Companies are made up of groups of people who function in many ways like a family, complete with all the happy and sad that brings. So how can we learn to manage high scorers in dominance effectively and encourage their growth?
High scorers in Dominance are take-charge, determined, and hetrong people. They tend to be strong, forthright, determined, and able to influence others. They are powerful, and others realize this power.
For a team, these dominant person can have many advantages:. However, when this power and need for control gets out of control, it can overshadow concern for others. Additionally, less assertive employees may feel uncomfortable sharing their opinions and can be dominated in dominant person settings, resulting in the loss of potentially good ideas and a slow manifestation of passive aggressive frustration among those employees.
As you can see, having high scorers in dominance on your team can reap many benefits but can also create pretty serious issues when their completely dominating every situation.
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When working with a high scorer in dominance, you have to approach them on their level. Although it may go against your own natural tendencies, you must be confident, direct, and assertive in order to be effective. Focus on tangible facts, business and. By calling dominant person out directly i. Being in charge and moving at a fast pace motivates high scorers in dominance.
They are big picture thinkers and may perceive you as negative and not respecting them if you do so. They will likely have great creative ideas, but will need someone else to work out the details.
Four personality types
By pairing them with someone with a high order score, projects can flow and grow. One technique is to use something they said as a jumping off point and spin it positively. Craig, what do you think? Additionally, this can take the anxiety of initiating the expression of their own opinions away from less dominant employees if you lead the way.
Making comments during a meeting is second nature to dominant, extroverted people and they dominant person not realize that their constant comments may be causing more introverted employees to shut down.
Using our behavioral assessment and Step Up Report to facilitate a coaching session, you can easily explain your concern, using specific behavioral data, and encourage them to focus more on recognizing the opinions, feelings, and desires of others.
The dominance drive
Again, everything is about balance. Stay updated with our latest thoughts on mindfulness, hiring, and organizational development.
How to Manage Highly Dominant Employees Companies are made up of groups of people who function in many ways like a family, complete with all the happy and sad that brings. For a team, these characteristics can have many advantages: They can make strong leaders, especially during stressful times Their strong determination and take-charge tendency can encourage other team members to stay focused on their own tasks and projects.
They are usually willing to take on new challenges and can handle heavy worklo. Be Direct When working with a high scorer in dominance, you have to approach them on their level.
Engage them with Challenging Projects Being dominant person charge and moving at a fast pace motivates high scorers in dominance. In confronting them, here are a few Recommendations for High Scorers in dominance from our Step Up Report: Encourage them to become a better leader by telling them that Leadership is most effective when one demonstrates caring to others.
Care is demonstrated by taking the time to listen and solicit the opinions of others. However, you can be even more effective by learning to slow down every once in a while and demonstrate care for your coworkers. Practice asking others to share their opinions and acknowledge those opinions as valuable, even if you go with your original idea. Need more help effectively managing dominant employees?
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