INFLUENCE
1.the capacity or power of persons or things to be a compelling force on or produce effects on the actions, behavior, opinions, etc., of others.
2.the action or process of producing effects on the actions, behavior, opinions, etc., of another or others.
I attended the United Way Young Leaders Society event tonight in Portland. Alan Cabelly, Professor from Portland State University, was the guest speaker. He spoke about Leadership Styles using the DISC behavioral test. The DISC behavioral instrument is based on the work of psychologist William Moulton Marston, PhD/ Marston was interested in how people felt, behaved, and interacted with the world around them. (2) The DISC method is easy to administer and interpret. This instrument helps determine the different personality types (ie, Dominant, Influencer, Steady, Conscientious) of each person in the workplace.
First off it was nice to be out amongst young professionals who are not employed in the wine industry. It was very eye opening and it was nice to get into the city and rub elbows with the corporate world. There were doctors, finance, bankers and human resource people. There was a point and time I aspired to be in the corporate business world, but I honestly don't know how people do it! Wearing a suit and tie everyday. If I had to do that, at five o'clock I would immediately run to the bathroom and change into jeans.
After a quick assessment, I landed in the D group (Dominant).
DOMINANT. People with the dominant personality type tend to make quick decisions, are very results-oriented, are direct and straight-forward, and often display a high level of initiative and energy. To motivate a dominant person, a leader should foster that person's initiative by removing obstacles and giving the person freedom to act without interference.
Although dominant people are strong workers, a dominant person can cause conflict by being too blunt, restless, and impatient. Dominant people try to do everything, and they may act without knowing all the facts and without considering others' feelings.
So I only slightly agree with some of these characteristics. I feel like I am more of an Influencer with a side of Dominant.
INFLUENCER. The influencer is outgoing, persuasive, gregarious, and tends to be good at delegating. By influencing and persuading others, the influencer creates an environment for personal success. The best way to motivate an influencer is to create a social environment that includes constant interaction with people. In these circumstances, an influencer will demonstrate trust in others and spread enthusiasm throughout a team, creating a democratic relationship favorable for working conditions.
Certain situations, however, can emphasize the weaknesses of an influencer. For instance, the influencer is not very task-oriented and may not follow up on delegated jobs. The influencer's strength at building friendships can be exploited easily when he or she has to make unpleasant decisions. Instead of doing what is best for the job, the influencer procrastinates on decisions so as not to rock the boat.
Just for fun I have included the other two leadership styles. So which ones best describe you?
STEADY. The steady person is dependable and easygoing, technically competent, and able to teach. His or her emphasis is on cooperating with others in existing circumstances to carry out a task. The supreme motivator for someone with a steady personality is security. In this regard, repetitive tasks, established work patterns, and routine work are best for a steady person.
The status quo is the ideal environment for someone with a steady personality. The steady person tends to resist change, especially new directions that challenge personal structure. The steady person also can be a poor delegator.
CONSCIENTIOUS. People with the conscientious personality type are thorough, attentive perfectionists who can think ahead and prevent problems. To achieve results, the conscientious person works carefully within existing circumstances to ensure quality and accuracy. Unlike influencers, people with conscientious personalities prefer little or no people contact and would rather define limits of authority themselves. Detail-oriented jobs with precise instructions give people with the conscientious personality type the clearest road to success.
This person tends to be rigid and overly detailed. Instead of talking about a problem, the conscientious person will write long memos and avoid personal communication.
Thanks to Steve Krug, Willamette Valley Vineyards Wine Club Member and Volunteer, who brought a few bottles of the 2007 Willamette Valley Vineyards Pinot Noir and 2008 Willamette Valley Vineyards Riesling to share with guests
