Combine Situational Leadership and DISC Strategies

By combining Situational Leadership leadership styles tailored to DISC@disc personality

Leadership style	Dominance@disc	Inluence@disc	Steadiness@disc	Conscientiousness@disc
Directing	* Firmly and directly tell them the expected key results * Define the follow-up process and the limits of their authority * Supervise progress, offering redirection if necessary	* Tell them the priority order of the results to be achieved * Highlight the benefits to them and to others * Request specific feedback to check for understanding and to supervise progress	* Tell them in clear terms the results to be achieved * Lay out a step by step plan * Define roles for them, you and others * Provide regular informal feedback on performance	* Tell them the expected results in exact terms. * Check understanding and acceptance of outcomes * Provide time to process information and new skills
Coaching	* Show them how to get expected results * Ask for suggestion * Offer ways of increasing results * Praise progress	* Show a specific simplified action plan * Use enthusiastic public praise * Provide opportunities to review progress casually Provide support for handling details	* Show them how the project will strengthen stabilty * Compliment their efforts at creating stability * Provide regulare opportunities for infromal discussion	* Show them the basis for the task * Create agreements to systematic plans * Allow them to become experts Compliment performance
Supporting	* Ask how they can achieve desired results * Encourage them to find their own methods * Praise achievement * Listen to their suggestions for accomplishing tasks	* Ask for their input showing you value their opinion and commitment * Provide structure and focus for task * Praise the benefit to you and others in the organisation	* Ask them what approaches they may be comfortable with * Provide assistance in creating a plan * Praise quick decisions and assertive behavior	* Ask them to review their work and praise their strength * Encourage them to capitalize on the strengths of others * Provide time to think about the solution before committing to the plan
Delegating	* Let them manag situations of importance to them * Note your confidence in their ability * Allow them to direct others	* Let them determine an action plan * Support them in accomplishing objectives * Provide opportunity to interact with others	* Let them outline how they handled a similar situation and review * Communicate your interest with sincerity * Be available for regulare follow-up with them	* Let them present plans for achieving the desired outcomes * Allow them to tell you how they want support Explain the importance of the project for the organisation

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