“Chris is on a mission to educate, encourage, and empower people to do more in retirement, leadership, business, and life.” Chris Hogan 360
A former national champion and all-American football player, Chris Hogan worked his way up to become the vice president of a well-respected mortgage company following his football career. Today, Chris works to spread the message of hope and financial peace to audiences across the country as he helps clients manage their money and business. Chris works with high profile clients including business leaders, professional athletes and entertainers to help them develop financial strategies to generate revenue, protect their wealth, and secure their futures. From teamwork to communication and leadership, Chris is one of the most influential speakers on business and wealth management.
As a leader, you want to help them improve, because when they do, your business grows and wins.
Good leaders know the people on their team. They get that everyone comes to the table with unique personality styles. If you’ve used the DISC Profile System in your business, you’ve seen this in action. The DISC is a personality assessment tool that companies can use to help their employees discover their personality and behavioral tendencies. For example, the profile shows that some people love to talk. Others dig details. Some are blunt and others hate to be rushed. And they all respond differently to your leadership. That’s especially true when you give them feedback.
Knowing how to talk to your team members based on their personalities makes your leadership style more effective. Here are the four different personality types and a few tips to lead them well:
These people are hard chargers. They are confident and blunt. When offering them constructive criticism, you can be direct. Just get to the point. Don’t beat around the bush, don’t go off on a tangent, and don’t use a lot of fluff. They can be impatient and have a short attention span. When you talk to a D, point out more than one area that needs improvement. Why? Because these team members are laser focused and will zoom in on that one problem you’ve brought up. As a result, they’ll let other stuff fall off the radar. Also remember, D’s don’t like being vulnerable, so coaching them can be challenging at times. They won’t always like it, but they’ll listen to you.
These employees are the social butterflies. They love being affirmed and praised. I’s like to talk, so go in with a game plan or you’ll get sidetracked. Go through the normal chat on the front end (family, weekend plans, hobbies, etc.) and then give them the feedback you have. They are afraid of disapproval, so make sure to validate them, too. Let them know you’re trying to change a behavior, not change them personally. They need to know that you still like them. Also, I’s can be disorganized and can sometimes lack follow-through, so go over your point several times and follow up in an email with the same information.