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Working with "D" Managers Everything DiSe Management Profile Most of us would like to understand our own manager a bit better. And If your manager tends toward D, here are some insights for working more effectively together. Their Priorities and Preferences Managers with the D style put a strong emphasis on drive and challenge, so they focus on bottom -line results. They tend to have a competitive nature and will do what it takes to win. Like you, they prioritize action, and they probably share your restlessness when things move at a slow, steady pace. At the same time, they may fear being taken advantage of, so they will work hard to control their environment. Overall, they seek achievement, and they respond best to people who can quickly help them reach their goals. Working with Your Manager Advocating and Getting Buy -In Managers with the D style want concrete results as quickly as possible, so you may get buy -in by showing how your plan will quickly affect the bottom line. They respect confidence, so use your natural self-assurance to help your ideas get serious consideration. However, they are particularly sensitive to being manipulated, so they may respond negatively if they think that you're trying to finesse them. Because they tend to distrust excessive enthusiasm, keep your passion in check when presenting your solutions. In addition, remember their need to feel in control. Managers with the D style are likely to dismiss an idea if they believe that you ignored their advice or sidestepped their authority. So ask for their guidance and keep them in the loop. Furthermore, be sure to show respect for their leadership, and offer them an ownership stake or author role in the solution. ■ Project confidence in your ideas ■ Emphasize the concrete results that they can expect ■ Avoid coming across as overly enthusiastic or passionate Dealing with Conflict Managers with the D style can become competitive in conflict, creating win -lose scenarios in which compromise is seen as a sign of weakness. They aren't inclined to gloss over differences or avoid confrontation. You may share their tendency to face issues directly and become headstrong during confrontations. However, they may be less concerned about damaging the relationship, and, as a result, they might prioritize winning at any cost. Therefore, resist the urge to reciprocate their aggression, and focus on resolving the conflict rather than proving that you're right. Avoid viewing their directness as a personal attack, and try to state your points objectively without getting defensive or lashing out. ■ Focus on resolving the conflict rather than winning the argument ■ Stick to the facts and avoid hot buttons ■ Avoid taking their blunt approach personally (P 2008 by inscape Publishing, Inc. All rights reserved. Reproduction in any form, In whole or In part, Is prohibited. 80 Casey Tyler 23