Training Tools, Tips & Resources

Training resources blog by Corexcel. Your connection to everything related to training.
Subscribe

Categories

Meet April: Conflict Resolution and the S Style

August 15, 2011 Comments off

April quietly watched as the confrontation with Marsha and Jeff grew louder and more intense.

Each time Marsha and Jeffrey raised their voice, April became even more uncomfortable, slipping deeper into her conference room chair.  April was so quiet, in fact, that Steve did not realize she was in the room until after the argument. And who can forget April’s classic line…

“Should I… still be taking minutes?”

The S Style: At a Glance

S Stands for Steadiness

Positives:

  • Even-tempered
  • Accommodating
  • Patient
  • Tactful

Negatives:

  • Overly accommodating
  • Avoids change
  • Indecisiveness

Quote

Part of courage is simple consistency. – Peggy Noonan

How does April handle conflict?

Some may say that April and other S styles do not handle conflict at all. Since harmony and stability are important to April, it’s likely that she will avoid confrontations at all costs. If the S style feels forced into a confrontation, they will give in easily and avoid revealing their true feelings. Their goal is to avoid hurting others and remove themselves from the situation as quickly and amicably as possible.

How does this affect others?

Others may realize when April is not being honest about her feelings and feel hurt and untrusting of April. Some colleagues may stop asking for her opinion altogether. The S style may be seen as weak or cowardly if they continue to avoid expressing their opinions when with the group. Their team members may think they are afraid or uninterested in working with the group.

What can April do to improve?

April and other S styles are great listeners, consistent workers and can anchor a group during rough seas. The S style needs to display more self-confidence and feel comfortable revealing their true feelings. April can bring a lot to the table, but needs to be more involved in discussions if she wants to be noticed for her talent. Make decisions and be open about your ideas, and you can go a long way.

This and the rest of these blogs have been developed using the Everything DiSC® Workplace profiles, group reports and facilitator’s kit.

Join us for our next blog post in which we dive into the C style and how they handle conflict with others.

Corexcel Articles , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , ,

Meet Marsha: Conflict Resolution and the i Style

August 8, 2011 Comments off

Marsha had a difficult time hiding her feelings from the rest of the group during her recent confrontation with Pete and Jeffrey.

Marsha was excited to share her ideas with the rest of her team but became frustrated when she felt Pete and Jeffrey were too critical.

Marsha felt like her creativity was being questioned by their negative comments. Her enthusiasm turned to frustration, and she defended her ideas strongly. Jeffrey’s name calling felt personal, and Marsha left the conference room in tears.

The i Style: At a Glance

i Stands for influence

Positives:

  • Outgoing
  • Enthusiastic
  • Optimistic
  • Encourages Collaboration

Negatives:

  • Impulsiveness
  • Disorganization
  • Lack of follow-through

Quote

Happy are those who dream dreams and are ready to pay the price to make them come true. – Leon J. Suenes

How does Marsha handle conflict?

Marsha, like Jeffrey, handles conflict head on. Because Marsha and other “i styles” are naturally fast-paced, they are enthusiastic and passionate during discussions and may monopolize the conversation. The i personality is known for being open with their feelings but can become overly expressive and emotional during arguments. They can also become flustered and disorganized if they feel they are being bombarded.

How does this affect other styles?

The emotion that “i styles” bring to the table can make their colleagues feel very uncomfortable. Marsha and other high i’s are often seen as overly emotional or dramatic. Their colleagues may view them as high maintenance and try to avoid confrontations with them altogether.

What can Marsha do to improve?

Those with an i personality bring creativity, enthusiasm and positive energy to any team but need to be able to accept criticism in order to take their ideas to the next level. Marsha should first and foremost slow down during arguments and really focus in on what her colleagues are saying. High i’s can be much more effective if they remain objective during discussions and eliminate the emotional influence.

This and the rest of these blogs have been developed using the Everything DiSC® Workplace profiles, group reports and facilitator’s kit.

Join us for our next blog post in which we dive into the “S” style and how they handle conflict with others.

Corexcel Articles , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , ,

Meet Jeffrey: Conflict Resolution and the D Style

July 29, 2011 Comments off

If you read our last blog post, DiSC Profiles Minimize Conflict and Maximize Productivity, then you can recall the story of Steve and his sales team.

Jeffrey and Marsha were yelling at each other during a discussion that originally surrounded one of Marsha’s ideas. Jeffrey grew frustrated when Marsha felt attacked by Jeffrey and became emotional. From there, Jeffrey lost focus of their original discussion, and began targeting Marsha’s personality, at one point calling her, “over emotional.”

The D Style: At a Glance

D Stands for Dominance

Positives:

  • Fast-paced
  • Strong-willed
  • Results-oriented
  • Confident

Negatives:

  • Impatient
  • Under-developed people skills
  • Insensitive

Quote

Effective leadership is not about making speeches or being liked; leadership is defined by results not attributes. – Peter Drucker

How does Jeffrey handle conflict?

Jeffrey handles conflict head on. Since those of a “D style” are fast-paced, you may find they interrupt others. They value honesty, but may lack tact in their delivery. If they feel as though they are not being heard, they can become argumentative or belligerent. If they are having a discussion with a slower-paced individual, the “D style” can become impatient and frustrated.

How does this affect other styles?

Other styles may view the “D style” as demanding and difficult to work with. Other team members may stop speaking up in order to avoid conflict. Some members may become stressed out, overwhelmed and decide to leave the department or company.

What can Jeffrey do to improve?

While Jeffrey may have insightful things to say, he must realize that people may not listen, simply because of his tone. In order to effectively resolve conflicts with others, high D’s should practice patience and learn to effectively listen to what others are saying. They should express empathy and consider other people’s feelings before speaking. Since Jeffrey certainly has the determination to succeed, developing his people skills will make him more approachable and, thus more valuable to the team.

This and the rest of these blogs have been developed using the Everything DiSC® Workplace profiles, group reports and facilitator’s kit.

Join us for our next blog post in which we dive into the “i style” and how they handle conflict with others.

Corexcel Articles , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , ,
© 2024 Corexcel. All Rights Reserved.