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Directing & Delegating to the i Style Everything DiSC'1� Management Profile How does the i style like to work? Like you, people with the i style tend to move quickly. They seek new or exciting projects, and they may become restless if they are forced to work for long periods of time on routine tasks. They like working with others and prefer to be in front of people. Despite their high energy, however, they may not share your interest in the bottom line, and they may be less driven to make a big impact. They prioritize collaboration more than you do, and they want the freedom to move at their own rapid pace while remaining connected to the team. F Directing & Delegating Potential problems when working together People with the i style want a fun and fast -paced work environment, and in their enthusiasm, they may not always pay as much attention to the details as they should. Because you also work at the big -picture level, you may hand off assignments to them without clarifying important details. As a result, the two of you may miss important warning signs until it's too late. Furthermore, because you both prefer bold action over careful plans, you may neglect to provide them with the structure they need to do their best work. How to be effective with the i style People with the i style want to feel like they are essential members of a team. Give them opportunities to collaborate with others, and allow them to work on tasks that require group efforts. In addition, let them know that their ideas are being heard. Like you, they are prone to improvise and make spontaneous decisions. Given your Di style, you may need to focus on providing them with a firm structure and making expectations as clear and detailed as possible. Check In with those who lack experience to make sure they're on track and meeting deadlines. For those who are more experienced, encourage innovation and experimentation, but hold them accountable for timelines and results. If they have less experience: • Make sure they don't lose track of details • Hold them accountable for missed deadlines or skipped steps • Help them to prioritize • Let them collaborate when possible ■ Check their understanding of the task since their enthusiasm might hide a lack of clarity If they have more experience: ■ Allow them to take the lead in group settings • Make time to go over their ideas with them ■ Let them try out new ways to look at problems ■ Check in often enough to keep them on track and on schedule • Acknowledge their contributions publicly ® 2008 by Inscape Pub,Ishing, Inc. All rights reserved. so Casey in any form, In whole or In part, Is prohlblled. CaS@y Tyler 9