Leading a diverse team is challenging in the best of times, and likely overwhelming in chaotic times. How do your employees see your leadership style under stress?
Stress, especially in small amounts, can spur us to action and provide the energy we need to get through a situation. However, stress is a strong emotion; it can prevent us from making the added behavioral efforts needed to better match the situation. In addition, as leaders, you need to manage the stress of your team in addition to your own.
The first step for you is to identify the physical displays of your stress; understanding the impact it has on how you lead. Remember, you are not necessarily at your worst under stress, but your awareness gives you the opportunity to reset, try something different and avoid overusing your style.
D Style leaders, under stress will begin to exhibit the overuse of their style. For example, the assertive D-styles are comfortable delegating and driving to get things done. Under stress, they can seem dictatorial and insensitive; forgetting to ask for permission or input. These leaders are tunnel visioned on action and immediate results and can become blunt and demanding.
D Styles under pressure need to think before they act. A great strategy is to count to 10 before reacting. Often looking at the long term goals, rather than short terms achievements will help a D Style keep perspective on what they are trying to achieve.
As a D-style leader, consider giving yourself more opportunities to act independently and find ways to gain some control.
When I-style leaders are under pressure, they become overly emotional and focus even more on relationships. They liked to be liked. I-styles like to talk and under pressure they may talk a lot and bring in emotions to create passionate opinions. Their main focus on people can distract them from the details and tasks, causing disorganization.
I-style leaders exude a positive and fun attitude. They love opportunities to interact with many people in different situations. As an I-style leader, find opportunities to network and give yourself time to chat; especially in situations where you are more likely to receive encouragement and positive feedback.
However, under pressure S-style leaders will look outside their own role for input and direction. They will try to work harder to maintain relationships and team harmony. Your employees may not be able to read what you're feeling. You can be overly cautious and stubbornly resistant to any attempts to change things.
To help ease the pressure, provide the S Style with the support they need to cope with change. Include them in the planning and each step, so they know what to expect.
Safe environments, adhering to a clear plan, and having trusted people around you can help to alleviate your stress.
Under pressure C-style leaders can become more withdrawn. They may remove themselves from a conflict situation or they may begin to question everything. They begin to rely solely on logic and facts instead of trusting others and their instincts; sometimes to a point they go into "analysis paralysis."
C-style leaders can alleviate pressure with critical information to help make decisions and having alternate plans to cope with different situations. You can focus on the tasks in front of you, slowing it down, and giving yourself time to make decisions.
DISC reminds you to take a moment to assess the situation and it provides you with tools to make better decisions. You can use your own DISC report to identify how you tend to show up in pressure situations or what tends to de-motivate you. Now, what are you going to do differently going forward? Think of strategies you can put into place when you are already tired, frustrated, or stressed. What can you do to try harder? Always, give yourself a pause first, then try it. If it doesn't work this time, adjust and try something else next time.
As your team's leader, understanding the DISC styles of your employees can motivate and inspire more productivity; another way to manage your own stress. How you lead under stress has a significant impact on how your team manages their own stress. Finally, does your leadership style change under stress? The answer again is, "it depends" and "it's ultimately up to you if and how it changes."