Center for Coaching Certification

The Four Behavioral Styles – Goals

In addition to this information being helpful for client self-awareness, this is also information for the coach to recognize and adjust to with the client. The Four Behavioral Styles – Goals

Dominance – High “D” Style

Dominance Styles, driven by the inner need to lead and be in control, take charge of people and situations to reach their goals. Since their key need is achieving, they seek no-nonsense, bottom-line results. Their motto is: “Lead, follow, or get out of the way.” They want to win, so they may challenge people or rules. Similarly, the Dominance Styles also accept challenges, take authority, and go headfirst into solving problems.

Influence – High “I” Style

The “I” Style wants your admiration and thrives on acknowledgment, compliments, and applause. “It’s not just whether you win or lose… it’s how you look when you play the game.” Admiration and acceptance typically mean more to this type than to any other. If you don’t talk about them, they may spend considerable time talking about their favorite subject – themselves – to gain acceptance.

Steadiness – High “S” Style

The Steadiness Styles strive for security. Their goal is to maintain the stability they prefer in a constant, predictable environment. To them, while the unknown may be an intriguing concept, they prefer to stick with what they already know and have experienced. Risk is a nerve-wracking word to the Steadiness Style. They favor more measured actions, like keeping things as they have been and are, even if the present situation happens to be unpleasant.

Conscientiousness – High “C” Style

The Conscientiousness Styles concern themselves more with precise content than with congratulations. They prefer involvement with the performance of products and services under specific, and preferably controlled, conditions so the process and the results can be perfect. Since their primary concern is accuracy, human emotions may take a back seat with this type. After all, emotions are subjective and tend to distort objectivity.

 

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The Four Behavioral Styles – Challenges

All styles have many powerful and positive characteristics, and all styles have traits that are less positive and can create limitations to effectiveness and relationships. The Four Behavioral Styles – Challenges

Dominance – High “D” Style

Some Dominance Style traits that may have an adverse effect include stubbornness, impatience, and lack of compassion. Naturally preferring to take control of others, they may have a low tolerance for the feelings, attitudes, and “inadequacies” of co-workers, subordinates, friends, families, and romantic interests.

Influence – High “I” Style

The I style’s natural weaknesses are too much involvement, impatience, being alone, and short attention spans, which may cause them to become easily bored. When a little data comes in, Influence Styles tend to make sweeping generalizations. They may not check everything out, assuming someone else will do it or procrastinating because redoing something just isn’t exciting enough. When Influence Styles feel they don’t have enough stimulation and involvement, they may lose interest and look for something new again… and again… and again. When taken to an extreme, their behaviors can be seen as superficial, haphazard, erratic, and overly emotional.

Steadiness – High “S” Style

Steadiness styles have their own unique difficulties with speaking up, seeming to go along with others or any conditions, while inwardly, they may or may not agree. More assertive types might take advantage of this Steadiness style’s tendency to give in and avoid confrontation. Additionally, the Steadiness Style’s reluctance to express themselves can result in hurt feelings. But if they don’t express their feelings, others may never know. Their lack of assertiveness and expression can take a toll on this type’s health and well-being.

Conscientiousness – High “C” Style

The Conscientiousness style may suffer from a lack of moving forward and making decisions. A strong tendency toward perfectionism, when taken to an extreme, can result in “analysis paralysis,” delaying their ability to act quickly. These overly cautious traits may result in worry that the process isn’t progressing correctly or that the decision isn’t the right one, which further promotes their tendency to behave in a more critical, detached way.

 

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The Four Behavioral Styles – Strengths

In this blog series the DISC styles are explored in more detail to support your understanding, plus awareness of how this assessment tool can serve your coaching clients with detailed insight. The Four Behavioral Styles – Strengths

Dominance – High “D” Style

Dominance Styles often prefer strong, directive management and operational tendencies and work quickly and impressively by themselves. They try to shape their environments to overcome obstacles enroute to their accomplishments. They demand maximum freedom to manage themselves and others, using their leadership skills to become winners. Additionally, Dominance Styles often have good directive and delegation skills. This matches their motivating need to have control over things. If they could delegate their exercise regimens or visits to the dentist’s office, they probably would. These assertive types tend to appear cool, independent, and competitive. They opt for measurable results, including their personal worth, determined by individual track records. Of all the behavioral types, they like, and initiate change the most. Some symbolize this personality type with a lion – a leader, an authority. At the least, they may have the inner desire to be #1, the star, or the chief.

Influence – High “I” Style

The Influence Style’s primary strengths are their enthusiasm, persuasiveness, and friendliness. They are idea people who can get others caught up in their dreams. With great persuasion, they influence others and shape their environments by building alliances to accomplish results. Then they seek nods and comments of approval and recognition for those results. If compliments don’t come, Influence Styles may invent their own. “Well, Harry, I just feel like patting myself on the back today for a job well done!” They are stimulating, talkative, and communicative. Often, this style is associated with a dolphin -playful, sociable, and talkative.

Steadiness – High “S” Style

An American icon, Mr. Rogers, was a classic example of a low-keyed, sincere, Steadiness Style. He visited millions of homes each day via TV for decades, with the same routine and endearing, heartfelt connection with his viewers. People still reminisce about his soothing voice and comforting delivery. His manner had a unique way of adding a sense of stability, calmness, and reassurance to everyone, regardless of age. Like Mr. Rogers, other Steadiness Styles are naturally easy to get along with, preferring stable relationships that don’t jeopardize anyone, especially themselves. The Steadiness Style may be represented by the koala with its accompanying slower, Steadiness pace, relaxed disposition, and appearance of approachability and warmth. These styles tend to plan diligently and follow through completely, helping them to routinely plug along with predictability and avoid surprises.

Conscientiousness – High “C” Style

Conscientiousness Style’s strengths include accuracy, dependability, independence, clarification, follow-through, and organization. They often focus on expectations (e.g., policies, processes, and procedures) and outcomes. They want to know how things work so they can evaluate how correctly and efficiently they function. Pictured as a fox, the Conscientiousness Style can be guarded, resourceful, and careful. Because they need to be right, they prefer checking processes themselves to be sure things are accurate and precise.

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The Four Behavioral Styles

The DISC behavioral assessment measures and provides insight into four primary behavioral tendencies and emotions. It explores how these come together in a personal blend of style to create our DISC style.

The Center for Coaching Certification invested in all graduates to ensure access to many assessments at wholesale and this is one of them.  The assessments can be branded by the coach and given immediately (whether or not you are certified you have access to all the materials for it in your private dashboard.)   The Four Behavioral Styles

Following is an overview of the DISC styles.

Dominance – High “D” Style
• Decisive actions and decisions
• Likes control, dislikes inaction
• Prefers maximum freedom to manage self and others
• Cool, independent, and competitive
• Low tolerance for feelings, attitudes, and advice of others
• Works quickly and impressively alone
• Good management skills

Influence – High “I” Style
• Spontaneous actions and decisions
• Likes involvement/engagement/fun
• Dislikes being alone
• May exaggerate and generalize
• Tends to dream and gets others caught up in dreams
• Jumps from one activity to another
• Works quickly and excitedly with others
• Seeks acceptance and acknowledgment, social approval
• Good persuasive skills

Steadiness – High “S” Style
• Slow to act and make decisions
• Likes close, personal relationships
• Dislikes interpersonal conflict
• Supports and actively listens to others
• Struggles with specific goal setting and self-direction
• Has excellent ability to gain support from others and give support to others
• Works deliberately and cohesively with others
• Seeks security and belonging in all interactions
• Good counseling skills

Conscientiousness – High “C” Style
• Takes cautious action and makes careful decisions
• Likes organization and structure
• Dislikes involvement, prefers to work independently
• Asks many questions about specific details to gather all information
• Prefers objective, task-oriented, intellectual work environment
• Wants to be right, so can be overly reliant on data collection
• Works slowly and precisely
• Good problem-solving skills

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Reflecting for Insights

Events and experiences over the past few years have created many challenges. For example, many people struggled because they started working at home. It is challenging in confined spaces with family and other things happening. On the other hand, there have been tremendous benefits. Feedback from employees in many organizations is that they have more time because they are not commuting, which also means they are saving money.  They are experiencing balance because they have time with family and/or for exercising. They are eating healthier because they are cooking at home. Reflecting for Insights

What challenges and benefits have you experienced? What did you learn as a result? Journal about it, talk about it, and think about it. Ask yourself: What have I learned? What have I gained?

Something else to think about is the level of energy you want to invest in paying attention to everything that is going on. At what point do you determine what you can control so you focus your time and energy on that?

This self-reflective practice serves you being mindful and intentional about where you want to go next. We go through our struggles so that we build our strength and can fly.

Now is the time to fly! Let us take full advantage of that and together share the strength that comes out of what’s happened.

If you haven’t worked with a coach before or don’t have a coach now, consider how a coach will serve you moving forward to your ideal.

For those of you who are coaching, after your self-reflection consider how your awareness serves you when partnering with clients.

 

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Building Strength

We have been challenged, and because of that, we have built strength. Building Sttength

A caterpillar spins its cocoon and is inside. Now imagine a young child on a walk with a parent and they see this caterpillar spinning the cocoon. They carefully carry the cocoon home to watch what happens. The child is very curious and very excited. The child asked their parent if the caterpillar is going to suffocate.  The parents said no, no, that is their process. That is how it works for them. The child continues to watch the cocoon. Then one day, they look at the cocoon. The child notices that there is all kinds of movement happening. The cocoon is wiggling around.  The child asks what is happening. The parent explains it is time for it to come out! The child is watching absolutely fascinated. This is so exciting! Then they get worried and say, oh my goodness! It is working so hard, and they cannot get out! The child thinks they must help it. The child wants to help so very carefully helps pull away the outer strands of the cocoon to help it escape. Here is the big take away.   It is the struggle of getting out of the cocoon that gives the butterfly’s wings strength to fly.  By helping it, the child prevented that butterfly from building the necessary strength in its wings, and it could not fly.

We all face challenges. The struggles are what makes us stronger. Most of us know people that have experienced the ultimate pain from the pandemic, uprisings, or in the normal course of life. We also recognize that we are learning and building strength. When we look back at all that has occurred, we have a choice.  We can get stuck and stay trapped, or we can build strength so that we fly when we come out of it. We can be strong for ourselves and strong for others.

For those certified in coaching, the training teaches us to invite the exploration of the learning and application for moving forward.

 

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Being a Confident Coach

A successful coaching engagement occurs when the coach and client are both confident in the coach, confident in the coaching process, and confident in the client. Being a Confident Coach

What does each type of confidence entail?

  • Confidence in the Coach:
    • The coach being confident in who they are, what they offer, and how they offer it is essential. It makes sense that the coach training, which includes learning coaching ethics, developing competencies, and learning process is a great foundation.  From there, using what is learned is essential.  This starts with using your own affirmation story and extends to using the tools, techniques, and processes learned.
    • When the coach is confident in themselves, it will show for the client. This in turn supports the client being confident in the coach.
  • Confidence in the Coaching Process:
    • One of the biggest paradigm shifts for many while in coach training is moving from being the expert with the answer to being the process expert with the questions. When the coach embodies a coaching mindset, they stay true to their role as coach.  This means instead of thinking they need to advise or train, they recognize that the coaching process is the best way for the client to discover their own answer and develop their own strategies for moving forward.
    • When the client is confident in the coaching process, they engage fully. Openly sharing and exploring moves them forward to strategizing and planning which supports their success.
  • Confidence in the Client:
    • A coach is trained to hold the client as fully capable. This means the coach moving past being the expert to truly eliciting ideas, strategies, and solutions from the client.  The coach knows the client can find their own answer and follow through.
    • The client confidence in themselves supports them finding their answers and following through. This is the reason the affirmation story taught as part of the coaching process is so essential.

Coach training provides the process and the tools to support confidence.  Successfully applying what you learned supports client success.

 

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For the New Year

2022 is arriving soon!

Here we are wrapping up 2021 with much of what was happening in 2020 continuing. Whether this was anticipated or is a surprise, let’s be glad we are here now. Start with reflecting on the past year for the awareness, insights, and gains. Then look forward to intentionally create what is desired moving forward. For the New Year

An invitation: reflect on 2021 with these coaching questions:

  • What were the challenges you faced?
  • What were the lessons learned?
  • What were the benefits experienced?
  • How is your life different?
  • How are you different?
  • What are you grateful for?

An invitation: look forward to 2022 with more coaching questions:

  • What do you want to do in 2022?
  • What is your ideal outcome?
  • What challenges do you face?
  • What are your strategies?
  • Who is your support network?
  • How will you move forward?
  • What do you want to notice along the way?
  • How will you track progress?
  • How will you celebrate successes?

Perhaps you are familiar with the old adage, those who fail to plan, plan to fail.  Learning from that inspires us to look forward, consider the possibilities, and make choices.  Be intentional and create your 2022 the way you want it!

 

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Celebrating You with Gratitude

Amongst the holiday celebrations, reflecting on the past year and looking forward to the next, what stands out most is how much each of you is worth celebrating and how grateful I am for all of you!Celebrating You with Gratitude

Over the past 11 or so years since starting the Center for Coaching Certification, I have been impressed and excited about the people that complete coach training and all that they do.  Some work in the field and are leaders. Others use their coaching in different capacities with great success.  Many have published, spoken to huge crowds, led powerful initiatives, and more.  Each has impacted others in a positive way.

Thank you for who you are and for being yourself.

Thank you for caring about others.

Thank you for the value you add in this world.

So often I have the privilege of hearing from people after they graduate.  Their news, the stories they share, the wins they have experienced, and the impact they have is so impressive.  Way to go!

When you have a book, you want to talk about, a special event, an important initiative – please reach out!  The Center for Coaching Certification is happy to share your news in a blog or podcast!

 

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What does the holiday season mean to you?

There are so many different celebrations around the world; even a search online brings up different lists of holidays. Each has such important meaning.

When I think about the celebrations, I think about time honoring others or events, time with family, time giving, time sharing, and time experiencing. What does the holiday season mean to you?

Time honoring others and events keeps them present in our lives, supports the learning, reminds us to be humble, and is an opportunity for being grateful.

Time with family – and family is defined many ways – is an opportunity to strengthen our bonds, show our care, and cement our love.

Time giving is a gift – the joy of giving to others and seeing their please is a wonderful experience.

Time sharing – sharing meals, sharing the celebration, sharing stories – it is a gift to enjoy life.

Being humble – recognizing the amazing people and events we celebrate and recognizing the value of being able to celebrate.

Being grateful – this in and of itself is a gift – being grateful is healthy for us both physically and emotionally and it reminds us of all we receive.

Recognizing that for some people, the holidays bring stress or sadness, for those of us who do have the gift of celebrating, let us also remember and honor those who struggle.

In support of your own preparation and reflection, here are a few coaching questions:

  • Whichever holidays you celebrate, how do you want to think about them?
  • What experience do you want to create?
  • How will you do your part to make it a joyous occasion?
  • What do you want to learn about different celebrations?
  • How will you express yourself?
  • What is your ideal outcome?

Best wishes to all for a joyous season.

 

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