Resilience is the ability to adapt well to adversity, trauma, tragedy, threats, or significant sources of stress.
It’s a process that can be cultivated to help individuals better manage and overcome challenging situations. While some people naturally respond with resilience, for others, it requires more effort to build.
Research shows that resilience is related to our physiology, specifically the parasympathetic autonomous nervous system. Resilient individuals tend to focus on finding solutions to problems and identifying paths of action that move them beyond their stress. They also benefit from being connected to people who empower them and by cultivating daily habits that help them handle stress better.
At work, resilience involves gracefully and powerfully handling adversities that are part of work, as well as recovering from setbacks or tough feedback.
It’s important to be aware of negative patterns of thinking, such as self-criticism or pessimistic thoughts, as these can lead to stress. By cultivating positive mental habits, patterns of emotion, and gratitude, individuals can build their resilience.
One technique for building resilience is mindfulness, which involves calming the body and mind by staying in the present moment.
This could include recovering from a stressful encounter or using a breathing technique to manage stress.
Resilience is a process that can be cultivated and strengthened through intentional daily habits and techniques like mindfulness.
Are you engaging in self-awareness?
Are you thinking about authentic communication with others?
Do you observe the emotions of other people?
Do you consider how to resolve stress triggers in your life rather than fall into a state of resignation that might make you feel “stuck”?
Are you finding ways to connect to others who give you a strong sense of social support?
Looking for a customized Resilience Training Workshop in your workplace or a speaker for your conference? Visit our web page
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paulbirch@newbeginningskills.com
The (D or I or S or C) style and You – pages 8-11 in their profile
Connecting with (D or I or S or C) pages 12-15 in their profile
Here’s a slightly rewritten version of the chapter to make it a bit more concise and flow better:
Do individuals in your office make their own coffee or tea at different times and sip it at their desks while continuing to work? Group sit-down morning tea disappeared from workplaces in the late 80s and early 90s after it came to be regarded as an inefficient time-waster. However, Brisbane dentist Dr. Paddi Lund in his book “Building the Happiness-Centred Business” argues that morning tea can actually enhance team communication.
Convinced by Lund’s argument, I started enjoying team morning tea with my office team and discovered the following benefits:
Face-to-face communication builds trust, increases friendliness, reduces tensions, and creates a positive work environment.
It’s a problem-solving opportunity as we can gain a group perspective on any issue we’re currently grappling with.
Email clutter is reduced as a quick chat resolves what might otherwise require several back-and-forth emails.
After a short break, we return to our desks refreshed.
Happy staff stay, and increasing enjoyment at work enhances staff retention.
Clients enjoy dealing with a business where team members are happy.
However, I noticed a recent trend of “phubbing” (phone snubbing) during morning tea. A new staff member at one of his first group morning teas sat back in his chair looking at his phone while others chatted. In a private conversation, I explained the history and purpose of our morning tea tradition and the importance of face-to-face communication. He understood and stopped phubbing.
Regular morning tea fulfills the function of a daily meeting without calling it so. If you read articles on how to build a positive workplace culture, you’ll read advice such as building trust, communicating positively and openly, creating team spirit, being an approachable leader, giving recognition and appreciation, and celebrating personal milestones. All of this and more can be accomplished with a regular team morning tea.
To start reaping the benefits, try these actions:
Start with a weekly team morning tea on Mondays and then extend it to Mondays, Wednesdays, and Fridays.
Have a team morning tea in a nearby café weekly or monthly.
Occasionally invite people from other departments, either individually or plan a group event.
Observe the benefits – increased friendliness, praise, and regard, enhanced problem-solving, less friction, and blame.
During new staff induction, explain the “team communication” purpose of group morning tea to new staff members.
ninasunday@brainpowertraining.com.au
Thank you. That has a better writing voice than my style. Would you keep the chapter title: TEAM CULTURE HACK: THE MORNING TEA EFFECT or change it?
The chapter title “TEAM CULTURE HACK: THE MORNING TEA EFFECT” is clear and descriptive, so I would suggest keeping it. It accurately reflects the content of the chapter and will help readers understand what the chapter is about.
Are you familiar with the feeling of lying awake in bed, with your mind racing over all the things you have to do? This is called “mind churn,” and it can be incredibly frustrating. But fear not, there’s a simple solution to this problem.
I remember feeling overwhelmed when I was working as a conference organizer for an international trade conference. With 400 delegates flying in from around the world, I felt like I was racing against the clock. I had a to-do list, but it only included the most critical tasks. I relied on my memory for the rest.
My colleague Muriel, who had more experience organizing big events, asked to see my to-do list. After scanning it, she asked me if it included absolutely everything I needed to do. I had to admit that it didn’t. I was relying on my memory for the rest.
Muriel insisted that I write down absolutely everything, and she wouldn’t continue working with me until I did. Reluctantly, I agreed to do a brain dump exercise and wrote down every single task on one sheet of paper. To my surprise, it only took me 15 minutes.
After I was finished, something interesting happened. By seeing all of my tasks written down in black and white, I felt more in control. It was all there, on one page. Previously, I had felt like I was under pressure and racing against the clock, but now I felt like I had everything in the palm of my hand.
Getting everything out of my head and onto paper allowed me to relax and sleep better. I no longer had to rely on my memory for every little thing, and I could use my headspace for planning, improving, setting goals, establishing priorities, and thinking strategically and creatively.
So, here’s what you can do: Write down absolutely everything you need to do, not just the critical tasks. Don’t rely on your memory to remember to-dos, and have a system in place to capture all of your tasks. You’ll find that by doing so, you’ll feel more in control and sleep like a baby.
ninasunday@brainpowertraining.com.au
Thank you. Now make it even more conversational so it appeals to someone aged 25 working in an office.
Sure, there’s a more conversational rewrite:
Do you ever find yourself lying in bed at night, your brain in overdrive, thinking about all the things you need to do? It’s what we call “mind churn,” and it can seriously mess with your sleep.
I remember when I was organizing an international trade conference, feeling totally overwhelmed with 400 delegates flying in from all over the world. I had a to-do list, but I was relying on my memory for some of the smaller tasks. That’s when my colleague, Muriel, stepped in and told me to write down absolutely everything.
At first, I thought it was a waste of time. I was busy getting things done, after all. But Muriel wouldn’t budge, and I had to relent. I did a brain dump and wrote down every single thing I needed to do. To my surprise, it only took 15 minutes.
When I looked at my list, something clicked. I felt more in control, like everything was doable. Before, I had been stressing about an endless list of tasks, but now I could see everything in one place. It was like I had the monkey off my back.
So here’s my advice: don’t rely on your memory for to-dos. Write everything down, even the little things. It’s not a waste of time, it’s a game changer. Having a system to capture all your to-dos can help you relax, feel more in control, and sleep like a baby. Trust me, it worked for me, and it can work for you too.
Adina Leu APSC 2023
Paul Birch truck 2023
Belinda Pelle 2023
Amanda Daly 2022
Jessica Kaaden SANE 2023
Darren Fewster
Sure, here’s an outline for a one-day workshop on the DiSC profile assessment:
Workshop Title: Understanding DiSC Profiles: Behaviors in the Workplace
Objectives
• Understand the DiSC model and the four dimensions of behavior
• Understand your own DiSC profile and how it impacts your behavior in the workplace
• Understand other DiSC profiles and how to effectively communicate and collaborate with them
Workshop Agenda
Introduction (30 minutes)
• Introductions and icebreaker activities
• Overview of the DiSC model and its significance in the workplace
Understanding Your DiSC Profile (90 minutes)
• Explanation of the four dimensions of behavior: Dominant, Influencing, Steadiness, and Conscientiousness
• Administration of the DiSC assessment tool to determine individual DiSC profiles
• Interpretation of the DiSC profile results and discussion of individual strengths and challenges in the workplace
Communication Styles and Collaboration (90 minutes)
• Overview of how different DiSC profiles communicate and collaborate in the workplace
• Group activity to practice effective communication with different DiSC profiles
• Discussion of strategies for collaborating with individuals with different DiSC profiles
Real-World Applications (90 minutes)
• Case studies and scenarios that demonstrate the application of DiSC profiles in the workplace
• Group discussion on how to apply DiSC profiles in everyday workplace situations
Conclusion and Action Plan (30 minutes)
• Recap of the workshop highlights and key takeaways
• Action plan development for individuals to apply DiSC profile insights in their workplace
Materials Needed
• DiSC assessment tool and results for each participant
• Whiteboard and markers
• Case study scenarios
• Workshop handouts and worksheets
• Action plan template for participants
Conclusion
By the end of this workshop, participants should have a better understanding of their own DiSC profile and how to effectively communicate and collaborate with individuals with different DiSC profiles. They will also have a plan of action for applying DiSC profile insights in their workplace.
Scenario: A Team Struggling with Communication
Mark is a manager of a team of six people working in a customer service department. The team is responsible for answering customer inquiries and resolving issues. Recently, Mark has noticed that his team is struggling with communication and collaboration, and as a result, customer satisfaction ratings have dropped. Some team members are not responding to customer inquiries in a timely manner, while others are providing incomplete or inaccurate information. Mark needs to find a way to improve communication and collaboration among the team.
Application of DiSC Profiles:
Mark decides to administer the DiSC assessment to his team members to identify their individual DiSC profiles. After analyzing the results, he realizes that the team members have a range of different profiles, with some being more Dominant, some more Influencing, some more Steady, and some more Conscientious. He also discovers that some team members have profiles that are more compatible than others, which could be contributing to communication issues.
Mark decides to use the DiSC profiles to help his team members better understand each other’s communication styles and preferences. He starts by having a team meeting to discuss the different profiles and their associated communication styles. They discuss how each profile communicates, what they need from others, and how they respond to conflict and challenges.
Mark also introduces the concept of adapting communication styles to better interact with others. He encourages the team members to identify their own profile and to observe the profiles of their colleagues. He suggests that they practice adapting their communication styles to better match the profiles of their colleagues.
Outcome:
As a result of Mark’s efforts, the team members begin to understand each other’s communication styles better. They are able to recognize when they are interacting with someone who has a different profile, and they adjust their communication style accordingly. This leads to improved communication, fewer misunderstandings, and increased customer satisfaction ratings. The team members also report feeling more comfortable working with each other, and they are more likely to seek each other out for assistance or advice. Ultimately, by using DiSC profiles to improve communication and collaboration, Mark was able to create a more cohesive and effective team.
Sure, here’s an example scenario of a team leader not taking into account the emotional needs of their direct reports:
Scenario: A Team Leader Focused Only on Tasks
Sara is a team leader at a marketing agency, responsible for managing a team of eight marketing specialists. She is a results-driven person and often focuses on achieving team goals without considering the emotional needs of her team members. She believes that her team should be self-motivated and that praising or encouraging them is not part of her role.
Sara assigns tasks to her team members and expects them to complete the tasks on time and to the best of their ability. She does not offer guidance, feedback, or support, and rarely checks in with her team members to see how they are doing. As a result, some of her team members feel neglected, unsupported, and unmotivated. They feel that Sara does not care about their personal or professional development and only cares about the results.
Application of DiSC Profiles:
Sara’s team members are likely to have a range of DiSC profiles, some of which may be more focused on building relationships and meeting emotional needs than others. If Sara is not aware of these differences, she may be inadvertently neglecting the emotional needs of some team members.
Using the DiSC profiles, Sara could better understand the communication styles and emotional needs of her team members. For example, if some team members have a Steady profile, they may need more encouragement and support to feel valued and motivated. If some team members have an Influencing profile, they may need more recognition and praise to feel appreciated.
Outcome:
By using DiSC profiles to understand her team members’ communication styles and emotional needs, Sara could adjust her leadership style to better support and motivate her team. She could offer more guidance, feedback, and support to those who need it, and recognize the accomplishments and efforts of all team members. By creating a more inclusive and supportive work environment, Sara could improve team morale, productivity, and retention. Ultimately, by recognizing the emotional needs of her team members, Sara could become a more effective leader and achieve better results for the team.
Sure, here’s an example of a high Conscientiousness DiSC profile causing disharmony in a team:
Scenario: A Conscientious Team Member Causing Conflict
John is a marketing specialist working in a team of six people in a marketing agency. John has a high Conscientiousness DiSC profile, which means he is detail-oriented, analytical, and focused on quality and accuracy. He takes his work very seriously and expects others to do the same. John often speaks his mind and is not afraid to challenge ideas or processes that do not align with his standards.
John’s team is working on a project for a new client. The team has to create a marketing plan within a tight deadline. John spends a lot of time researching and analyzing the client’s market and competitors to ensure that the plan is accurate and effective. He also spends a lot of time editing and reviewing the work of other team members, providing feedback and suggestions for improvement.
However, John’s attention to detail and focus on quality often causes conflict with other team members. Some team members feel that John is too critical of their work and does not appreciate their contributions. They feel that John’s constant feedback is undermining their confidence and making them second-guess themselves. This tension and conflict within the team are affecting morale and productivity.
Application of DiSC Profiles:
John’s high Conscientiousness DiSC profile is causing disharmony in the team, as he may be perceived as overly critical and demanding by other team members. By understanding the DiSC profiles of other team members, John could adapt his communication style to better match theirs. For example, if some team members have a Steady or Influencing profile, they may need more praise and encouragement to feel motivated and valued. If some team members have a Dominant profile, they may need more direct and assertive communication to feel challenged and engaged.
Outcome:
By using DiSC profiles to better understand the communication styles and needs of other team members, John could adjust his communication style to be more effective and less conflict-prone. He could provide feedback and suggestions in a more positive and constructive way, highlighting the strengths of other team members’ work while also identifying areas for improvement. By creating a more harmonious and supportive work environment, the team could achieve better results and foster better relationships with clients.
Sure, here’s an example of a high Conscientiousness DiSC profile causing disharmony in a team:
Scenario: A Conscientious Team Member Causing Conflict
John is a marketing specialist working in a team of six people in a marketing agency. John has a high Conscientiousness DiSC profile, which means he is detail-oriented, analytical, and focused on quality and accuracy. He takes his work very seriously and expects others to do the same. John often speaks his mind and is not afraid to challenge ideas or processes that do not align with his standards.
John’s team is working on a project for a new client. The team has to create a marketing plan within a tight deadline. John spends a lot of time researching and analyzing the client’s market and competitors to ensure that the plan is accurate and effective. He also spends a lot of time editing and reviewing the work of other team members, providing feedback and suggestions for improvement.
However, John’s attention to detail and focus on quality often causes conflict with other team members. Some team members feel that John is too critical of their work and does not appreciate their contributions. They feel that John’s constant feedback is undermining their confidence and making them second-guess themselves. This tension and conflict within the team are affecting morale and productivity.
Application of DiSC Profiles:
John’s high Conscientiousness DiSC profile is causing disharmony in the team, as he may be perceived as overly critical and demanding by other team members. By understanding the DiSC profiles of other team members, John could adapt his communication style to better match theirs. For example, if some team members have a Steady or Influencing profile, they may need more praise and encouragement to feel motivated and valued. If some team members have a Dominant profile, they may need more direct and assertive communication to feel challenged and engaged.
Outcome:
By using DiSC profiles to better understand the communication styles and needs of other team members, John could adjust his communication style to be more effective and less conflict-prone. He could provide feedback and suggestions in a more positive and constructive way, highlighting the strengths of other team members’ work while also identifying areas for improvement. By creating a more harmonious and supportive work environment, the team could achieve better results and foster better relationships with clients.
ALL
Write a program outline for a one-day workshop on the DiSC profile assessment of behaviors in the workplace that measures Domininant, Influencing, Steadiness and Conscientiousness. Include understanding your own style and how to relate to other styles.
Sure, here’s an outline for a one-day workshop on the DiSC profile assessment:
Workshop Title: Understanding DiSC Profiles: Behaviors in the Workplace
Objectives
• Understand the DiSC model and the four dimensions of behavior
• Understand your own DiSC profile and how it impacts your behavior in the workplace
• Understand other DiSC profiles and how to effectively communicate and collaborate with them
Workshop Agenda
Introduction (30 minutes)
• Introductions and icebreaker activities
• Overview of the DiSC model and its significance in the workplace
Understanding Your DiSC Profile (90 minutes)
• Explanation of the four dimensions of behavior: Dominant, Influencing, Steadiness, and Conscientiousness
• Administration of the DiSC assessment tool to determine individual DiSC profiles
• Interpretation of the DiSC profile results and discussion of individual strengths and challenges in the workplace
Communication Styles and Collaboration (90 minutes)
• Overview of how different DiSC profiles communicate and collaborate in the workplace
• Group activity to practice effective communication with different DiSC profiles
• Discussion of strategies for collaborating with individuals with different DiSC profiles
Real-World Applications (90 minutes)
• Case studies and scenarios that demonstrate the application of DiSC profiles in the workplace
• Group discussion on how to apply DiSC profiles in everyday workplace situations
Conclusion and Action Plan (30 minutes)
• Recap of the workshop highlights and key takeaways
• Action plan development for individuals to apply DiSC profile insights in their workplace
Materials Needed
• DiSC assessment tool and results for each participant
• Whiteboard and markers
• Case study scenarios
• Workshop handouts and worksheets
• Action plan template for participants
Conclusion
By the end of this workshop, participants should have a better understanding of their own DiSC profile and how to effectively communicate and collaborate with individuals with different DiSC profiles. They will also have a plan of action for applying DiSC profile insights in their workplace.
Now describe a case-study or scenario that demonstrates the application of DiSC profiles in the workplace.
Sure, here’s an example scenario that demonstrates the application of DiSC profiles in the workplace:
Scenario: A Team Struggling with Communication
Mark is a manager of a team of six people working in a customer service department. The team is responsible for answering customer inquiries and resolving issues. Recently, Mark has noticed that his team is struggling with communication and collaboration, and as a result, customer satisfaction ratings have dropped. Some team members are not responding to customer inquiries in a timely manner, while others are providing incomplete or inaccurate information. Mark needs to find a way to improve communication and collaboration among the team.
Application of DiSC Profiles:
Mark decides to administer the DiSC assessment to his team members to identify their individual DiSC profiles. After analyzing the results, he realizes that the team members have a range of different profiles, with some being more Dominant, some more Influencing, some more Steady, and some more Conscientious. He also discovers that some team members have profiles that are more compatible than others, which could be contributing to the communication issues.
Mark decides to use the DiSC profiles to help his team members better understand each other’s communication styles and preferences. He starts by having a team meeting to discuss the different profiles and their associated communication styles. They discuss how each profile communicates, what they need from others, and how they respond to conflict and challenges.
Mark also introduces the concept of adapting communication styles to better interact with others. He encourages the team members to identify their own profile and to observe the profiles of their colleagues. He suggests that they practice adapting their communication styles to better match the profiles of their colleagues.
Outcome:
As a result of Mark’s efforts, the team members begin to understand each other’s communication styles better. They are able to recognize when they are interacting with someone who has a different profile, and they adjust their communication style accordingly. This leads to improved communication, fewer misunderstandings, and increased customer satisfaction ratings. The team members also report feeling more comfortable working with each other, and they are more likely to seek each other out for assistance or advice. Ultimately, by using DiSC profiles to improve communication and collaboration, Mark was able to create a more cohesive and effective team.
Now describe a scenario of a team leader not taking into account the emotional needs of their direct reports and is not inclusive or offers praise or encouragement and does not see that is part of their role.
Sure, here’s an example scenario of a team leader not taking into account the emotional needs of their direct reports:
Scenario: A Team Leader Focused Only on Tasks
Sara is a team leader at a marketing agency, responsible for managing a team of eight marketing specialists. She is a results-driven person and often focuses on achieving team goals without considering the emotional needs of her team members. She believes that her team should be self-motivated and that praising or encouraging them is not part of her role.
Sara assigns tasks to her team members and expects them to complete the tasks on time and to the best of their ability. She does not offer guidance, feedback, or support, and rarely checks in with her team members to see how they are doing. As a result, some of her team members feel neglected, unsupported, and unmotivated. They feel that Sara does not care about their personal or professional development and only cares about the results.
Application of DiSC Profiles:
Sara’s team members are likely to have a range of DiSC profiles, some of which may be more focused on building relationships and meeting emotional needs than others. If Sara is not aware of these differences, she may be inadvertently neglecting the emotional needs of some team members.
Using the DiSC profiles, Sara could better understand the communication styles and emotional needs of her team members. For example, if some team members have a Steady profile, they may need more encouragement and support to feel valued and motivated. If some team members have an Influencing profile, they may need more recognition and praise to feel appreciated.
Outcome:
By using DiSC profiles to understand her team members’ communication styles and emotional needs, Sara could adjust her leadership style to better support and motivate her team. She could offer more guidance, feedback, and support to those who need it, and recognize the accomplishments and efforts of all team members. By creating a more inclusive and supportive work environment, Sara could improve team morale, productivity, and retention. Ultimately, by recognizing the emotional needs of her team members, Sara could become a more effective leader and achieve better results for the team.
Thank you. What’s another real-world case-study of a high Conscientiousness DiSC profile caused disharmony in a team or with clients?
Sure, here’s an example of a high Conscientiousness DiSC profile causing disharmony in a team:
Scenario: A Conscientious Team Member Causing Conflict
John is a marketing specialist working in a team of six people in a marketing agency. John has a high Conscientiousness DiSC profile, which means he is detail-oriented, analytical, and focused on quality and accuracy. He takes his work very seriously and expects others to do the same. John often speaks his mind and is not afraid to challenge ideas or processes that do not align with his standards.
John’s team is working on a project for a new client. The team has to create a marketing plan within a tight deadline. John spends a lot of time researching and analyzing the client’s market and competitors to ensure that the plan is accurate and effective. He also spends a lot of time editing and reviewing the work of other team members, providing feedback and suggestions for improvement.
However, John’s attention to detail and focus on quality often causes conflict with other team members. Some team members feel that John is too critical of their work and does not appreciate their contributions. They feel that John’s constant feedback is undermining their confidence and making them second-guess themselves. This tension and conflict within the team are affecting morale and productivity.
Application of DiSC Profiles:
John’s high Conscientiousness DiSC profile is causing disharmony in the team, as he may be perceived as overly critical and demanding by other team members. By understanding the DiSC profiles of other team members, John could adapt his communication style to better match theirs. For example, if some team members have a Steady or Influencing profile, they may need more praise and encouragement to feel motivated and valued. If some team members have a Dominant profile, they may need more direct and assertive communication to feel challenged and engaged.
Outcome:
By using DiSC profiles to better understand the communication styles and needs of other team members, John could adjust his communication style to be more effective and less conflict-prone. He could provide feedback and suggestions in a more positive and constructive way, highlighting the strengths of other team members’ work while also identifying areas for improvement. By creating a more harmonious and supportive work environment, the team could achieve better results and foster better relationships with clients.
Thank you. What’s a scenario where a high Influencing DiSC profile team member can’t say not to client requests and therefore takes too long to get everything done and in fact disappoints some customers because they said yes to too many things?
Sure, here’s an example of a high Influencing DiSC profile team member who struggles with saying no to client requests:
Scenario: An Influential Team Member Overcommitting
Jasmine is a sales representative at a software company. She has a high Influencing DiSC profile, which means she is outgoing, persuasive, and enjoys interacting with others. She often gets excited about new opportunities and is quick to say yes to client requests.
Jasmine’s job involves managing relationships with clients and ensuring that their needs are met. She often promises clients that she will deliver certain features or services, even if they are not part of the company’s standard offerings. Jasmine believes that by being accommodating and flexible, she can build stronger relationships with clients and generate more business for the company.
However, Jasmine’s tendency to overcommit often causes problems for her and the company. She may promise features or services that are not feasible or cost-effective, causing delays and frustration for the development team. She may also prioritize new clients over existing ones, leading to dissatisfaction and churn. Ultimately, Jasmine’s overcommitment can harm the company’s reputation and bottom line.
Application of DiSC Profiles:
Jasmine’s high Influencing DiSC profile is causing her to struggle with saying no to client requests. By understanding her DiSC profile, Jasmine could recognize that her desire to please others and build relationships is driving her behavior. She could also recognize that her tendency to overcommit may be causing more harm than good.
Outcome:
By using DiSC profiles to better understand her own communication style and behavior, Jasmine could learn to set better boundaries and manage client expectations more effectively. She could work with her team to understand the feasibility and cost of new requests and negotiate with clients to find mutually beneficial solutions. By taking a more measured and strategic approach to client relationships, Jasmine could improve her performance and reputation, and build stronger and more profitable relationships with clients over the long term.
Thank you. That scenario is excellent. Now write a DiSC scenario of a high Steadiness profile individual who puts in a lot of effort to support her team but is starting to feel like they take them for granted and does not appreciate them. What might she do that surprises the team in a bad way and what can they do to fix the situation?
Sure, here’s an example of a high Steadiness DiSC profile individual who feels underappreciated by her team:
Scenario: A Supportive Team Member Feeling Unappreciated
Emily is a customer support representative at a tech company. She has a high Steadiness DiSC profile, which means she is patient, dependable, and enjoys working in a supportive role. Emily takes pride in her work and enjoys helping customers and colleagues.
Emily’s job involves answering customer inquiries and resolving technical issues. She often goes out of her way to help customers, even if their requests are outside her job description. She also helps her colleagues with their work, such as proofreading documents or troubleshooting problems. Emily enjoys being part of a team and values the relationships she has built with her colleagues.
However, Emily has started to feel underappreciated by her team. She feels that her hard work and dedication are taken for granted, and that her contributions are not acknowledged or rewarded. She feels that some colleagues are more interested in advancing their own careers than supporting the team as a whole. Emily is starting to feel frustrated and unfulfilled in her job.
Application of DiSC Profiles:
Emily’s high Steadiness DiSC profile is causing her to put in a lot of effort to support her team, but she is starting to feel underappreciated. By understanding her DiSC profile, Emily could recognize that her desire to be supportive and dependable may be causing her to neglect her own needs and boundaries. She could also recognize that her colleagues may have different priorities or communication styles that may not align with hers.
Outcome:
Emily may start to feel resentful and disillusioned, and her behavior may change in surprising and negative ways. For example, she may become less supportive of her colleagues, less engaged in her work, or less willing to take on extra tasks. Her colleagues may notice a change in her behavior and wonder what is going on.
To fix the situation, Emily and her team could engage in open and honest communication about their expectations and needs. Emily could express her feelings of underappreciation and share specific examples of how she feels undervalued. Her team could acknowledge her contributions and express their gratitude for her hard work. They could also work together to find ways to improve communication and collaboration, such as setting clear goals and expectations, providing regular feedback and recognition, and offering opportunities for professional development and growth. By working together to create a more supportive and fulfilling work environment, Emily and her team could improve their performance and morale.
