Getting The People Thing Right...How To Build Stronger Work Relationships

Nowadays more of us aren’t working in silos. We’re working in project teams, tackling new initiatives or team tasks, collaborating across departments and often alongside different generations.

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Changes seem to come at us from all angles – one minute you’re adjusting to new team dynamics, the next you’re coping with moving deadlines and changing client requirements. Nothing seems to stay still for very long.

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Darwin was right - and your workplace is proof

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Charles Darwin said it’s not the strongest that survive, nor the most intelligent, but the most responsive to change. And in today’s environment those best able to adapt and adjust to change are the survivors.

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Understanding something of the behaviours and personality of the people you’re dealing with can help you recognise when you need to adjust.

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Ever found yourself thinking:

* They’re so direct it’s uncomfortable. Do they always have to be so blunt?

* They never stop talking—how do they even make decisions so fast?

* They agree with everything. Are they really onboard or just going along with it?

* They overthink everything. Why are they always focused on what could go wrong?

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We like to think we’re great at understanding others, but there are always people in the workplace who we struggle to read and who we wish we could just click with a bit better.

The good news is that people-reading is a skill we can all finetune.

Try this. Think of a work colleague you’d like to connect better with. Now answer these questions in relation to how they behave at work:

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1.      How active or thoughtful are they? Are they fast-paced and bold or more calm and reflective?

2.      How questioning or accepting are they? Do they tend to be sceptical and logic-focused or more warm and people-focused?

These are the two dimensions of the Everything DiSC model and form the basis of the four DiSC styles. Based on their answers, people lean towards one or more of these four styles:

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D – Dominance (direct, result-oriented)

i – Influence (enthusiastic, outgoing)

S – Steadiness (patient, accommodating)

C – Conscientiousness (analytical, detail-oriented)

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Everyone is a blend of all four DiSC styles. Each of us has a unique behavioural profile with different styles and priorities. No one style is better or worse than the next, they’re just different. And those differences can be of huge value to a team once we fully appreciate them.

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Once we start recognising those traits in ourselves and others, then it becomes much easier to flex your approach to improve workplace communication and build stronger relationships.

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So, you may need to think about adapting your approach:

D styles - may need you to be more straightforward, upfront, concise and solution-focused

i styles - may need you to build rapport, be friendly and recognise the value of their energy and creativity

S styles - may need you to build trust, listen more and show genuine concern for feelings

C styles - may need you to focus on the facts, show an understanding of the details and demonstrate your competency

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If you've ever caught yourself wondering how to get buy-in from others, how to broaden your network of contacts, to influence others and build better, more productive relationships at work, then the Everything DiSC model could be just what you've been searching for.

If you’re interested in exploring DiSC with your team – or just for yourself – please get in touch.

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