Personality profile or preferred mode of communication?

Never say never!! I remember the first time I came across the DISC model that promised to tell you what type of person you are. I had the same respect for it as I had for the horiscope in a women's magazine - none whatsoever but a bit of fun! I have to admit that the groups we were put into at the time did show the traits of the personalities but I have always believed that we can and do change our responses to suit the situation.

I came across DISC again when I was trained as a facilitator. This time I was forced to reconsider my opinion because the person advocating it was my trainer, mentor and friend, Lyn Sykes. She stated that she used it frequently in helping her to deal with people. As Lyn is the most insightful person in dealing with people I have ever met, I had to take notice.

Four years later I have revised my opinion. I still don't believe that it gives an indication of your personality. However I have come to see it as an indication of your preferred mode of communication. This style can be influenced by your personality, your experiences and the situation you are in at the time. It has helped me deal with people, especially in situations where I feel I am not on the same 'wavelength'. It helps me to re-assess my approach and change in order to suit their communication style and has had some startling results.

Now I hope to further my knowledge by studying the Briggs Myers tests. So a lesson in never discounting experiences as useless.

Time management for staff

I often meet employers who are frustrated that their staff spend time on things that are not important to the detriment of really important tasks. However as in all cases of perceived under performance of staff the first question an employer should ask is 'what is my responsibility here?'
In this case the answer is usually that the staff do not understand what you are trying to achieve in the business. Spending time communicating your vision of the business to staff is always time well spent.
One very efficient way of doing this is to write up a business plan that is purely for staff. The plan could include a history of the business, your priorities now and where you want to be in 5 years. Sitting down with staff once a year and setting targets is also a good idea.
Another good idea is to talk to staff about the 80/20 rule. Explain that 20% of the tasks they perform have a major impact on the performance of the business. Then help them to identify those 20% tasks.
The employer's actions have to be congruent. For example, if he/she says the aim is to have a lost cost system and then spends money on expensive kit that is not essential, the staff are naturally sceptical of the employer's real priorities. Therefore employers have to set an example.