Leadership Intensity Factors
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Adapting your personal profile to a specific roll is imperative. The following are examples and explanations of how to ..... At the same time, "S" leaders can also be successful as they control their natural reluctance; and discipline themselves to be more outgoing. Their style will be "steady, stable and sensitive," emphasizing service and security (trust) as they lead others whether they are .....
The following are three common opposite types. See if one of these is like your Leadership Reflections profile.
Graph A compares a High "I" individual to a High "S" roll. "I"s are active/people-oriented personalities. They make great leaders. "I"s tend not to like detail. They need to work on time management and call for commitments. They don't like to pressure people. If an "I" were to have an "S" type roll as a leader, he or she may become frustrated and bored. "I"s need to be active, working with large groups of people. They love to express themselves. "I"s need opportunities to shine, while "S" roles may require .....
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A. "I" Relating To "S" Role |
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"I"s are outgoing, while "S" roles need steady responses. |
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"I"s are more optimistic, while "S" roles need sensibility. |
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"S" roles require caution, not risks. |
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"I"s love to talk; "S" roles may require better listening skills. |
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Graph B compares a High "D/C" employee to a High "I/S" roll. "D/C"s are task-oriented. They love the ....
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B. "D/C" Relating To "I/S" Role |
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"D/C"s are task-oriented; while "I/S" roles require people skills. |
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"D/C"s want to get the role done, while "I/S" jobs need more sensitivity. |
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"I/S" roles focus on more service than "D/C"s may prefer. |
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Graph C compares a High "I/S/C" individual to a High "D" roll. An "I/S/C" leader will like to deal with the public and is concerned about the details. "D" rolls desire not getting bogged down with details or having to socialize. "D" rolls also require a thick skin and decisive leader. "I/S/C"s who have learned to be more "shakers and movers" can handle the roll, but may struggle with strong-willed and demanding people. "D" roles may need .....
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C. "I/S/C" Relating To "D" Role |
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"I/S/C"s are not dominant. |
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They prefer socialization and competence in their role. |
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"D" roles require aggressive and assertive behavior. |
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"I/S/C"s do well with people and tasks, but tend not to be drivers. |
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Summary
he higher the individual's DISC personality type is, in contrast to what their role as a leader is, the greater the potential for making a mistake. For example, if you are a "C" type personality in the role as a leader that requires a lot of "I" type, you may be too reserved. But if you are a "C" type trying to lead a group of "I"s, that's what they need, but you must adapt your style to be more excited. "I"s prefer someone to take care of the details and paper work. But "I"s also need someone positive and encouraging. You must decide which factors are most essential and become "all things to all people."According to Cynthia Tobias' book, THE WAY THEY LEARN, there are four basic learning styles: Concrete, Abstract, Sequential, and Random. There are also three ways we remember. She adds, .....
Every leader should discover ....
Become a more effective Transformational Leader by adapting your leading style to the learning style of others.
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