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DISCovering Your Team (CodeMash)
- 1. A Guide to Effective Team Communication BY PATRICK BADLEY & JARED FARIS OVERING YOUR TEAM 2
- 2. .NET Developer (11 years) Team Lead/Architect HMB, Inc in Columbus, OH (7 years) Interests: • Web Development • Managing Teams • Microservices/Kubernetes • Travel and Playing Sports ABOUT ME Patrick Badley 3
- 3. Jared is a Microsoft MVP and the Vice President of Solutions at HMB. He spends his time thinking about IT strategy, building cool things and making sure the developers around him are given the tools and training they need to succeed. ABOUT ME Jared Faris 4
- 5. Characteristics of each type Examples of how each type behaves THE TYPES What the heck is DISC?INTRODUCTION TO DISC How to leverage your knowledge of DISC to improve communication within your teamAPPLICATIONS AGENDA 6
- 6. WHAT IS DISC?! DISC is a model that classifies your behavior into four types D I C S 7D CSI
- 11. Verbal Cues 12 “What’s the bottom line?” “Failure is not an option.” “I WANT RESULTS!” Visual/Vocal Cues Steady Eye Contact Firm Handshake Strong & Forceful
- 13. How To Be Effective 14 Don’t waste time Do what you’re told Be Assertive BLUF Results
- 16. Verbal Cues 17 “Let’s spitball some ideas!” “Work can wait, how the heck have you been?” “Let’s give it a shot!” Visual/Vocal Cues Dramatic Gestures Friendly touches Emphatic
- 17. Motivators Fun and Socializing RELATIONSHIPS Connecting People 18 Recruiter Salesperson Common Positions
- 18. How To Be Effective 19 Pay Them Attention Excitement! Show Emotion! FUN! Tell Stories
- 19. Fun Fact 20 A printing typo! Why is the “i” in DiSC often lowercase?
- 22. Verbal Cues 23 “I understand, but how will this impact the team?” “I’m uncomfortable with such a big change” “How do you feel about it?” Visual/Vocal Cues Intermittent Eye Contact Calm Body Language Good listeners
- 23. Motivators Avoiding Conflict Routines and Plans STABILITY 24 Teacher Nurse Common Positions
- 24. How To Be Effective 25 Be Reliable Be Friendly Focus on Team Be Sensitive Mitigate risk
- 27. Verbal Cues 28 “This must be done right, let’s evaluate all the options” “Let me think about that and get back to you” “Let’s Approach this Logically” Visual/Vocal Cues Subtle Gestures Monotone Keep their distance
- 28. Motivators Recognition* Logic and Reason QUALITY 29 Software Developer Accountant Common Positions
- 29. How To Be Effective 30 Quality Structure No chit-chat Data Evidence
- 30. EVERYONE HAS ALL 4 TYPES! 31 D CSI WORK D CSI COMMITEE D CSI
- 31. 32 D I C S DIRECT INDIRECT PEOPLE TASKS How Do The Types Interact With Their Neighbors?
- 32. 33 D I C S DIRECT INDIRECT PEOPLE TASKS How Do The Types Interact With Their Neighbors?
- 33. 34 D I C S DIRECT INDIRECT PEOPLE TASKS How Do The Types Interact With Their Neighbors?
- 35. GOLDEN RULE Do unto others as… 36 YOU WOULD HAVE THEM DO UNTO YOU
- 36. PLATINUM RULE Treat others as… 37 THEY WANT TO BE TREATED
- 37. You’re the manager of a team that has been evaluating the feasibility of a new initiative for your company. Your team has been working hard to get this project approved and is excited about executing. You just received word from upper management that your project has been approved to kick off on Monday. PROJECT GREEN LIGHT 38 HOW WOULD YOU COMMUNICATE THE NEWS TO YOUR TEAM?
- 38. Project Green Light 39 Team, The project has been approved and will start on Monday. The budget is fixed and timelines aggressive, but I am confident we can achieve success if everyone buckles down and contributes 110%. I have assigned tasks to everyone so let’s hit the ground running first thing Monday morning.
- 39. Project Green Light 40 Team, THE PROJECT IS A GO!! I can’t wait to knock this thing out of the park with all of you. Let’s get together sometime Monday morning and start throwing ideas at the wall and see what sticks! Have a fantastic weekend! Don’t do anything I wouldn’t do! ;)
- 40. Project Green Light 41 Team, The Project has been approved thanks to all of your hard work on the discovery effort. I feel comfortable saying you all will continue to make this project successful if we continue working together and don’t give up. Enjoy your weekend with your families and I’m looking forward to working with all of you on Monday.
- 41. Project Green Light 42 Team, The Project has been approved based on the results of our risk analysis and profit projections. In order to meet expectations, we will need to break the work into logical units and ensure high quality deliverables. I have documented every team member’s responsibilities which I will review in our 8 AM on Monday.
- 42. Project Green Light You’re a High I and your manager says… Team, The Project has been approved and will begin on Monday. The budget is fixed and timelines aggressive, but I am confident we can achieve success if everyone buckles down and contributes 110%. I have assigned tasks to everyone so let’s hit the ground running first thing Monday morning! Where’s the EXCITEMENT? Are we celebrating, or what?!?! This sounds like all work and no fun… Boring… maybe there’s another project I can get on. 43
- 43. Project Green Light You’re a High C, and your manager says… Team, THE PROJECT IS A GO!! I can’t wait to knock this thing out of the park with all of you. Let’s get together sometime Monday morning and start throwing ideas at the wall and see what sticks! Have a fantastic weekend! Don’t do anything I wouldn’t do! Did they appreciate the data I provided? What’s the project structure? What are my responsibilities? Why do you use so many emojis? 44
- 44. Project Green Light You’re a High D and your manager says… Team, The Project has been approved thanks to all of your hard work on the discovery effort. I feel comfortable saying you all will continue to make this project successful if we continue working together and don’t give up. Enjoy your weekends with your families and let’s pick up where we left off on Monday. Who cares how you feel, we have work to do! Where’s the urgency?! Let’s get to work! What are my responsibilities? Who’s in charge here?! 45
- 45. Project Green Light You’re a High S and you’re manager says… Team, The Project has been approved based on the results of our risk analysis and profit projections. In order to meet expectations, we will need to break the work into logical units and ensure high quality deliverables. I have documented every team member’s responsibilities which I will review in our 8 AM on Monday. I can’t tell if we’re happy about this or not.. Will we be working in the same groups? Are my responsibilities changing? We normally meet at 9am, I’ll have to adjust my schedule 46
- 47. 48 The project is on schedule and under budget. Good Morning! I hope your day is half as fantastic as mine has been! Either way, do I have some news for you! We are kicking some serious you-know-what on the project, I’ll spare you the details, but we’re having a blast and I can’t wait to see the look on your face when we bring this thing home! Cheers! EMAIL D I
- 48. 49 Good Morning, I am pleased to report that the team is working great together and really meshing. Everyone has settled into their roles within the team and we are making steady progress. If we keep the team happy, you can count on us to make this project successful, barring any unexpected interruptions, of course. Let me know if there’s anything else I can do to keep you up to date and have a wonderful rest of your day. We have completed 32 of the 76 tasks planned for this month and we are on day 10 of the project. That equates to 42% complete in 33% of the planned timeline. We have also established a rigorous testing process to ensure our tasks are completed with the utmost quality. I have attached a detailed spreadsheet of each task’s current status and projected completion date for your review. If there is any additional documentation you would like, please let me know and I will have it prepared in a timely manner. EMAILS C
- 49. 50 The proposal must be finalized by Friday. We need estimates from the development team and sign off from accounting. Make it happen. Hey! Can you help me out with something? First, Get your coffee! We know how you get if you don’t have your coffee! Then, talk to Jim about getting estimates from his team, and finally, head over to Heather’s office and get her John Hancock! That’s it! Let’s get this thing across the finish line! ASSIGNING TASKS D I
- 50. 51 We’d really like to have this proposal ready for Friday and I know I can count on you. We’ll need to work with Jim and Heather to get the estimates and sign off from accounting. Don’t hesitate to let me know if you need anything from me! We need to get the proposal finalized by Friday. This needs to be done just right, so I want you to own this. Here are the detailed requirements. You’ll need estimates from the development team, make sure you review them with Jim. Then get sign off from accounting. Make sure to have this on my desk by 8am Friday morning. ASSIGNING TASKS S C
- 51. • Collaborating in meetings • Giving negative feedback • Paying a compliment • Handling a disagreement • Collaborating on an assignment 52 OTHER OPPORTUNITIES
- 52. RECOGNIZE YOUR DIFFERENCES PEOPLE ARE DIFFERENT! ADJUST YOUR BEHAVIOR 53 WRAPPING UP!
- 53. 54 DISC Relationship Strategies Dr. Tony Alessandra (Audiobook) Manager Tools (Podcast) www.discprofile.com .com/in/patrickbadley .com/in/jaredfaris Take the free assessment! https://institutesuccess.com/assessment/ disc/start-free/ Questions? THANK YOU!!!
Editor's Notes
- Welcome everyone! This is Discovering your team, a guide to effective communication. Please take a minute to read and respond to the the poll on the screen before we get started!
- My name is Patrick Badley. I’ve been a developer for 11 years, 7 of which have been with HMB, a consulting company out of Columbus. The last few years I’ve been transitioning to more and more team lead/architect roles while still getting my hands dirty with web development and recently playing with microservices and kubernetes. My colleague Jared Faris here introduced me to the DISC model a couple years back and I found it very interesting. I identify as an introvert so I’ve always been pretty quiet, but like to listen and understand how people act around me and DISC helped to identify those behaviors and provide guidance for how to use it to be more effective. So I was brainstorming topics to submit to Code palousa last year and this seemed like a fun topic. I presented it in march for the first time and submitted again for codemash, so hear we are! Jared, would you like to say a few words about yourself?
- Before we go any further, I want to go ahead and give you the bottom line of this talk right now. …not everyone is the same as you. Embrace that rather than ignore it. Adapt your behavior in a way that people will respond positively.
- Introduce you to the DISC Model and what its all about Jared and I will break down each of the types for you so you can learn how to identify them And we’ll wrap up with how you can leverage what you’ve learned to be a more effective communicator
- Disc is a model for describing behavior. You might notice similarities to personality profiles like Meyers-Briggs, but what’s different about DISC is it has an emphasis on BEHAVIOR as opposed to personality, the difference being that you control your behavior and can adapt it when needed. When you take a DISC Profile assessment, you will be provided a score for each behavioral type. Here’s an example of someone’s results: They scored high for the D type, low for the I, lower for the S, and highest as a C. Throughout the talk we’ll refer to behaviors as “typical of a high I” or unusual for a “high D” And it’s worth noting that most people will score high in 2 of the areas and lower in the other two.
- Feel free to take notes and refer to the handouts on your chairs as we go through the types. We’ll reference this grid throughout the talk and it will help you with remembering the characteristics of each type. The four types are often compared on two axis, the first of which is direct vs indirect: When you first meet a an I or a D, they’ll act like they’ve either known you for years, or they are in charge Compared to a C or an S, who will seem more shy and timid and like to get the lay of the land before speaking up Directs take chances Indirects who don’t want to make mistakes Directs are more assertive while Indirects are more patient When it comes to rules, directs are more likely to challenge or break them While indirects like to follow and enforce the rules Directs tend to dominate meetings, possible interrupting or speaking over others to get their word in, while indirects tend to be patient and wait their turn to speak, however they are more likely to miss out on getting their voice heard Jared, do you want to talk about our conversation last night? The second is Open vs Guarded: Guarded people, or D’s and C’s do not show or share their feelings Like to have their space and don’t like unnecessary physical contact These individuals are most likely to have a good poker face Not interested in social talk or chit chat Might come off as not having good social skills Make decisions based on facts, logic, reason, numbers, documentation On the right are open people. I’s and S’s are typically more ready and willing to share their feelings and thoughts Build a relationship first, and then move on to the task at hand Like to chat about personal topics and share stories More likely to use a friendly touches like a pat on the back or playful grab of the arm
- Another way to look at this grid is based on pace On the top are individuals who are faster paced vs slower paced on the bottom Slower paced people are concerned with getting things done right, even if it takes longer While fast paced people will say it’s good enough! Let’s move on! When it comes to making decisions, evaluating risk, or making changes, slower paced people like to do research, take their time, and be cautious Compared to fast paced people who are decisive and spontaneous! Get it over with and move on to the next task. They want to accomplish as much as possible. On a similar note, when posed with a question they don’t have the answer to, fast paced people are more likely to guess or make up an answer While slower paced people will ask for time to think about the answer and get back with the results Another perspective for the horizontal grid is task-focused vs people-focused: Ds and C’s tend to focus on tasks and results Is and S’s tend to focus on relationships and the team Task oriented people are more interested in lists and checking things off People oriented individuals are interested in making friends and socializing Jared, do you want to weigh in how the different types see the world?
- Now that we have an overview of the types, let’s dive into each one individually in more detail Let’s start with High D’s who are in the top left of our grid meaning they are direct or faster paced and guarded or task oriented.
- Official DISC description is Dominant, but they are also often described as decisive, strong willed, and self starters. They tend to be very self confident, take risks, and like solving problems. They are big picture thinkers and are great at coming up with innovative solutions to problems. However they may come across as controlling, bossy, or lacking compassion and possibly overly focused on results and not focused enough on people.
- Some typical phrases you may expect to hear from a High D are very direct, to the point, and authoritative. They are focused on results with no attention paid to how the audience feels or if everyone is in alignment. Some other traits are a firm handshake, intense, steady eye contact, and possibly strong forceful gestures.
- What motivates a high D? Results! They also love challenges and achieving success as well as being in control and having power to make decisions. For these reasons you likely see a lot of High Ds in Management and Executive roles and possibly positions like coaches and personal trainers
- Jared, do you want to talk about how you can be effective dealing with D’s and any other characteristics I didn’t touch on?
- Next up let’s cover High I’s who like High D’s are Direct or Fast-paced, however they are people focused and open.
- High I’s are playful, fun, outgoing, enthusiastic and persuasive. They like being the center of attention and telling stories and jokes They are very good at motivating others, thinking outside the box, and keeping things positive. They often times have trouble staying focused on a task or seeing things through to completion and can come across as not good listeners and caring only about what they have to say.
- High I’s typically focus on people and feelings, taking chances, telling stories, and having fun! They are not concerned with data, results, or timelines. They are the most likely to use friendly touches, two handed emphatic handshake, and use BIG exaggerated gestures They are also likely to vary their speech the most of all the types, placing emphasis on words and speaking loudly!
- High I’s LOVE making friends, having fun, socializing, and entertaining others. They love motivating others and connecting people. They’re the person at a party that introduces the new guy to everyone they know. It probably doesn’t come as a surprise that they make great recruiters, sales people, and motivational speakers.
- Jared, want to weigh in on your favorite type?
- If you had heard of the DISC model prior to this talk, you may have seen it spelled with a lowercase i. Does anyone have a guess as to why it’s often lowercased? It was actually just a typo! One of the companies that was publishing DISC materials printed a DISC manual and the publisher printed it with a lowercase i. Rather than paying to reprint all of the manuals, they embraced the typo and copyrighted it! So anytime you see the lowercase I you know it was published by a company called Wiley/Inscape publishing. https://internalchange.com/small-disc-mean/ “Once upon a time, a along, long time ago before Everything DiSC® was published by Wiley (the largest publisher of DISC based products and the only publisher of the DiSC profile) before it was Inscape Publishing, and even before it was Carlson Learning Company, DiSC was published by a small company called Performax, and a funny thing happened. One day, this small organization had placed an order for their original printing of the DISC Personal Profile System, and when they got their assessment booklets back from the printer there was a typo. A small little typo. A typo the size of an “i”. Yes, that is right. The printer did not capitalize the I in DISC. Performax decided to use this mistake and copyright DiSC to make it their own. So that is how DISC got its small i. When you see the small i version of the DISC profile, you know it was published by Wiley/Inscape Publishing, one of its ancestors, or it is in violation copyright laws.”
- Staying on the people focused and open side of the grid, but moving down to the indirect, slow paced corner, we have the S type.
- S is for Steadiness and they are also described as friendly, sensitive, warm and even tempered. They are good listeners and like to make everyone feel comfortable and valued. They are also considered very loyal and reliable. If you ask them to do something (nicely) then you can count on them to get it done. They are often timid and would prefer holding a grudge versus standing up for themselves or causing conflict. Being people focused, they might be inclined to put someone’s feelings before the success of a project and they might rub a High D the wrong way by not getting to the point and focusing on results.
- High S’s use a lot of feelings and focus on people over results. They are also wary of risk and prefer to avoid change. They body language comes across as calm and gentle. Being indirect, they may not be comfortable with intense eye contact, however they do come across as great listeners and being genuinely engaged.
- High S’s love stability, routines, and following a plan. They care about people and being accepted and don’t like conflict. Because they are patient and caring, they make great teachers, managers, counselors, nurses.
- Jared, how can you be effective working with a High S?
- Finally, let’s look in the bottom left corner where indirect and slow pace meets the guarded and task focused with the High C.
- C is for conscientious, which means “wanting to do what is right, especially doing their work well and thoroughly” High C’s are typically understated, orderly, low-key, and logical. They are the type of person that likes to gather all of the data and then go to their desk and work until their task is done, and done perfectly. Because they are indirect and not people focused, they often come across as socially awkward or rude. And because they have such a high standard of quality, they can be overly critical of others and of themselves. They may also prioritize perfection over timelines which could cause tasks or projects to go over budget or be late.
- High C’s may not talk much, but when they do, it’s often important and worth listening too. You’ll notice a focus on logic and quality in their speech and are patient and like to take their time to do things right. They lack emotion, urgency, and emphasis so they often sound monotone, calm, and patient. They can be hard to read as they don’t show emotion or use much body language. They are the least likely to touch, and they like to have their own space.
- C’s are motivated by QUALITY. They are willing to spend time analyzing and reworking solutions until they are PERFECT They like solving problems and using logic and reason. They also like to be in control and understand all of the ins and outs before making a decision I put an Asterix next to recognition because while C’s want their WORK to be recognized for it’s high quality, they don’t like be the center of attention or put on the spot. Because of their attention to detail they make excellent software developers, accountants, analysts, and even artists. I’m assuming we have a few C’s in the room, but we’ll find out when we look at the poll results shortly.
- Jared, you have some experience working with high C’s, how can you be effective communicating with them?
- Jared can discuss this slide: Put a slide in about how “Everyone has all 4 types”. We can discuss how we’re each capable of acting in all 4 capacities if we choose to, and the value of DISC is having a framework to know how to adapt our own behavior. Some come more naturally than others As we discuss the types, you’ll likely think “well sometimes I’m more of a High I, but others I’m more High C”… You can absolutely be more than one type. Most people are higher in 2 than the other two and they often change depending on the circumstances! Let’s consider the example we used earlier of the individual who was High D and High C and let’s assume that’s how they behave in a typical work setting where they are a manager of a team where they need to produce high quality results and drive projects to completion. But they’re also on a social committee at work where they are comfortable giving up some of the control and be more of a team player. And when they get home after a long day at work they like to let loose and have fun with their family and friends… But in general two of the behavioral types are going to be more natural in a given setting than the others.
- Let’s add a slide or slides to talk about how different DISC types interact with near neighbors. Put this after you cover the 4 types. One of them could have D, highlight I and C, and fade out S. I could talk to this. Then pick another pairing (maybe I with D/S). I can cover the idea of 25% of people being similar in many aspects, 50% sharing some similarities, and 25% being totally unlike you.
- Now that we understand the types, let’s talk about how we can use what we’ve learned.
- So, I’m sure you are all familiar with the saying “Do unto others as you would have them do unto you” But the problem with this saying is that not everyone is like you!! And they more than likely want to be treated differently than you would.
- so instead… treat others as they want to be treated. I got this from an audiobook by Dr. Tony Allesandra that does a good job of covering DISC and how you can apply it in your life. I’ll have more information on it at the end of the presentation.
- So, let’s revisit the scenario I had on the screen before the presentation. If anyone missed it, we introduced a scenario where you are communicating the approval of a project to your team and we looked at some different approaches to communicate the news. Now let’s see how you all responded to the poll… https://www.polleverywhere.com/multiple_choice_polls/EAvLCPXiyKl0cvtT2EKqC?preview=true Now that you know about each of the types, raise your hand if you identity with the DISC type of the response you picked. Ok, and does anyone not identify with the type of the response they picked?
- Now let’s look at the responses in a little more detail. The High D response is very direct and to the point with a focus on achieving results and working hard. And it closes with a call to action and sense of urgency. There’s no wasting time, let’s get started! Does anything else stick out about this response?
- Compare that to the High I response…. I took the liberty of adding in some emojis, Exclamation points, and all caps… You’ll notice much more excitement and enthusiasm! The message is much more carefree, playful, and fun. You’ll notice I’s tend to use a lot of expressions as well like “knock this out of the park” and “throw ideas at the wall”
- Now the S is going to focus more on the team and feelings. They like to build up everyone around them and make them feel good so the team can work well together. And they are sympathetic showing compassion for the personal life of the team.
- Finally, the High C response attributes success to quality and attention to detail. They like to take control, think logically, and reduce risk. Expectations of Precision and Accuracy and following a schedule.
- So, these were all pretty different approaches to communicating the same message and you picked the style that came most naturally to you. However, what comes naturally to you is not necessarily what will be the most effective when communicating with your team. Let’s take this example and imagine you are a High I who lives for FUN and EXCITEMENT, and you hear this. You’re going to be thinking...
- Likewise, imagine you are a high C, interested in facts, reason, and schedule, and you hear this…
- Now imagine you’re a High D, focused on results and achieving success quickly, and you hear this…
- And finally you’re a High S, focused on people, structure, and routine, and you hear this…
- So how can you adapt your behavior and target your communication to be more effective with you’re audience?
- If you’re targeting a High D, BLUF: Bottom Line Up Front Keep it quick and to the point When targeting a High I: Add some excitement and emphasis! Keep it lighthearted, engaging, and fun
- When targeting a High S: Focus on the team and people Be friendly and calm When targeting a High C: Include a lot of data and evidence to back your points Focus on quality and attention to detail If addressing multiple types, find ways to appeal to each one… A good example of this would be if addressing C’s and D’s in the same email, include all of the data and resources, but start off with a brief summary of your email at the top in bold. The D’s can read the summary and then the C’s can keep reading to get all the extra information they are interested in.
- High D Be brief and to the point! Focus on results and let them drive it home! High I Be friendly and keep it fun and exciting! Think in terms of people. I’s love collaborating and talking with other people
- High S Recognize their reliability Focus on the team and routine High C Focus on tasks and quality Include data for their reference It can be good to time box their work, High C’s tend prioritize quality over deadlines
- Here are some other scenarios where adapting your behavior based on your DISC expertise can be helpful. Jared, do you want to touch on how you can handle some of these scenarios? In meetings: Let C’s and S’s have a chance to talk, they often have good ideas, but don’t want to be rude and interrupt Complimenting: Don’t embarrass a C by praising them in a large crowd, acknowledge their hard work and accuracy of their results Make sure you have evidence and data to back up any claims you make when providing feedback, positive or negative, to a High C. Questions/ideas from the Audience?
- Thank you all for coming! I hope you learned a few things about the DISC model and are excited about putting it to work. If you haven’t already please take a moment to fill out one of the feedback cards, I’ll collect them in a moment and draw one for a gift card from my awesome company, HMB. On the right are some resources you can check out to learn more and you can reach Jared and I on LinkedIn. And I recommend taking the free assessment on your own at that institute success link! Any Questions?