The work of a manager is varied and potentially quite complex. A manager oversees the functions of a business unit, which normally includes subordinate employees working together for a common purpose. While a lot of variables play a role in whether or not a manager is successful in their role, the individual’s personality profile may have a significant impact on their performance.
Using the DISC personality assessment to identify a manager’s DISC profile is a useful way to optimise their workplace relationships and performance. The test characterises Dominance, Influence, Steadiness, and Compliance personality traits and how these influence a person’s workplace behaviours..
In any position, the more you know about yourself and how your unique skills fit with the role, the better off you and your employer will be. But how can we best know ourselves? And what about ourselves makes us a good fit for managerial work? See how the DISC Assessment can help you answer these questions and thrive as a manager.
Traits Of Excellence In Managers
Whatever industry you work in, there are certain traits that might predispose you to success.
Transparency and authenticity are vital components of good communication. Employees want to know what is going on in order to make informed decisions about their work that is in line with what is happening in the company. A secretive or top down philosophy of management and communication can create backlash and may be considered a toxic work culture. If employees understand the company’s overall direction and strategy, they can work according to what is expected of them and the company needs.
Managers need to be excellent communicators, providing regular feedback and maintaining regular contact throughout their workforce. This can take many forms with the use of face to face, email, phone, messenger chats, and body language all being acceptable channels for communication. Even rewards and recognition for excellent worker performance are forms of positive communication.
Get to know your employees and help them to understand what is expected of them and how they can perform at a high level. Set a standard of open communication so employees will also come to you with any grievances or issues that can be quickly resolved, instead of letting them fester.
Communication doesn’t end with speaking and writing. Listening is an important part of being a good communicator. Employees want to know they are being heard and that their opinions and insights matter. Ask for their input on aspects relevant to their job; even if it’s not the best solution, it maintains open lines of communication and transparency.
Managers should encourage teamwork and support collaboration at every opportunity to improve efficiency and individual development. Being able to delegate efficiently is a huge asset to being a manager, leaving time for oversight and administrative aspects of each project. A team that understands each member’s individual contributions to the team’s overall goals will work more efficiently and be better equipped to meet their targets and organisational goals. DISC assessments for team members is one of the best ways to identify how each employee complements the overall performance of the team.
Reliability and stability are keys to being a good manager. When a manager can demonstrate that they are reliable and there is stability within the work environment, employees will have a consistent workplace where they can perform at their best. This is demonstrated when employees understand you, your reactions, and your approachability. If you are unpredictable, employees may be wary of coming to you with any issues they have.
The ability to identify, break down, and come up with a solution for problems that arise is an important skill for managers. Having the flexibility to adapt to problems that arise and develop solutions that cause the least disruption to the normal function of work is crucial. Unsolved problems can be perpetual disruptions to your regular workflow and the workplace culture you cultivate. Nip them in the bud.
Best DISC Profile For A Manager
Ideally, a DISC assessment would be a standalone instrument to identify all the characteristics of an individual that would allow them to succeed as a manager. Unfortunately, a DISC profile does not measure skillset, attitude, knowledge, values, or experience, but it does focus on behaviour.
By being more aware of our behaviours, we can fine tune them to be more successful. It would be disingenuous to say there is a single specific DISC profile that is best suited for a manager since every individual will have strengths complemented by areas to develop. Knowing your DISC profile is the first step, but applying its lessons will help any manager to succeed in their role.
What Makes A Successful Manager?
A successful manager is one who meets their set objectives. Though this may depend on who you ask. A manager who meets their work unit goals but has a team of unhappy or disgruntled workers is certainly not a successful manager. But a manager with a team of happy workers who are not meeting their goals is equally not successful. Finding a balance between the two is what makes a good manager successful.
What Personality Type is Least Suited to Management?
While there are skills that will increase a person’s likelihood of succeeding as a manager, there is no one personality type that either succeeds or fails in that role. People can learn about themselves and their usual behaviours to identify areas of strength as well as areas they can work on. A DISC assessment is one of the most commonly used tools to identify how your personality affects your work relationships.
How to be a Good Manager?
Being a good manager is not hard, but it’s not easy. It takes hard work and commitment to meet your objectives and keep your employees happy. While you’re not the only one responsible for meeting your goals, you are ultimately the one held responsible. In order to motivate your employees to work towards your common goals, you need to lead them in a relatable way. Identifying your strengths and weaknesses, as well as how they complement your team members, will improve anyone’s performance in a managerial role.