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Directing & Delegating to the C Style Everything DiSCO Management Profile How does the C style like to work? People with the C style relate best to logical objectives and fact -based Ideas. They are comfortable working alone, so they may require minimal face time. These individuals set high quality as the ultimate goal and appreciate dependable results. As such, they may not appreciate your tendency to make quick decisions and strive for breakthroughs. They prefer to go over options and proposals carefully, which is in contrast to your tendency to move quickly and avoid getting bogged down in details. They want to be given a task and allowed time and space to complete it. Directing & Delegating Potential problems when working together People with the C style prefer to move cautiously and focus narrowly in their quest to produce the highest quality outcome. So they may become annoyed if you pressure them to multitask or rush their efforts. In turn, you may display impatience with their need to go over solutions repeatedly. Because they focus on logical solutions, they may isolate themselves and make decisions without consulting you or the team. Also, you may believe that they continually question your judgment, while they may think that you don't pay enough attention to potential problems. You may think their tendency to point out risks and make objections is a barrier to forward momentum and creativity. How to be effective with the C style People with the C style want to receive clear directions that address goals, methods, and logistics. Given your Di style, you may need to challenge yourself to give the systematic direction they want. Because they prefer to work alone, they may be reluctant to ask for help or advice, so you might need to be proactive about offering guidance when you think it's warranted. Remember that just because they question new ideas doesn't mean that they're resistant to your authority. Those with less experience may spend too much time analyzing and perfecting their work, so be sure to check in often enough to keep them on track. For those with more experience, allow more autonomy, but set clear deadlines that keep them moving forward. If they have less experience: ■ Allow them to work independently whenever possible ■ Help them set standards that meet their desire for quality without putting deadlines at risk ■ Explain the logic behind the task ■ Make sure they have the resources they need ■ Check in frequently to make sure they aren't getting bogged down If they have more experience: ■ Check in with them only when necessary to ensure forward progress ■ Encourage them to study the overall plan for defects ■ Listen to their concerns about quality ■ Allow them to work independently, but make sure to set clear deadlines ■ Give them opportunities to help solve complex issues that require logic 9 2008 by Inscape Publishing, Inc. All rights reserved. Reproduction in any form, In whole or In part, Is prohibited. 80 Casey Tyler 1