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Motivation and the S Style Everything DISC" Management Profile Motivation How do your motivational needs compare to those of the S style? People with the S style enjoy stability and predictability, so they seek harmonious environments where they can work free of conflicts and surprises. Because they find steady progress satisfying, they don't share your fast -paced drive or competitiveness, and they tend to be more methodical and cooperative. These individuals want to connect with colleagues on a personal level, so they often enjoy working collaboratively. In addition, people with the S style want to be helpful, so they're rarely interested In authority, and they may be uncomfortable with attention. Also, because they want to maintain safety and security for themselves, they may not be interested in your more adventurous Ideas. What demotivates them? ■ Being in competitive environments ■ Having to change direction abruptly • Being rushed into quick decisions ■ Dealing with cold or argumentative people • Being forced to improvise • Being in chaotic situations ■ Having to be confrontational How does conflict affect the motivation of the S style? • They may compromise on things they care about but remain frustrated beneath the surface ■ They may waste energy worrying that people are mad at them ■ They may become fearful about making mistakes, limiting their effectiveness or ability to take chances How can you help create a motivating environment for the S style? • Give them ample time to achieve results, which may require you to slow your pace at times ■ Show them that you care about their feelings rather than relating everything to achievement • Offer support by providing the information and resources they need to do their best work ■ Plan ahead to be able to give plenty of warning when changes are coming ■ Find ways to provide the structure and security they need to feel comfortable • Ask for their ideas, which they might not share without encouragement What's the best way to recognize and reward the S style? ■ Meet regularly to reassure them that they're meeting your expectations • Recognize how their strengths, such as steadiness and supportiveness, contribute to team success ■ Reward them with warm and sincere praise in a one-on-one setting ■ Discuss advancement when you think they're ready, since they aren't usually self -promoters 02000 by Inscape Publishing, Inc. All rights reserved. gROeproduction In any form, In whole or In part. Is prohibited. Casey Tyler 15