The CEO Is The Problem! Not “Manager 8”

There is a shocking case study that goes back many years but still provides a powerful approach to resolving issues in teams. It is referred to as the famous Organization Thermometer Case and underpins one of the gold standard approaches that Extended DISC expert practitioners take to their work with organizations.

THE SITUATION

Our colleagues in the US were invited in by a CEO to resolve an issue.

? CEO is not aware of any major problems within his management team.

? However, he claims that Manager 8 is not performing well.

? The CEO asked an Extended DISC consultant to help him with Manager 8.

THE PROCESS

The Extended DISC consultant applies our mantra – Diagnose before your Prognose and invites the entire management team including the CEO to complete a Leadership DNA Behavioural Analysis.

This snippet from the report shows the relative location of the CEO and Manager 8 on the Extended DISC Diamond.

Appreciating the importance of proper investigation and the need to avoid jumping to conclusion, the consultant could not get past the question: What is the real problem and what is its source?

He figured that clues may be found by looking more closely of the results of Manager 8’s behavioural diagnostics.

By looking at Manager 8 Profile 1 and 2, it is clear that he is feeling uncertainty about his role, responsibilities and/or goals.

[Side bar – the profile on the left is almost completely confined in the coloured middle zone. It is referred to as a Tight Profile 2]

But why…?

 Important finding but What is the real problem and what is its source?

The logical next step is to the examine the data from the team diagnostics.

It is important to recognize that people respond to their environment and those around them. It is not wise to think about behaviours in insolation.

BINGO!

Manager 8 has company. 3 other Managers have profiles that indicate that there are feelings of uncertainty.

But wait! There is more. 3 of the 4 have the same primary natural behavioural style – C.

Conscientiousness – Compliant seeking. Plans. Structure. Systems. Accountability. Laser focus. Evidence-driven.

Happily, I am reporting on this because the next bit of information from the Organization Thermometer inevitably leads to a tricky situation for consultants – as you will see.

 WOW. The only team members who did not have Extended DISC profiles that indicated the presence of disturbing feelings had the same dominant profile as the CEO!

Be of great courage my friend. You only have to tell the person who hired you that he is the problem. Good Luck!

Before we get to the conclusion slide, it is useful to know that Extended DISC examines conscious and unconscious behaviour unlike traditional DISC assessments.

That is the basis for twinned profiles (graphs). Profile 2 (the one on the right) reflects your Natural Style. I refer to that as who you really are when you pull the covers over your head.

Profile 1 (the one on the left) speaks to a Perceived Need To Adjust. It does not spell out when the perception took place, but it indicates that something has prompted you to adjust your Natural Style to achieve better results in the current environment.

This is very helpful. One major reason is that it helps us to better cope with the stress of displaying behaviour that does not come naturally.

“I have to make snap decisions with inadequate data, but I now know how to move back from my D-style snap decision-making self to the safety of my natural C-Style evidence-based self.”

But back to the final chapter.

WARNING

Only invite us to work with your teams if you are prepared to face the hard truths that are revealed by our forensic behavioural diagnostics.

SPOILER ALERT

The CEO respected the findings and adjusted his communication style recognizing the need for more structure and a willingness to operate within agreed guidelines. Changes to plans will now be discussed in advance. There will be a greater reliance on fact-finding and evidence-driven decision making would be embraced.

ACTION

 These are some of the issues that I have addressed in my diagnostics-guided work in getting teams to be more productive. 

 I am sharing some of those insights in a series of Free webinars on how to develop High Performing Teams with my partner Richard Dick Solomon. 

Learn more here: bit.ly/3bcxTsH

We start this Wednesday!

Topic: Developing High Performing Teams

Date: May 19, 2021

Speakers: Trevor E S Smith – Chairman, IPTS

Richard Dick Solomon – CEO, IPTS

See you inside!

#teambuilding #teamdynamics #highperformingteams #RoleFitAnalysis 

#futurereadyworkforce #resiliency #leadership