Judy Bond, Contributor
Everybody is curious about their leadership style…especially after you read the above statistic. Where do you start? If you are not strapped for time, have disposable income and like to think through questions and growth strategies on your own, resources like Myers-Briggs are great.
If you are part the silent majority, keep reading.
We published The Quick Quiz based on the DiSC system by William Moulton Marston, was a lawyer and a psychologist; he also contributed to the first polygraph test, authored self-help books and created the character Wonder Woman. With a proven track record of success to help Executives or Entrepreneurs just like you, our goal is to give you actionable insights to make you look good and gain respect from the people in your organization by answering two questions in 5 minutes.
Understanding your leadership personality will also help you excel in these areas when your planning your next business growth move:
Leading – Selling – Building Teams – Relationships – Communicating – Resolving Conflict
Ready? Let’s go!
The Quick Quiz:
Leading begins with self-awareness. Self-awareness is not only understanding your strengths, but more importantly about understanding your areas for growth. Often, these areas for growth are hidden from us, and, sometimes, quite obvious to others!
Self-awareness begins with asking yourself two questions – one is likely to be easy to answer, and the other may be a little harder.
1. The first question is about your “Pace”. Are you Fast-Paced or Slower-Paced?
Fast-Paced people are active, energetic, and involved! Slower-Paced people are a little more reluctant to move forward – we might call them “reserved”. Please remember, one is not ‘good’ or ‘bad’. One is not ‘right’ or ‘wrong’. They are just different. And there may be times that you are one or the other.
2. The second question is about your “Priority”: Are you Task-Oriented or People-Oriented?
Task-Oriented people like plans and projects. People-oriented people like relationships and sharing. Again – one isn’t good or bad – they are just different! And there may be times or situations where you are task-oriented – and times that you are people-oriented.
Your Results: Which one are you?
The “Dominant” Style Leader
If you answered, “Fast-Paced and Task-Oriented”, you are primarily a Dominant style person. You are a natural leader. You lead with tenacity . You expect people to do “whatever it takes”.
Here are some things to consider – do you delegate – but keep control? Do you decide too quickly without getting input from others? Do you ignore relationship issues? I encourage you to listen to your team’s ideas – it’s not a waste of your valuable time to do so!
The “Inspiring” Style Leader
If you answered, “Fast-Paced and People-Oriented”, you are primarily an Inspiring style person. You are a very influential person. You lead with enthusiasm. You expect people to be flexible.
Do you find yourself talking, rather than doing? Are you finding it difficult to stick to one plan of action when you see another interesting activity? Setting short-term goals and meeting them consistently will help you reach your long term goals.
The “Supportive” Style Leader
If you answered, “Slower-Paced and People-Oriented”, you are primarily a Supportive style person. You lead with encouragement and affirmation. You expect people to be helpful and support the team.
Do you find that you avoid confrontation? Are you indecisive because you fear the consequences of a wrong decision? Talking through these issues with someone else will help you in these situations.
The “Cautious” Style Leader
If you answered, “Slower-Paced and Task-Oriented”, you are still wondering if you answered the questions right! You are primarily a Cautious style person. You lead with procedures and guidelines. You expect people to follow the rules and be logical.
This is my primary style, so I must be aware that I can be too “picky”. I procrastinate because I’m afraid my product won’t be perfect.
Now that you know your leadership personality, how will you begin to build a communication framework to see a significant change in your communication and influence? How will you ensure that framework is built then implemented properly to see an increase in employee engagement, product sales, and recruits–ultimately driving momentum into your business and leading you to more revenue? Post a comment below or contact us direct. We’d be happy to help!
Judy Bond brings her experience and know-how to working with individual and team dynamics. Her business background includes senior level management experience in information and facilities services management for a large health insurance organization. Judy has an MBA degree from DeVry University, Keller Graduate School of Management.