Assumptions D-style managers makeNov 29, 2022
This week, the 2 Minute Tip is using the DiSC model to explain common assumptions managers that are contributing to The Great Resignation. Today, we’re kicking it off by looking at some things D-style (Dominant) managers may be unaware of, and their implications.
Managers with D-style have dominant personalities. They are direct, firm, and strong-willed.
If you relate to a Dominant style, here are some assumptions you might be making:
- I’m the manager, people need to adapt to me.
- This is a workplace – people don’t need morale-building or emotional support. It’s just coddling.
- Results matter most.
- I can’t slow down, and everyone else should be as driven as I am.
This I-can’t-show-weakness, results-at-all-costs kind of leadership usually leads to burnout, a team afraid to take risks, and people hiding mistakes.
As you go about your day, consider the value of empathy in leadership. Would you perform better for a manager who practices compassion and is vulnerable sometimes?
Leaders who show empathy – especially D Style leaders – can build loyalty, reduce turnover, and get better results.
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