What your team may be thinking about your management style
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Somebody has to tell you.
Since you’re human, you’re probably overestimating how much other people share your values, priorities, or comfort zones.
It’s called the false consensus effect. We all falsely presume others can or should think and communicate like we do.
If you’re a leader, what feels “normal” to you may feel very different to the team you lead.
The Disconnect, By Leadership Style
D Styles: You probably believe your drive and pace signal urgency and results - but your team might feel burned out, afraid to challenge you, unwilling to take risks to innovate, and forced to waste energy covering their butts and hiding mistakes.
i Styles: You may see yourself as flexible and collaborative, but your team might feel things move too fast, problems get glossed over, there’s too much talk and not enough follow-through, and they lack the stability to do their best work.
S Styles: You may think you’re creating harmony, but your team might feel like issues aren’t addressed, there’s no urgency, feedback is missing, change is resisted, and decisions take too long.
C Styles: While you focus on accuracy and process, your team may feel stuck in over-analysis, disconnected from each other, unrecognized for their efforts, and too cautious to seize opportunities.
This isn’t about blame. It’s about awareness. The gap between intention and impact often comes down to style differences.
Shift With Style
D Style (Dominant):
Shift: Show compassion in the moment.
Why: Not everyone shares your drive or tolerance for risk.
Try: Pause to ask, “What support do you need to move forward?”
i Style (Influence):
Shift: Stay task-oriented when needed.
Why: Not everyone thrives on energy and spontaneity.
Try: Balance enthusiasm with structure and clear expectations.
S Style (Steady):
Shift: Allow healthy tension.
Why: Not everyone sees harmony as the top priority.
Try: Lean into discomfort when growth demands it.
C Style (Conscientious):
Shift: Embrace the humanity of your team.
Why: Not everyone feels validated by accuracy alone.
Try: Offer praise and connection, not just process and perfection.
Even small, targeted shifts can empower your team to do their best work.
Self-awareness isn’t soft. It’s strategic.
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