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Implementing accountability in the team is an emotional journey. Approach it wrongly, it can quickly be associated with negative feelings as ” micro-managing” from the leader. Leaders feeling the frustration of “team not on board”. How to approach it differently in a diverse team? I often use DISC profile as a guideline in identifying roadblocks during accountability coaching. Let’s look at how DISC profiles respond to Accountability. Well, the picture gives you an initial idea.

Be aware of what you up against:

. The ‘D’ style – They are dominant and competitive, not afraid of conflict. They make decisions fast and perform well with tasks. They often needs a lot of convincing before you can get them to change their behavior or mind.

. The ‘I’ style – They enjoy working with others, they are spontaneous. They often the ones hop from task to task and do not follow through. They do not like people to be upset or angry with them.

. The ‘S’ style – They are the slowest one in making decisions among DISC. They are very shy of conflicts. They are not strong at goal setting and giving directions. They tend to compromise and agree with other people.

 . The ‘C’ style – They enjoy structure. They take caution in making decisions with data and analysis. They demands facts to agree on changes.

What to expect from DISC styles initially when implement accountability

. The ‘D’ style – They are the ones embrace accountability the first. They are good with tasks and structures. Their dominant and competitive nature would enable them to embrace accountability and then get on the driver seat to hold others accountable.

. The ‘I’ style – They are tend to resist accountability. They are not the ones would openly criticize accountability. Because of their spontaneous nature, it is a challenge to hold them accountable and follow through on tasks. They require a lot of coaching to change their habits.

. The ‘S’ style – They are the “change resistors”. They will resists embracing accountability. They accountability exposed their vulnerability. “S” style people are very uncomfortable. Because of their conflict averse nature, they tend of end up being the follower.

. The ‘C’ style – They will embrace accountability fairly fast as well. But they are the ones taking some convincing before hand. They need to understand the why and see the proof before they get on board.

Facing different initial responses from DISC profile team member, what helps overcome these challenges?

The most important success enabler: clarity of expectations.

Clarity of expectations includes clarity of the WHY, the HOW, and the WHAT.

WHY: the purpose of the change,

HOW: this will be implemented,

WHAT: is the benefit for the team.

There is no one recipe fit all. Mindset change required a tailored approach. Accountability coaching can help achieve team alignment 2x faster.

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