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Developing the C Style Everything DISC' Management Profile Areas where they have strong potential Consider ways that these individuals and the organization can take full advantage of the following strengths: ■ Insistence on quality • Ability to look at Ideas logically ■ Comfort with studying the specifics ■ Interest in maintaining error -free work • Ability to pinpoint potential problems ■ Persistence in analyzing solutions ■ Willingness to work alone ■ Tendency to avoid letting personal feelings Interfere with work • Ability to exercise caution and manage risks • Interest in developing a systematic approach Obstacles and strategies in the development process Developing Others Objectivity People with the C style want to be experts in their field, so they are probably more interested in superior outcomes than rapid advancement or public recognition. Because they are so focused on precision, they may become Isolated and fail to plan beyond the task at hand, so they may need your guidance to visualize future growth. ■ Consider that they may prioritize expertise more than achievement when it comes to development ■ Remind them that their development may benefit from trusting their gut instinct more often • Push them to move forward rather than overanalyze the specifics Reliability These individuals usually avoid the possibility of failure or incompetence, and this may affect their approach to development. Because they are more methodical than you are, they probably appreciate development plans that are clear and well planned, and they are likely to choose safe options over bold ideas that you may propose. ■ Put development opportunities into a clear, well -organized framework ■ Be aware that they may have trouble admitting their limitations or acknowledging mistakes ■ Ensure that they see the drawbacks of playing it safe Challenge People with the C style rely so heavily on logic that they are often skeptical, and this means they are likely to be Inflexible about changing course or listening to your ideas about their development. At times, their tendency to say, "no" may seem resistant, but they may just need more time or facts. • Present your Ideas for their development with sound rationales to back them up ■ Listen to their questions, but hold them accountable if they become passive -aggressive ■ Give them time to think over your development suggestions before making final decisions together ® 2008 by Inscape Publishing, Inc. All rights reserved. 80 production In any form, In whole or In part, is prohibited. Casey Tyler 21