Disc personality workshops are a great way to begin developing productive work relationships. By identifying the most salient personality traits of both management and staff, they provide an excellent teamwork foundation.
As you probably know, Disc workshops divide people into four distinct personality types:
None of these personality types are ‘good’ or ‘bad.’ They’re really just tools for insight and understanding. They reveal important parts of a person’s communication style and overall work habits. As a result, they facilitate self-reflection, acceptance of others, and effective conflict resolution.
Each disc personality has certain distinguishing features. You can glean some of these features from the name of the category itself, but you’ll derive more value from delving a little deeper. Read on to discover the nuances of the influence personality type.
An Overview of the Influence Disc Personality
In the most general terms, the influence personality wants to have an impact without being dominant. They want to help shape the workplace environment by using persuasion or influence. More pointedly, the influence type tends to display warmth and certain amounts of trust in their relationships with co-workers. They’re also optimistic, enthusiastic, and convincing.
An influencer usually appreciates collaboration, coaching, and the freedom to express themselves in group settings. They are sometimes hindered by impulsiveness and a lack of organization. They also lack follow-through at times and have a tendency to lose focus. This means the influence type might benefit from the occasional redirect, although they do need time to reflect and ask questions.
Not surprisingly, influence types often do well in leadership roles. While involved in these roles, the influence personality is typically innovative, encouraging, and energetic. Unfortunately, these qualities can have a downside as well, as the influencer’s desire to please can prevent them from being candid enough. This is an area where the influence personality needs to expend extra energy if they’re to become consistently effective leaders.
These qualities tend to rub off on team members in a positive way, as long as the influence type feels they’re being acknowledged. Otherwise, they tend to become much less effective and might need a bit more encouragement and coaching up. This leads naturally to a discussion of proper management of the influence type.
Getting the Most Out of the Influence Type Personality
Just like with the other personality types, there are effective (and ineffective) ways of managing the influencer. The first requirement for extracting the most value from the influence type is understanding what motivates them. It also helps to understand the things that they tend to fear.
Typically, the influence type finds motivation in group recognition, participation, and maintaining relationships. Conversely, they fear things like disapproval, losing their influence, and being ignored. The management lesson here should be apparent– a big part of motivating the influence personality revolves around consistent acknowledgment.
Understanding the typical goals of the influence type will also help manage them effectively. Influence types like to succeed with a little bit of flair, for instance. They also value friendships and popularity, sometimes to the detriment of their productivity. Although they don’t exhibit it at the same level as the dominant type, influencers do tend to appreciate symbols of prestige and authority.
Just like every disc personality, the influence type has distinct areas of strength and weakness. It’s usually okay to have multiple influence types working on a single team, but you’ll need to make sure they stay focused and practice good follow through. With these checks in place, the influence type can be an energizing and affirming presence on your team.