Delegating effectively to the steady, supportive, more reflective team player (i.e., an S Style per the DiSC Behavioral Scale) can be tricky. Here’s why: those with a predominant S style are the ones who always say “yes, I can help with that!,” even when they are swamped with their own priorities. They often put the team’s (or others’) needs and interests before their own, which can be detrimental to them (and the team) over the long term. They never want to let anyone down, so they have a hard time speaking up when they disagree or are feeling overwhelmed by all that’s on their plate. They are the ultimate team players and will always, always, always go the extra mile or “take one for the team,” so you have to be extra-vigilant when delegating to them–else you risk burning out one of your most loyal, supportive, and valued colleagues! Here are four ways to delegate effectively to them.
Gradually Give More Responsibility
S styles do best when they are gradually given more responsibility over time. Heaping a mound of work on an S will do nothing but overwhelm him/her (and they’ll never tell you that it’s too much because they don’t want to disappoint you; instead, they may just up and quit one day in an angry puddle of tears!). Consider setting up a timeline for yourself for delegating responsibilities and then carefully manage that process over time so as not to burden the S with too much “newness” at once. Because of their steady nature, S’s need longer time horizons than some of the other styles in order to successfully integrate new processes and knowledge. BUT–give them this necessary time and you can watch them soar! Then, add more to their plate and repeat.
Give Clear Direction
S styles perform best when they are given clear directions or guidelines to help them shape their choices. They like working within a defined structure or routine, and they prefer checking in periodically to make certain they are doing things according to plan. When delegating to an S style, be sure that you spell out what it is you want/the goal, the timeline, and the expectations…then follow up by checking in with them on a regular basis to insure they are getting what they need in order to meet your desires. You will not be disappointed!
Request Their Input
S styles tend to be listeners rather than talkers. They have definite opinions but often times will defer to others in a team meeting. This is why when delegating to them, especially at a team meeting or with others present, it is important that you stop the conversation periodically and ask the S style “what do you think?” Then be quiet and give them a chance to thoughtfully respond! They are true collaborators and want to help and offer up ideas…so give them a chance to speak! Alternatively, you can wait until after the team meeting is over and go to the S style individual and privately seek their input. Often times S styles have a lot to say and offer when it comes to how, when, and to whom to successfully delegate projects and tasks, and they will sometimes be more forthcoming in a more personal and intimate space like a one-on-one meeting. This may seem like a waste of time for some to have “the meeting after the meeting,” but I promise that it will save you a lot of time and heartache in the end to honor the S style’s preferences in this way.
Let Them Know You Are There for Support
S styles are supporters of others…and they need to be supported, too! In order to delegate effectively to them, you need to make sure that they know you are there for them, that you have their back, that they need not worry–you’re a team! It’s easy to do this by simply delegating to them and then making a point of checking in with them to see that they are getting the resources they need (and the obstacles removed!) to work effectively and meet the set goals/complete the tasks at hand. Ask them how often they’d prefer you meet with them to make sure they are getting the support they need, and then put it in your calendar and follow up accordingly. You’ll be amazed at how smoothly things will run…and get done!
Think you might be directing or managing an S style but you’re not sure? Read my blog about how to guesstimate someone’s style. If you regularly interact with an S behavioral style and are struggling, reach out to me. I can help you define strategies and solutions for creating a working relationships that WORKS!
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