Delegating effectively to an analytical, precise, detail-oriented team member (i.e., a C Style per the DiSC Behavioral Scale) can be intimidating. These types of colleagues are the ones who incredibly smart, create near-perfect pieces of work time and time again, and are known for having the right answers/being the expert. They are rigorous in using checklists, always triple or quadruple check the bottom-line numbers, and never-ever hand over a document without the i’s being dotted and t’s being crossed–literally! If you find yourself needing to delegate work to them, here are three things you’ll want to be sure you do.

Check In Only When Necessary

 

Delegating rule #1 –> remember this! C Style colleagues perform best when they are given alone time to think about and/or process the task or project at hand. Don’t pester them with needless questions or interruptions after you’ve given them an assignment. Trust that your C-Style teammate is doing fine without you hovering over them, fine without your constant appraisal of their work, and fine without you checking in on a routine basis. They are hardest at work (and happiest!) when their door is closed and they are given peace and quiet. And know that they’ll be forthcoming with questions, if they arise, so you needn’t fret.

 

Use Deadlines to Ensure Forward Movement

 

Delegating rule #2 — Don’t Forget! C Styles are very stable, reflective, and steady types. They are incredibly thorough and, if they’re not careful, can get lost while analyzing (or over-analyzing!) a situation, never able to come to a final decision, complete a project in a timely manner, or recommend a solution upon which the team can act. Without a deadline looming in front of them, they are vulnerable to “analysis paralysis” and forward movement may elude them. Be sure to make deadlines explicit and, better yet, get their buy-in, commitment, and agreement to make the deadline on time.

 

Be Objective with Feedback

 

Delegating rule #3 –> Important! C Styles prize objectivity, rational thinking, and facts over emotion, intuitive knowing, and subjective rationales. When you are giving C Styles feedback, make certain that you can show them the data that brings you to your conclusions about their work. They want to know what is wrong, because they strive to find the RIGHT answer in every situation! If you are able to point them to the WHY behind your evaluation of them and their work, they will rise the occasion, integrate the new knowledge you’ve imparted, correct any shortcomings or mistakes, and create an even better project for you the next time around (just make sure you give them lots of time and space to do so!).

Not sure what your colleague’s style is? Read my blog post here to help you people-read DiSC Styles.

If you are challenged by working with a C Style colleague, reach out to me. I can help.