3 Ways to Communicate Based on Leadership Style
Per my recent newsletter, you know that delivering the right information in the wrong way can lead to negative outcomes.
But what exactly does it look like to tailor communication to the person in front of you?
I wanted you to have concrete examples of how this has played out across many conversations with my own team members and consulting clients.
Let’s take a common scenario: a company needs to let go of an underperforming team member.
Here’s how I would advise 3 different leaders with 3 very different personalities on this move.
Leader #1: Just the facts, Jack
Leader #1 is a seasoned leader who has a black and white worldview. They have no problem implementing a plan and aren’t impacted by feelings or emotions.
They are, however, a high D personality on the DISC profile, meaning they have the trait Dominance in spades. Results-oriented, financially-driven, and will act quickly if something threatens their livelihood.
They also have a bit of an ego that has to be navigated.
The Approach:
Tee up the issue by focusing on data, especially around potential financial repercussions.
- Say: “Here’s the performance problem.”
- Say: “Here’s what this person costs in terms of compensation.”
- Say: “Here’s what the underperformance may be costing the business.”
Then, let them come up with the solution. Lean into their instincts.
- Ask: “What’s your plan?”
- Ask: “What does your gut tell you?”
- The final decision must be theirs; if they don’t control it, they will resist it.
Notes:
You can be extremely direct with high D personalities. It is difficult to offend these people.
You must truly commit to the final decision being theirs. If they veto what you want to do, agree and let it ride for a period of time. If it turns out you were right, resurface the issue; they’ll probably be on your side next time.
Leader #2: Just tell me what to do
Leader #2 is a data-driven personality as well, but they like to focus on the details. Often this type of individual comes from an engineering or finance background. They will make decisions based on logic and can understand having to choose between a set number of options.
They are a high C on the DISC Profile, which means high compliance. After earning this person’s trust, you can be more prescriptive about what exactly this leader should do next.
The Approach:
Come to this person with data as well, and be prepared with more data to support your initial data. They will have questions.
- Say: “Here’s what the data shows me about this person’s performance”
- Say: “Let’s go through the options of what we can do (keep them, fire them, move them, Performance Improvement Plan).”
With this leader, you can state your case clearly.
- Say: “I believe the right step is to fire them; here’s why.”
- Ask: “Do you agree?”
- Ask: “What support do you need to get it done?”
Notes:
A Compliant personality can hear open guidance, like “You just need to do this” without resisting. If they agree, they will go along with it. Although great leaders can hold a high C profile, they don’t mind being told what to do in specific situations.
Leader #3: Feel all the feelings
This leader has a high I score on the DISC Profile, which means they have the quality of Influence in spades. These are the people who are easy to talk to, make a room feel warm, and can network with the best of them.
They also tend to be highly emotional. Let’s say that facts are one of the very last considerations for this kind of leader. They approach the problem in a completely different manner, and often on a completely different timeline.
The Approach:
Plan for a long conversation and build in lots of space for the person to process. This leader is able to see what’s best for the business, but they are so empathetic toward their team that it may take them a while to act.
- Say: “I’m concerned about performance.” Model empathy in the delivery.
- Say: “Here’s what I’m seeing.” Introduce the data as supporting, not primary, evidence.
- Say: “Where’s your head at on this?” Focus on the feelings.
With this leader, you must go at their own pace. If they aren’t ready to act, all the facts and figures in the world won’t convince them otherwise.
- Ask: “What’s the likelihood of you making this change?”
- Ask: “Do you disagree with the data?” Sometimes this leader takes a more holistic view.
- Be a support system on their time frame. “How can I help you make this decision?”
Moving more slowly has a cost, and I will point that out to this type of leader. But I ultimately need to honor their process.
***
Hopefully this deep dive has given you a better sense of how to tailor communication styles based on the personality you’re dealing with. Note that while I am working to share information in a way that makes sense to the person in front of me, I am still, basically, me. I’m a high D personality myself, so my style is always going to be direct and results-oriented.
Communication is a two-way street, and that’s why it requires so much trust. Even if I don’t deliver the information perfectly to my high C or high I leader, they trust my intentions. They understand who I am as much as I understand who they are.
We’re all there to help the business succeed.
At the end of the day, saying the right things, even if the way you share them is a little bit wrong, is what’s most important.
PS - If you’re thinking I left out one type of leader, you’re right. Someone who is a high S on the DISC Profile values Stability. Not too many founders/owners/entrepreneurs actually have this as a prominent trait. My own Stability score is basically 0.
PPS - If you want to run DISC Profiles for your leadership team or your company, contact us to learn more. These assessments are inexpensive and invaluable communication tools.
