When running a workshop series, one of the attendees asked ‘How does my own profile work in my team?’.
And as you may guess the answer is - it depends!
What It will substantially depend on is no surprise - the situation.
While each person in a team will influence the overall culture and performance of that team to a greater or lesser extent, you as the leader will almost invariably have the strongest impact.
As those who have been following this series will have gleaned, behaviour, and therefore our DISC profiles, can and do shift when we are dealing with something different new or unexpected.
As a leader, your main aim, in my view, is to be aware of your default ways of communication and behaving and be able to choose how you respond to the circumstances or person you are dealing with.
While each person in a team will influence the overall culture and performance of that team to a greater or lesser extent, you as the leader will almost invariably have the strongest impact.
Choosing the most appropriate response will involve taking into account the type of situation, as well as the natural style, number, and type of people involved. The most effective leadership style will heavily depend on the context and the team's attitude, with a good leader flexing their style to fit the circumstances and the needs of their team members. It's about creating a balance that optimises team productivity, encourages growth, and maintains a positive work environment.
With this in mind let’s look at 6 different leadership styles, when they are best used and recount a story from my own leadership journey to help illustrate the key points. I will then review the leadership styles of the 4 DISC profiles and the considerations that will assist you with building a balanced team.
6 Different Leadership Styles
Democratic / Participative Leadership Style:
This style involves a leader encouraging team members to participate in decision-making processes.
This can enhance the team's sense of belonging and ownership, leading to increased morale, motivation, and job satisfaction.
To maximise this style, the leader can foster an open and trusting environment where ideas are freely shared and considered.
A Democratic leadership style can be effective when building a new team and also when introducing new members into a team, through creating a sense of ownership, and cultivating collaboration, all elements of a cohesive team.
Transformational Leadership Style:
Authoritarian / Autocratic Leadership Style:
Laissez-faire Leadership Style:
Transactional Leadership Style:
Visionary Leadership Style:
The most effective leadership style will heavily depend on the context and the team's attitude, with a good leader flexing their style to fit the circumstances and the needs of their team members.
My Preferred Leadership Styles
While we all have one or more preferred ways of leading, some styles will be more challenging for us as an individual than others. Personally, my preferred styles are Democratic and Transformational, and my least comfortable is transactional, probably why I didn’t stay in accounting!
These preferences worked well when taking on a turnaround CEO role. Brought in at short notice my first approach was one of calm measured action.
The organisation's employees (over 400) were scared that the business was going to fold, and this was having a big impact on productivity as they spent time sharing their worries and concerns. There was a need for a firm hand but there was also a stronger need to build trust so that we could go on the change journey together.
I started with a Democratic approach, bringing the senior leadership team together to establish a common understanding of the issues and what our options were. This morphed into a more Transformational leadership style as we imagined a brighter future and mapped a path forward. Occasionally an Autocratic leadership style was required but I took care to explain why I was doing this so as not undo the trust and sense of team ownership that was progressively being built.
Importantly throughout this time, regular communication to the broader team was a vital consideration to make sure there was understanding of what we were doing, where we were heading, and what individuals could do to contribute.
The next phase involved establishing a richer picture of a desired future, a blend of Transformational and Visionary styles.
The maturity of the team at this time did not support adopting a Laissez faire style and as CEO of org of this size the Transactional style was rarely called for.
Leadership Styles Of The 4 DISC Profiles
Having considered where you might use the different styles explained above, let’s now take a look at how a dominant DISC style will show up in your leadership approach and what you can do to complement your strengths and balance your team.
Building a balanced team that complements a leader's DISC style can enhance effectiveness, productivity, and the overall team dynamic, and isn’t that what we’re looking for?
Dominance (D) Leaders with a Dominant style are characterised by their emphasis on accomplishing results and overcoming challenges.
They are direct, decisive, problem solvers, risk takers, and they like to take charge. Their approach can be very motivating to team members who are driven by challenges and goals. However, it can also come off as overly aggressive or impatient, which can cause issues with team members who are more people-oriented or detail-oriented. To maximise their style, D-style leaders should work on their patience, show more empathy, and involve others in decision-making processes to promote team unity.
Because D-style leaders are typically driven, decisive, and results-oriented, they may benefit from team members with high Influence (I) or Steadiness (S) scores to soften their approach and maintain a positive team morale. Individuals with high Conscientiousness (C) can provide the attention to detail and structured approach that D-style leaders sometimes overlook.
Influence-style (I) leaders value social interactions and tend to create environments that are energetic and motivational. They are enthusiastic, optimistic, persuasive, and like to collaborate. Their approach can foster a positive team culture and stimulate creativity and open communication. However, they can sometimes overlook details, be overly optimistic, or not follow through with tasks. I-style leaders can benefit from balancing their optimism and enthusiasm with more attention to detail and consistent follow-through.
As I-style leaders are expressive, enthusiastic, and can sometimes neglect details, team members with high Conscientiousness (C) scores can help to balance this tendency, providing the necessary focus on detail, analysis, and consistency. Those with high Dominance (D) scores can help to keep the team on task and ensure progress towards goals.
Steadiness-style (S) leaders are cooperative, reliable, and prefer a stable, harmonious environment. They are patient, good listeners, team players, and are supportive by nature. This leadership style is often appreciated by teams that value cooperation and stability. However, S-style leaders might resist change and may have difficulty making tough decisions quickly. To maximise their effectiveness, S-style leaders should work on becoming more comfortable with change and being more assertive when need.
Recognising that S-style leaders are supportive and prefer consistency and stability, they may benefit from team members with high Dominance (D) or Influence (I) scores to drive progress, take risks, and embrace change. Conscientious (C) individuals can also complement S-style leaders by providing a methodical, analytical approach to the team's work.
Conscientious-style (C) leaders focus on quality, accuracy, and competency. They value information and analysis and are precise, careful, and diligent. They can foster an environment of high standards, which can drive a team to produce quality results. However, they may come across as overly critical or concerned with rules and details, causing stress among team members. C-style leaders can benefit from recognising that there are different ways of accomplishing a task and understanding that relationships and positive team morale also contribute to a successful outcome.
Given that C-style leaders are detail-oriented and prioritise quality and accuracy., they may benefit from team members with high Influence (I) or Dominance (D) scores to push for progress, inspire creativity, and prevent them from becoming overly involved in minutiae. Steadiness (S) style individuals can provide the patience and calmness to balance the high standards and expectations of C-style leaders.
As we can see each DISC leadership style will have a different impact on their team, and understanding these differences can help both leaders and team members adapt and work more effectively together. It’s also important to remember that many people are a combination of styles, rather than fitting neatly into one category.
Crucially the most effective leaders are those who can adapt their style to the demands of different situations, recognising that flexibility and understanding of the team's dynamics, the task at hand, and the broader context are critical in determining the most suitable leadership style.
As stated at the start of this article the most effective leadership style will depend on the specific situation, the nature of the team, and the broader context.
Crucially the most effective leaders are those who can adapt their style to the demands of different situations
We know that balance and diversity in a team often leads to better results as different members bring unique perspectives and skills to the table. It's also essential for you as leader to understand your own strengths and limitations and to be willing to delegate tasks that others might be better to suited to. In addition, fostering a culture of mutual respect and understanding is going to deliver the best results in teams with diverse DISC styles.
The bottom line is that building a balanced team that complements a leader's DISC style can enhance effectiveness, productivity, and the overall team dynamic, and isn’t that what we’re looking for?
Virginia Walker is Australia’s Leading Leadership and Change Consultant 💡 | Speaker | Mentor | Author | Offering Practical Advice Based on 30yrs Senior Leadership Experience.
If you are interested in finding out more about observational leadership and different communication styles, please email her at virginia@thriveonpurpose.com.au
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