Read the following descriptions and select the one that most accurately describes your preferences:
Frustration
Preference A:
You are driven to achieve, you like to get things done and make things happen. You have a tendency to be impatient, and others can consider you a bit aggressive / assertive. If you want something done right, you figure it is easier to do things yourself rather than let someone else do it and get it wrong.
Preference B:
You enjoy interacting with people, you’re never shy in a crowd, you like to have fun at work, and sometimes you’re a bit of a practical joker. You have a tendency to start things but don’t always finish them so you have a lot of unfinished “projects”. You’re not always the most time sensitive person, often times finding yourself late to appointments, meetings, etc.
Preference C:
You are more concerned about people close to you, you tend to be loyal to them and to your family, you don’t like a lot of change – you will change but you need to be sold on the benefits of change before going along. You also tend to go along with the group because you prefer to avoid conflict if the team is in general agreement. You tend to be a great listener so peers often come to you for advice.
Preference D:
You are a very detailed person, others may consider you a perfectionist, you enjoy analyzing things, and you are more of a reflective listener as opposed to an outgoing/expressive person. Some people get frustrated with your level of detail but they fail to realize the benefits of analyzing things rather than just “going” for it.
Now that you’ve self selected the preference that most strongly describes you, which of the other preferences tend to drive you nuts when you encounter them? There is the source of conflict. Lacking an awareness and appreciation for how others prefer to do things is a major source of discontent and destruction of trust.
Solution:
First and foremost, you have to officially learn what your behavioral preferences are. Then you need to learn how to assess the preferences of others and be willing to adapt your approach to match that of others. The best way to do this is to go through a training session using the DiSC Behavioral Style Assessment. This is such a powerful and easy to use tool that every leadership training program we offer starts with this process. Once you are armed with these new skills, you have the opportunity to significantly improve your chances of reducing conflict and enhancing trust in your personal and professional relationships.
There are two other ways you create conflict and destroy trust. Click on the links below to read those articles to begin thinking your way 2 success right now:
Series Article #2: Three Ways You Create Conflict and Destroy Trust: Your Judgments and Perceptions
Series Article #3: Three Ways You Create Conflict and Destroy Trust: Your Expectations of Others
