Finally a little about the high ‘C’ leader or manager using the DISC system. The key factor to remember is that they find delegating very difficult. This is because they worry that you won’t do it to their very high standards. Expect your work to be checked until they are satisfied and trust you to do the job well. It’s nothing personal.
This desire for perfect products and results can get in the way, placing high demands on employees and consequently a higher staff turnover.
When I was teaching years back, before I knew about DISC profiles, I prepared a “pick up and go” type programme for teaching senior chemistry, containing outlines for all lessons and practical periods for a year.
A chemistry background means a natural high ‘C’ style focussing on results and accuracy. I remember when I presented the programme to my Head of Department, he said that he always had a tendency to correct, change and improve something that someone else had done. But he wouldn’t in this case.
I was so thrilled and appreciative of his trust in me. It gave me so much confidence in preparing more material and over the years we did improve the original programme. By letting go of some of his ‘C’, my HOD empowered me. And now I’m conscious of letting go some of my ‘C’ to do the same for others.
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