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Working with 'IS" Managers Working with Your Manager Everything DiSC''' Management Profile Most of us would like to understand our own manager a bit better. And if your manager tends toward S, here are some insights for working more effectively together. Their Priorities and Preferences Managers with the S style put a strong emphasis on reliability and support. Because they prefer a stable and friendly culture, they may dislike the fast -paced and energetic environments that you appreciate. They like to work methodically, and unlike you, they may fear rapid change or high-pressure situations that threaten their security. Collaboration Is a high priority for them, and they like people to work together harmoniously. Overall, they want to lead employees toward reliable outcomes in a friendly setting, and they respond best to people who are team players. Advocating and Getting Buy -in Managers with the S style want to see how your ideas can contribute to dependable results and steady progress. They need time to prepare for any major changes that you want to suggest, and -they may react negatively if you push for quick decisions or drastic overhauls of current systems. While they may allow you to lead the discussion, they won't appreciate it if you ignore their input. If you want their buy -in, introduce your ideas calmly, and present the specifics as clearly as you can. Shift your focus from the bottom line to the impact of your plan on people. In addition, avoid coming across as too forceful or overly enthusiastic. ■ Avoid focusing solely on bottom -line results ■ Lay out your plan in a step-by-step manner ■ Give them time to consider the implications of the changes you are proposing Dealing with Conflict Managers with the S style want to avoid conflict whenever possible, and they may remain polite and diplomatic even when they're in a confrontation. Therefore, be careful not to challenge their authority or overstep your bounds. In such cases, they may withdraw or bottle up their feelings, which may cause you to assume that the argument is resolved. However, if you allow them to bury their feelings, the resentment may build. In addition, handling conflict in an aggressive or argumentative manner may cause them to hesitate before collaborating with you In the future. Take a calmer, more patient approach and work to uncover the true source of the conflict. Avoid assuming that their silence means that the matter is resolved. • Be direct without being confrontational ■ Follow up to make sure that the Issue is resolved ■ Avoid forceful tactics that will cause them to hide their true feelings 02008 by Inscape Publishing, Inc. All rights reserved. so 0eproduction In any farm, In whole or In part, Is prohlblted. Casey Tyler 25