Why is understanding the different Personality Styles important?

‍

In the first instance an understanding will enable you to become a better communicator. It makes it much easier to communicate well with people you don't understand. You may find that you often misinterpret another person's words and/or deeds. This might become frustrating as you try to cope with those whose personalities are the opposite of yours. Once you understand how to determine another's personality style, you find the key to unlock better all-round communication.

It's quite simple really and not nearly as daunting as it might seem at first glance. If you want to get along with a person who is forceful and direct, be forceful and direct with them. If you want to communicate better with someone who is friendly and optimistic, be friendly and optimistic with them. When dealing with a person who is patient and practical, be patient and practical with them. If you want to reduce conflicts with a person who is precise and analytical, you guessed it…….be precise and analytical with them.

‍

Remember—your personality style is not an absolute, it isn’t fixed you must allow it to be flexible. Before you can change your behaviour towards another person's personality style, you should spend some time watching that person, looking for certain interactions, verbal cues, body language, and living/work-space qualities.

A good understanding of the personality styles around you will helps you resolve or prevent conflicts. Once you understand why someone did or said something, you will be less likely to react negatively. If you are aware of someone else’s underlying motivations can diffuse problems before they start.

For example, you go out for some drinks and a meal with a few friends. One person constantly makes all the decisions for everyone seems to decide where you are going for drinks and where you will be eating after that. But you would rather have the everyone discuss the options. In fact, you really don't care where you go from drinks nor where you go for the meal, you just want to enjoy the company of your friends. When you realize the person making the decisions is a high D and you are a high I, you can adjust your expectations accordingly--after all they are interacting with you just as you would expect a high D to do.

Everyone is unique, but sometimes you might get a little frustrated with those who don't fit your communication style. Maybe your colleague is analytical and wants all the facts, while you just want them to appreciate you and give credit for your idea. Once you understand that they are a high CD, and you are a high SI, you really can't expect much more from them. Knowing this, you can appreciate their style then give them all the facts and details you can gather People aren’t difficult they just communicate differently.

Every interaction you have with others either increases or decreases your credibility and influence. Have you ever met a person who won't stop talking about themselves? When you see them coming towards you, do you dread the conversation? If so, that's probably because their behaviour and communication style has caused them to lose credibility with you. Conversely, a person who you can't wait to see has gained credibility with you, and you happily give time to them. By understanding someone else’s personality style, you can immediately gain credibility and influence by adapting to their style.

Of course, this all sounds very easy. You can’t be certain you have someone else’s personality correct. It successful and highly function teams and workplaces people have taken the DISC psychometric personality assessment and know their own style, their motivations, strengths and weaknesses and how better to communicate with others. They will also have an understanding of where they ‘go’ in conflict. This will help control those situations where conflict arises.

‍

How each style learns, approaches direction and delivers tasks

The ‘D’ loves it when you:

Are brief, direct and straight to the point when explaining yourself.

Ask them ‘what’ and not ‘how’ questions.’

Are results focussed.

Give them the bottom line.

Suggest how to solve a problem.

Highlight the benefits of your idea.

Deal in facts rather that emotions

Discuss problems in light of how they will slow results.

‍

The ‘D’ doesn’t like it when:

You ramble or repeat yourself.

Focus on problems.

Make generalisations.

Make statements with no supporting evidence.

Look uncertain.

‍

The ‘I’ loves it when you:

Give them a chance to talk about their ideas, others and how they feel.

Help them transfer words into action.

Share your ideas and experiences with them.

Recognise their achievements.

Give them the opportunity to motivate and influence others.

Make them feel accepted.

Explain but don’t dwell on detail.

Are friendly and light-hearted in your communication.

The ‘I’ doesn’t like it when you:

Do all the talking.

Remove their social time.

Ignore their ideas and achievements.

Tell them what to do.

Give them work that requires details.

‍

The ‘S’ loves it when you:

Show a genuine interest in them.

Give them answers to ‘how’ questions.

Define you goals clearly and how they can help you.

Show patience.

Give them appreciation.

Give them time to adjust to change.

Presents change in a non-threatening way.

Give them feedback.

The ‘S’ doesn’t like it when you:

Are pushy.

Are aggressive.

Are demanding.

Are confrontational.

‍

The ‘C’ loves you when:

Support them with accurate information.

Are specific.

Are patient and diplomatic.

Agree with facts rather than emotion.

Allow them space and independence.

Tell them up front what you expect of them.

Give them both sides of an argument.

The ‘C’ doesn’t like when you:

Refuse to explain or offer detail.

Give vague or casual answers.

Surprise them with new information.

‍

‍

‍

‍

‍

‍

‍

‍

‍

‍

‍

‍

‍

‍

‍