuals!

Properly defined the behavioural classifications are consistent. People are not. Learn to identify behaviours and how best to respond to or manage them and life’s journey is a lot easier to navigate.

Step 1: Master the descriptors of the classification framework such that you can distinguish among behaviours (not people!).

Step 2: Learn how to get best results in relating to each category in the framework.

Step 3: Discern when each category is being displayed and apply the ideal strategy from Step 2.

That is the real value of behavioural classifications – facilitating inter-personal relationships. Stapling types as labels on the foreheads of others is misuse.

Avoid relying on “He is X”; “You are Y”; “I am Z” use of classifications!

Inserting the word using  makes all the difference in the world. “He is using X” alerts me to use X appropriate responses. I am also open to the possibility that he could shift to using Z at any time and I am flexible to apply suitable Z strategies.

However, the question remains: Is the store owner who invests in having customers fill out a questionnaire that highlights their preferences wasting time and money?

Not at all and here is why.

The store owner soon realizes that the range of preferences could be reduced to a manageable number of classifications. For simplicity here, she realizes that at its core her customers have a prevailing preference for variations of red, yellow, green, blue.

She uses that understanding to learn everything about relating to the nuances of each category (colour) and meeting their needs. She figures that showing blue might attract my interest but the minute I signal I am into red today, she rolls out her red sales plan.

The beauty of behaviour-based discernment is that the owner has the flexibility to deal effectively with both old and new customers. She discerns what’s going on with each customer in this moment and acts accordingly. DISCerning Communication works!

Next time, we discuss the value of  behavioural classification frameworks in leading others.

 

Ask about the SHRM-accredited 3-D Leader Certification: Dealing with Difficult People. Earn SHRM Professional Development Credits.

The next cohort of the ICF/SHRM accredited Certified Behavioural Coach Award is January 2016.

E-mail: info[at]swpacademy.com

Trevor E S Smith is a Behaviour Modification Coach with the Success with People Academy which is recognized by the Society for Human Resource Management (SHRM) to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM Certifications.

How To Avoid Costly Mistakes: Top 3 Causes

 

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“But I thought….” is the lead-in to millions of lost strands of hair and even more dollars. Re-work challenges real work for primacy.

Why is it so difficult to give and receive instructions?

The ability to give instructions that get it done, when the task is to be done, in the way it should be done escapes even seasoned leaders.

I have distilled 3 recurring factors that disrupt the giving and receiving of instructions. Working on reducing their impact will bring greater peace of mind and reduce re-work losses significantly.

#3. Different starting points

I land at the Miami Airport and go to pick up my rented car. I ask for instructions as to how to reach my destination. Detailed instructions are given – Exit # off I-95 and the lane to take on nearing the Exit.

I get in the car and after circling the airport twice, I return to the parking lot and seek instructions as to how to get on to I-95.

The agent thought I knew how to navigate from the parking lot on to I-95 and I was too ignorant to realize the difficulty.

Assuming that the person receiving the instruction is further ahead of where they are in reality is a major cause of frustrating mistakes and failed attempts. Hubby bought the wrong brand – shucks!

The added problem is that this often takes place in situations where there is a need for urgency.

Beware “Go now!” … “Do now!” Mistakes lurk behind them.

Darling, run to the store and buy some salt. Now honey!

Oh, no what is this …you know we only use sea salt!

You assumed incorrectly.

The messenger is advised to break speed records to get a bid in before the deadline. His attempts at seeking clarification are rebuffed with the call for immediate action. Go now!

He does get to the building in time but the 15 minutes it takes to find the right bid box causes him to miss the deadline. The dispatchers failed to start where he was. The things he wanted clarified were blocked by the deceitfulness of urgency and wrong assumptions.

Solution: Make no assumptions. Correction – assume that the person receiving the instruction is clueless and needs to be guided from appropriate starting points. Treat urgent situations with caution… they mask costly mistakes.

#2: “I got it!”

Without giving away too much about an instructive exercise from our Time & Task Management workshops, I watched the equivalent of the following play out as a senior professional gave instructions to a colleague:

Giver: “Go to the left”

Receiver: Voices “Left” but moves to the right

Giver: “Move forward”

Receiver: “Forward” but moves backward.

This actually happened and I share why.

I presented an outcome that should achieve and demonstrated one way to get there. One person was designated to give instructions to their partner with backs turned. No questions were allowed.

The receiver had a clear picture of the procedure that I used and was replicating that even while acknowledging in words the contrary instructions being given. He knew what to do and stopped listening.

Failure to listen effectively causes many costly mistakes. Hearing is not equal to listening.

Solution: Engage in meaningful two-way exchanges of information until you are convinced that the instructions have been received without distortion. Monitoring execution is also critical.

#1. Failure to follow procedure

Nadad and Abihu grew up in the temple as sons of Aaron – the High Priest. They would have witnessed countless sacrifices and would have been trained how to offer sacrifices. Yet, they departed from established procedure and lost their lives. (Bible – Leviticus 10)

User error is a primary cause of costly mistakes – despite manuals and training.

Solution: Seek ways to make adjustments to SYSTEMS that reduce user error.

Examples: Insert verification processes or use physical devices. Align that with improved training, monitoring and supervision. Increasing penalties is also a deterrent.

Register now for the SHRM-accredited 3-D Leader Certification: Leading Difficult People or our on-demand “Time & Task Management” course. E-mail: info[at]swpacademy.com

 

The next cohort of the ICF-accredited Certified Behavioral Coach Award starts in January 2017.

E-mail: info[at]swpacademy.com

Trevor E S Smith is a Behaviour Modification Coach with the Success with People Academy, Extended DISC/FinxS.  The Success with People Academy is recognized by the Society for Human Resource Management (SHRM) to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM Certifications.

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