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How do you handle the differences in style among your employees? Do you wonder how to motivate someone who seems not to care? Are you dismayed when your management style seems to work with a few beautifully, but misses the mark with others?


First, you must come to grips with a rather tough realization: you really cannot motivate another person. Perhaps you can cause them to get motivated for the short term ("If you are late one more time, you are fired!"), but we all know the motivation for true, lasting behavior change must come from within.

Yet you can do much to create an environment where people will become self-motivated. Understanding different styles of behavior and what each style needs is the key. You also can begin to create a high performing team when you use these principles.

DISC Behaviors
A behavioral-based model such as DISC can be helpful in learning about different styles. DISC is a model comprar camiseta chelsea that has been used by more than 40 million people worldwide, and it has been translated into more than 17 languages.

In the DISC model, there are four main styles of behavior. Everyone has a bit of each behavior, and often a primary as well as a secondary style of behavior. The four primary styles are dominance, influence, steadiness and conscientiousness.

Dominance. Employees with a high "D" style of behavior have a need for results and achievement. Give comprar camiseta chelsea these people a challenge, a stretch goal or additional responsibility to get them excited. Focus on giving them as much control as possible over their environment. Reward them for the results they achieve.

How do you recognize a high "D"? They are direct, fast-paced, result-oriented and not always very patient.

Influence. Employees with a high "I" style have a need for social recognition and competence. Give these people an opportunity to have influence over decisions and involve them in key discussions. Ask for their input. Allow them flexibility in their scheduling, if possible. Give them a project they can be passionate about, and provide opportunities for them to shine. Give them praise and recognition as they build relationships and demonstrate their expertise with clients and coworkers.

How do you recognize a comprar camiseta chelsea high "I"? They are typically talkative, positive, expressive and not always the best at following through with the details.

Steadiness. Employees with a high "S" style have a need for acceptance and stability. They want to have time to develop their "systems" and get a sense of order to their environment. Provide these individuals with a very clear idea of what you want, along with the necessary support and coaching to address their questions and concerns. Be sincere with them, and take the time to build a personal relationship with them. Ask them about their family, and be empathic (and patient) when listening to them. Use their strengths of teamwork, cooperation and ability to develop a systematic approach.