The third of the four leadership styles described in the DISC personality assessment is the S type or Steady. These employees are friendly and great team players but can easily fall into fear-based leadership if their strengths are not nurtured. Here’s what you need to know:
High-S employees thrive in positions that allow them to support others, such as teachers, nurses, or administrative assistants. They can also be fantastic managers with a bit of coaching. Below is a table breaking down their primary traits, needs, emotions, and fears.
Descriptors | ● Understanding ● Friendly ● Good Listener ● Patient ● Relaxed ● Sincere ● Stable ● Steady ● Team Player |
Needs | Systems, teams, stability |
Emotions | Patience, non-expression |
Fears | Sudden change, loss of stability, or security |
These employees are a real asset to any team. They are naturally collaborative and value harmony, often easing interpersonal tensions without much effort. Where they can get into trouble, however, is that they tend to lack confidence. Coaching high-S employees to achieve a confident leadership style is the best way to help them grow in their careers.
High-S employees tend to be highly concerned with stability. They’re logical thinkers who operate in facts and need to know step-by-step sequences. As a result, they tend to avoid risk and conflict and are willing to accommodate others to keep the peace. They’re almost always ready to put others’ needs before their own.
To nurture an overly cautious manager, you can help them do the following:
You can help these employees become comfortable and encourage their confident leadership style by making them feel secure. Provide data and show your reasoning to explain how your ideas minimize risk. Give them clear outlines and instructions, and don’t make them think they need to guess what you’re looking for. The more stability you offer, the more they’ll succeed.
Steady employees enjoy teamwork and personal involvement. They shine when they’re recognized for their efforts. They’re often so easygoing that leaving them to their own devices is easy, but touching base to offer your appreciation will go a long way.
Give them personal assurance and praise them for their hard work. Please do your best to provide them with a relaxing, peaceful working atmosphere and allow them to collaborate with a cooperative team. If you nurture an overly cautious manager, you will see the benefits in their work and on their team ten times over.
I have administered and debriefed over 3,000 pre-hire behavioral profiles for my clients. But, unfortunately, 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 a fast and affordable way to assess and understand candidate talents and opportunities.
Coach Dave
Introduction: Why The 12 Week Year Book Still Matters In 2013, Brian P. Moran and…
Simon Sinek's Leaders Eat Last details how great leaders prioritize their team's well-being to cultivate…
I firmly believe that you shouldn’t expect what you don’t inspect, which means if you want…
Following the pandemic, many workplaces either transitioned to permanent remote work or adopted a hybrid…
As AI technology advances daily, small business owners must think strategically about how and when…
Small business copyright is a form of legal protection for original creative works produced by…