How Managers can use DiSC to Navigate Change
Free Webinar: Register to hear Dr Mark Scullard talk about How Everything DiSC on Catalyst can help managers navigate change on their teams.
Learn how DiSC® on Catalyst helps Managers deal with change.
Change is inevitable, and it can be difficult for employees to navigate.
Managers play a crucial role in helping their teams through change by creating a psychologically safe environment that directly impacts what psychologists call the change curve—our typical human reaction and process as we experience change.
Dr. Mark Scullard, the Senior Director of Product Innovation behind the Everything DiSC® tools published by Wiley, knows through the research and his personal experience, that managers are dealing with constant change.
Managers often feel alone and unsure of how to help their direct reports navigate organizational change, from a disinvestment in a core business, to mass lay-offs, to new roles and responsibilities.
As a result, Dr. Scullard created an insightful video below where he discusses:
- The change curve.
- The psychological needs of the DiSC styles as they manage change.
- How managers can use DiSC to support their direct reports with a proactive, tailored approach to meet them where they are at.
Watch the video below or view it on YouTube –> (alternatively, join the live webinar and hear from Dr. Scullard on December 7th, 2023)
As Dr. Scullard points out, while managers cannot change the emotional reactions of their employees, they can lessen the intensity of the dip in the change curve by creating an environment of safety. Scullard adds, “Even a very small, targeted action can make a very profound difference in that person’s life.”
For example, if a manager sat down with me and sincerely asked, “How are you feeling about the recent change that was shared by leadership today?”, I would immediately feel as though my manager values my opinion and genuinely cares about my well-being. My outlook and perspective on the impending change will likely be more positive and open.
The length of time avoiding the uncertainty and the pain the change may make me feel shortens. This will allow me to adjust and reorient myself to the new normal. Likely, I will alter my focus away from the loss of “what was”, and focus more towards adjusting to the future and “what will.”
Lessening The Change Curve
Deep Change Curve
Shortened Change Curve
Psychological safety is a belief that one can take interpersonal risks in a work environment without fear of negative consequences. This means that employees feel comfortable asking questions, sharing ideas, and admitting mistakes. These things are only possible if there is a feeling of trust and empathy between manager and employee, however.
Throughout my 15-year career in the Learning and Development space, I’ve led many learning experiences for teams and coached managers on the power of psychological safety and vulnerability-based trust.
I explain how safety and trust are essential for change management because they allow employees to feel seen, heard, and valued. Without it, work becomes transactional, and disengagement ensues.
Mindset Shift
For many managers, it is a mindset shift that may take a while to see the true value behind both sharing their own fears about a change and inviting employees to share their unfiltered thoughts and fears about the change.
This is where trust is built by showing our humanity and empathy toward others.
During my sessions, I also help reframe managers’ immediate thoughts about unsolicited employee feedback about a change:
FROM
“Why does my team resist my direction and complain about things behind my back—I know this is the right way. I’ve done it before; they need to relax.”
TO
“My team must feel worried about how this change will impact their job—what can I learn through their feedback to make this process more successful?”
Here, we see the manager go from defensiveness and shutting others out to curiosity and openness.
It is very human for us to shy away from what is perceived as a threat or weakness when we share our fears. That is why it is critical for managers to seek out feedback and create trusting relationships with their employees, so the employee feels safe to share their thoughts in return. The research shows that when employees feel safe to take risks, they are more likely to experiment and try new things and learn—thereby creating a learning culture. This is essential for successful change and innovation for organizations to stay relevant in an ever-changing world.
Guiding Managers using DiSC
In my learning sessions, I like to use Everything DiSC Management on Catalyst—a personality assessment and interactive platform that can help managers understand their employee’s unique behaviors and psychological needs through the DiSC model. The assessment identifies four personality styles: Dominance, Influence, Steadiness, and Conscientiousness—and the individual preferences regarding being delegated to, motivated, and developed by their managers.
Each personality type has different needs and preferences, as identified in the table below. In my sessions, I emphasize that everyone experiences change differently, and we should not assume that others perceive it the same way we do. I also reinforce that management is a one-to-one relationship, meaning managers must adjust their management style to each direct report based on their individual needs. Management is not a one-size-fits-all approach, and the best managers know how to tailor their management style to each direct report.
By understanding the different personality styles on their team, managers can become more attuned to the unspoken needs of their team members, adapt their approach to each direct report, lessen the change curve dip, and create a more inclusive and supportive environment.
Psychological Needs of Each DiSC Style
The psychological needs outlined above can be looked at as a coping mechanism for each of the DiSC styles. These coping mechanisms are inherently emotional and interpersonal and are typically magnified by intense situations such as change.
Since managers can rarely remove an organizational change handed from the top, managers can view these needs as a reasonable substitute. It is also essential to emphasize grace for the organization as team members adjust to the change.
Here are some specific examples of how managers can use Everything DiSC Management assessment to navigate change at the individual level:
- Dominance: Dominant individuals are often motivated by control and agency. Managers can tap into this motivation by setting clear goals, allowing autonomy, and providing opportunities for employees to challenge themselves.
- Influence: Influential individuals are often motivated by connection, social interaction, and recognition. Managers can tap into this motivation by creating opportunities for employees to collaborate, express their ideas, and be heard.
- Steadiness: Steady individuals are often motivated by stability, safety, and harmony. Managers can tap into this motivation by creating a supportive and predictable work environment free from pressure.
- Conscientiousness: Conscientious individuals are often motivated by information and understanding. Managers can tap into this motivation by providing employees with clear instructions, justification for changes, and opportunities to plan and organize their work.
The Big Picture
All in all, managers are stretched thin and asked to do what seems like heroics when it comes to managing individuals and teams. With that said, here are some tips and best practices for managers on how to navigate change as a whole:
- Share the vision for change. Help employees understand why the change is happening and what the benefits will be.
- Be open and transparent. Communicate openly and honestly with employees about the change process.
- Be supportive and empathetic. Recognize that change can be difficult and offer employees support during the process.
- Encourage feedback and input. Ask employees for their feedback and input on the change. This will help to ensure that everyone feels heard and valued!
- Celebrate success. As the change progresses, celebrate successes along the way. This will help to keep employees motivated and engaged.
What’s Next – Solutions
By understanding the different personality styles on their team and using Everything DiSC Management on Catalyst to create a psychologically safe environment, managers can help their teams navigate change more effectively.
Direct Report Application: Managers can use the Colleagues feature in Catalyst to understand how a direct report may react to change, giving the manager a chance to see the perspective of the team member and in return, create a proactive approach.
Team Application: Managers can also use the Groups feature in Catalyst to see how their team is similar and different, and host a group discussion on how team members’ reactions to change impact the team. This function will help them understand and develop team culture.
Contact us if you would like to learn more and explore ways to help your managers and employees through change at [email protected]
Join Dr. Mark Scullard, Sr. Director of Product Innovation, Wiley Assessment Brands, for this 60-minute webinar where participants will learn: - The unique empowerment needs of different DiSC styles. - How to identify and address potential blind spots to ensure effective and genuine empowerment. - Practical strategies for using Everything DiSC® on Catalyst™ to empower direct reports.