Have you ever used the DISC behavioral assessment in your business? The DISC profiling survey, a popular workplace evaluation tool, groups people into four leadership styles. Learning to influence different leadership behaviors is crucial for any team leader. I’ll discuss how you can influence a dominant leader in this article.
Traits of a High-D (Dominant) Personality
According to the DISC personality assessment, we embody four main personality traits in some measure in the workplace. These types are Dominant, Influencing, Steady, and Conscientious. You can see some of the defining features of each type in the chart below.
| Dominant | Influencing | Steady | Conscientious | |
|
Behavior Descriptors |
Decisive
Competitive Daring Direct Innovative Persistent Adventurous Problem-Solver Results-Oriented |
Charming
Confident Convincing Enthusiastic Inspiring Optimistic Persuasive Sociable Trusting |
Understanding
Friendly Good Listener Patient Relaxed Sincere Stable Steady Team Player |
Accurate
Precise Analytical Compliant Courteous Diplomatic Detailed Fact-Finder Objective |
If someone scores high in the D column of traits, that person has a Dominant leadership style. They crave authority and always need new challenges to solve. They’re often irritable and impatient and fear losing control or being taken advantage of.
One of the business’s most significant challenges is figuring out how to influence a dominant leader. The dominant personality likes to be in charge and intends to control the situation—and you. So, armed with this understanding, take a deep breath before you engage.
How to Influence a Dominant Leader
Although difficult to manage, the dominant personality frequently leads organizations and becomes a decision-maker because of their relentless pursuit of results. The American business community appreciates a do-whatever-it-takes leader that drives profitability and gets extraordinary execution.
Here is a helpful chart to help you recognize and influence a dominant leader.
| D Characteristics | How to Influence Them |
| Concerned with being #1 | Show them how to win and present them with new opportunities. |
| Logical thinkers | Display reasoning and back up your directives with facts. |
| Want facts and highlights? | Provide concise data instead of long-winded explanations. |
| Strive for results | Agree on goals and boundaries, then allow them to make their path. |
| Like personal choices | Allow them to “do their thing” within limits. Grant autonomy when possible. |
| Enjoy change | Vary their routine to keep their interest. |
| Prefer to delegate | Look for opportunities to modify their workload. |
| Want others to notice their accomplishments | Compliment them on what they’ve done. |
| I need to be in charge. | Let them take the lead when appropriate, but give them parameters. |
| Tendency towards conflict | If necessary, argue with conviction on points of disagreement backed up with facts; don’t argue simply for the sake of arguing. |
You can help influence a dominant leader by encouraging them to exercise more caution and deliberate before making decisions. It can be challenging for them to gauge risks realistically without slowing down. You also must ensure that they follow relevant rules, regulations, and expectations as much as they’re tempted to blaze their trail.
High-D employees might not always consider others in their decision-making process. Therefore, it’s important to coach them on explaining their approach to their teammates and cultivating awareness of others’ emotions. They should also be encouraged to recognize their coworkers’ accomplishments instead of becoming overly focused on their contributions.
Dominant leaders can rise quickly through the ranks and become invaluable assets to your business when they feel supported and encouraged. The whole team will thrive if you can manage their more difficult tendencies and help them get along with others. You can influence a dominant leader by catering to their strengths and helping to overcome their weaknesses.
Using the DISC assessment, I have administered and debriefed over 3,000 pre-hire behavioral profiles for my clients. However, making a bad hiring decision is incredibly expensive and a massive disruption to your business. Click here if you would like to learn more about how to anticipate potential challenges before you commit to a new hire.
Coach Dave
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