{"id":11737,"date":"2023-10-16T09:02:11","date_gmt":"2023-10-16T09:02:11","guid":{"rendered":"https:\/\/www.coachcert.com\/coachingblog\/?p=11737"},"modified":"2023-05-26T18:08:25","modified_gmt":"2023-05-26T18:08:25","slug":"how-the-disc-styles-use-influence-and-make-decisions-in-groups","status":"publish","type":"post","link":"https:\/\/www.coachcert.com\/coachingblog\/how-the-disc-styles-use-influence-and-make-decisions-in-groups\/","title":{"rendered":"How the DISC Styles use Influence and Make Decisions in Groups"},"content":{"rendered":"

Published with Permission from <\/em>Assessments 24\/7<\/em><\/a>.<\/em><\/p>\n

\"Logo
Assessments 24\/7<\/figcaption><\/figure>\n

This is a Monday blog series; our regular <\/em>coaching<\/em><\/a> blog will be published on Thursday\u2019s.<\/em><\/p>\n

The previous blogs in this series explored DISC<\/a> styles, interacting with each, then their communication and goal setting in groups.\u00a0 This blog focuses on how they use influence, involve others, and set goals in groups.<\/p>\n

How the four styles use influence in groups:<\/strong><\/p>\n

The different styles try to sway, or influence, the group in different ways. This can become critical because every group at an early-stage wrestles with the issue of who\u2019s going to wield power.<\/p>\n

Dominance \u2013 High \u201cD\u201d Style<\/strong><\/p>\n

Dominant Styles like to influence others by structuring agendas, tasks, and assignments and, if relevant, use their formal position as leverage (\u201cAs general manager for the past 18 years, I\u2019ve seen these situations develop, and I think\u2026.\u201d)<\/p>\n

Influence \u2013 High \u201cI\u201d Style<\/strong><\/p>\n

Influence Styles are more inclined to use flattery or compliments to win over the group and get its members to feel good as a team. They\u2019ll often use humor to defuse tension or conflict. They try to avoid a hard line that\u2019ll lose them acceptance or recognition by the group.<\/p>\n

Steadiness \u2013 High \u201cS\u201d Style<\/strong><\/p>\n

Steady Styles, whether they\u2019re anointed leaders or not, often take on the role of keeping the process moving along. They\u2019ll elaborate on what others say and encourage everyone to have their say. They seek to exert influence indirectly by keeping things mellow and moving.<\/p>\n

Conscientious \u2013 High \u201cC\u201d Style<\/strong><\/p>\n

Information and logic are the tools of Conscientious Styles. They like to furnish information that, directly or indirectly, suggests their expertise and experience. (\u201cRemember, I was one of those who came up with the original plan. The rationale at that time was clear, and I think what we want to do here is\u2026.\u201d) They\u2019re the most likely to focus on the \u201crightness,\u201d or logic, of a solution, rather than spend a lot of time debating who\u2019s personally helped or hindered by it.<\/p>\n

How the four styles involve others in groups:<\/strong><\/p>\n

Working in a group, by definition, means involving others. But the four styles vary in why and how enthusiastically they embrace others.<\/p>\n

Dominance \u2013 High \u201cD\u201d Style<\/strong><\/p>\n

Generally, groups put together by Dominant Styles will be smaller and have shorter meetings than those set up by people with other styles. Often, the Dominant Style will want the group to make some key decisions on key issues, and then delegate the rest of the work to individuals or subcommittees.<\/p>\n

Influence \u2013 High \u201cI\u201d Style<\/strong><\/p>\n

Influence Styles are more inclined to favor groups for groups\u2019 sake. They like others to be involved in the give-and-take. Not everyone who\u2019s put on a committee by an Influence Style will have a logical role there but, in the Influence Styles\u2019s mind, that person is further seasoning for the soup, if not necessarily a main ingredient.<\/p>\n

Steadiness \u2013 High \u201cS\u201d Style<\/strong><\/p>\n

Steady Styles also are innately attracted to groups. However, instead of using meetings for presentation of reports, they prefer to work toward consensus as they collect information from many sources.<\/p>\n

Conscientious \u2013 High \u201cC\u201d Style<\/strong><\/p>\n

Conscientious Styles, too, involve others in groups to get information from a wide variety of sources. However, Conscientious Styles are generally less comfortable operating in groups. So they prefer to have much of the group work done behind the scenes by sub-groups or individuals. The Conscientious Style especially likes to be the only one who knows how all the parts of the group\u2019s task puzzle fit together.<\/p>\n

How the four styles make decisions in groups:<\/strong><\/p>\n

The four styles differ in their approach to group work because they tend to make decisions differently.<\/p>\n

Dominance \u2013 High \u201cD\u201d Style<\/strong><\/p>\n

In a meeting run by Dominant Styles, decisions are more likely to be made unilaterally by the Dominant Styles, or he or she will call for a vote. Dominant Styles like voting because it\u2019s clean, quick, and decisive. It keeps debating to a minimum. Also, it\u2019s harder to argue that a vote is unfair and closure is clearly attained. Next topic!<\/p>\n

A problem with voting \u2013 though the Dominant Styles rarely see it as a problem \u2013 is that there are winners and losers.<\/p>\n

Influence \u2013 High \u201cI\u201d Style<\/strong><\/p>\n

Influence Styles, being more people-oriented, try to work out compromises that reduce resentment and smooth over differences. Influence Styles want to downplay group divisions. So, they\u2019re not big on voting.<\/p>\n

Steadiness \u2013 High \u201cS\u201d Style<\/strong><\/p>\n

Steady Styles also prefer decisions by consensus. They\u2019d like to see the majority of the group be on the bus. So, actions tend to be worked and reworked until almost all are in agreement.<\/p>\n

Conscientious \u2013 High \u201cC\u201d Style<\/strong><\/p>\n

Conscientious Styles crave \u201crational\u201d decisions. Optimally, the decision won\u2019t be made as much as it will be dictated by the facts and logic of the situation, including the key players required to make it work. Conscientious Styles like to list pros and cons of issues \u2013 sometimes even weighing the options numerically \u2013 to reach the \u201ccorrect\u201d decision. The process, they believe, will make obvious the best course of action.<\/p>\n

The next blog will talk about adapting to others based on DISC<\/a> styles.<\/p>\n","protected":false},"excerpt":{"rendered":"

Published with Permission from Assessments 24\/7. This is a Monday blog series; our regular coaching blog will be published on Thursday\u2019s. The previous blogs in … <\/p>\n","protected":false},"author":1,"featured_media":11738,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[470,471,40],"tags":[2395,352,50,2375,423,1017,2382,1707,2397,2396,1050,1708],"class_list":["post-11737","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-coaching-resources","category-coaching-skills","category-tools-and-techniques","tag-assessment-24-7","tag-assessments","tag-coaching","tag-conscientious","tag-decisions","tag-disc","tag-disc-styles","tag-dominance","tag-groups","tag-how-the-disc-styles-use-influence-and-make-decisions-in-groups","tag-influence","tag-steadiness","latest_post"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.coachcert.com\/coachingblog\/wp-json\/wp\/v2\/posts\/11737","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.coachcert.com\/coachingblog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.coachcert.com\/coachingblog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.coachcert.com\/coachingblog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.coachcert.com\/coachingblog\/wp-json\/wp\/v2\/comments?post=11737"}],"version-history":[{"count":3,"href":"https:\/\/www.coachcert.com\/coachingblog\/wp-json\/wp\/v2\/posts\/11737\/revisions"}],"predecessor-version":[{"id":11741,"href":"https:\/\/www.coachcert.com\/coachingblog\/wp-json\/wp\/v2\/posts\/11737\/revisions\/11741"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.coachcert.com\/coachingblog\/wp-json\/wp\/v2\/media\/11738"}],"wp:attachment":[{"href":"https:\/\/www.coachcert.com\/coachingblog\/wp-json\/wp\/v2\/media?parent=11737"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.coachcert.com\/coachingblog\/wp-json\/wp\/v2\/categories?post=11737"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.coachcert.com\/coachingblog\/wp-json\/wp\/v2\/tags?post=11737"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}