DiSC® Test training is a powerful tool for developing coaches in the workplace.
If you were my manager, it’s not likely that you would decide my whole career path, down to the timing of moves that I make, companies I might move to, or salary I should shoot for… would you?
If there were an earthquake today, I hope you wouldn’t start a long chat with me to ask: “So Janet, how to you want to proceed?” If you did, you’d probably be on your own as I disappeared from sight.
Instead, I hope you would choose the best hat for the situation. You would subconsciously recall your DiSC® Test or DiSC® Profile training and consider both of our DiSC® behavioral style traits to suit the situation. A persons management approach is dictated by many factors. This flexibility is built over time through experience and education.
So then… someone in HR tells you they want you to use a coaching style! Great, something else to do! What does that mean, how do you adapt your existing management style?
Here are three tips to help you adopt a coaching approach using your dominant DiSC® Test behavioral style while considering the styles of others.
DiSC® Test skills don’t help in every situation
You don’t need to be a coaching all the time. There are many situations where coaching isn’t helpful. For example, when there’s immediate risk: physical, personal, reputations etc. Coaching isn’t best at those times. A clear, and direct approach, would probably work better.
However, there are times when you can: in performance reviews, with specific KPIs, project management challenges, career discussions. These situations benefit from asking questions and being attentive to the answers that you receive.
DiSC® Test skills don’t always work with everyone
It can be a challenge to coach upwards i.e. to your Boss or their Boss. The culture of coaching within an organization needs to be strong before this becomes an easy way to manage uphill. This is why when I work with organizations we spend time working at the highest levels first. This usually ensures that everyone’s “on message”.
Some people don’t want to be coached. But don’t let people off the hook! I’m not talking about those people who never welcome coaching. I’m just acknowledging that sometimes people just need the solution. Coaching is far more demanding for both parties. If someone is too tired to even engage, they may just want you to tell them the answer, and that’s OK.
So other than a few exceptions, everyone else is fair game. The skills that you learned from your DiSC® Test help you to know where, when and what, you can coach members of your team about. It’s different for everyone.
DiSC® Test skills won’t exist if you aren’t convinced
There’s little benefit in coaching without commitment. You just can’t coach without a degree of commitment from both parties..
You may want to try the “little and often” approach. So don’t book a meeting room for a full-on coaching session. You’re not a coach! Your a manager who happens to use a coaching style. Look for ways to have coaching conversations, at the water cooler or on the way to lunch. Ask questions, pay attention to their reply. Build on your successes and make it work for you. There is no single “magic” bullet for coaching effectively.
