Because conflict can be tense and uncomfortable, we might want it to end quickly. DiSC-wise, S types, and even some i types, find productive conflict awkward at times. Caving in works. It ends discussion.
Belittling can be direct, like calling someone an idiot, or it can be slightly more subtle. Either way, when our back is against the wall in a conflict situation, and things turn unhealthy, making others look small is a tactic that can rear its ugly head.
People who offer more praise look for opportunities to compliment others and recognize their contributions. Some leaders think that praise is a waste of time, or that good work is enough of a given that praising good work will make it seem like acceptable performance is somehow exceptional. But this flies in the face data … Read more
A way-too-common leadership behavior is the opposite – maintain harmony. “I don’t want to sweat the small stuff.” “I hate confrontation.” “They’ll figure it out eventually.” “Maybe a gentle all-staff email will help.” Great leaders develop fantastic relationships and address problems as they occur. A true story, from a tall building in downtown Des Moines: … Read more
People who analyze in-depth tend to perform a thorough examination of facts and details. The alternative is to act on the gut – relying on initial feelings and views to move forward, and simply follow first impressions. This is very common among those who suffer from The Success Deception; when you are smart, and successful, … Read more
People who plan tend to develop an organized course of action, setting clear expectations and deadlines. The alternative is to improvise – figure things out as you go, without much planning and preparation. I used to teach jazz. I assure you that I was nothing like the guy from “Whiplash“. But improvisation is important. And … Read more