Have you ever met someone who seemed to push your buttons for no reason at all? Or at times, does it seem like your team argues more than they actually work? If yes, you’re not alone. Conflict is a natural part of working with others, and a little disagreement now and then can be healthy. Unresolved arguments, however, can kill unity.
How can you create a team that seamlessly works together? At financial expert Dave Ramsey’s company, Ramsey Solutions, one of the most powerful tools his leaders use for conflict resolution is the DISC Profile. The DISC Profile breaks down personalities into four categories. Each of us is a mixture of all four, with one being dominant. When you know these categories, you’ll gain insight into your team’s different personality styles. You’ll understand what motivates them, how they like to be rewarded and how best to deal with their problems.
Hard-driving and results-oriented, getting the job done is the most important thing for these bulldozers. Forget about the boring details and warm, fuzzy feelings. They want to accomplish the goal and move on to the next project.
How They Contribute to Conflict: A D’s default response to conflict is anger.
How to Work with a D: Have your facts in-hand and summarized. Want to see their head explode? Try to engage them in superfluous conversation when something needs to be done! These innovative thinkers and problem solvers just want the project completed. So come prepared, and give them the details. Then step out of the way, and let them fly.
If it were still the 1920s, this personality style would be the one swallowing goldfish and wearing a raccoon coat. As Ramsey describes them, they’re “a party looking for a place to happen.” I’s are creative and impulsive. They can also quickly lose focus.
How They Contribute to Conflict: Charm is their biggest threat. They may tell you things you want to hear, and say things to make you feel good, but never get to the real story.
How to Work with an I: Being all business is bad news. Realize upfront that you’ll have to socialize a bit before you get to work — and maybe while the job’s in process. Keep them focused with clear goals and deadlines. But you might want to promise them a party after the job’s been done. Woo-hoo!
Loyal, steady and the ultimate team player, the S’s biggest concern is about how everyone feels. They would rather have a root canal with sharpened, poisoned sticks than deal with conflict or hurt anyone’s feelings. They can also be slow to make decisions.
How They Contribute to Conflict: They resist change, even when it’s necessary to win.
How to Work with an S: Want to send an S running? Get aggressive or hostile with them. Instead, start with friendly conversation, and keep an even tone in your voice. Give them time to adjust to change, also.
Highly competent and all about business, a C thrives on details, rules and procedures — which they know and follow.
How They Contribute to Conflict: They’ll hit you with more facts and questions than you could ever need or want, especially if you’re in a hurry.
How to Work with a C: Get all your facts and figures together because you’re going to need them to work with a C. Ask for their opinions, and give them time to answer.