(Part Three) The Steadiness, Supportive Personality Style on DiSC

Easy-going and amiable, but occasionally admit to being a perfectionist personality, this is our Steadiness/Supportive style.

I once led a management training for a statewide family welfare crisis phone center. The team completed the DiSC profile and then we debriefed and discussed how their results shaped the organization’s culture. There were about 30 managers present. Of that group, only one had a high “S” or steadiness/supportive personality style.

As we discussed strategies for getting along with one another, I asked our “S” person, “Since you are outnumbered here with everyone else having a very different style, how are you holding up?”

She blushed, smiled and said, “Oh, I’m holding my own.”

Then someone in the back of the room shouted out, “Yeah, but “S” people don’t last here very long. We make sure of it!”

Yikes! Maybe that’s why their Director called me in to conduct the training. Too much of one personality style can undermine traits that benefit the organization. There is value in building teams comprised of a variety of styles. We need more diversity of thought than group-think, as well as people who are willing to adapt their approach.

DiSC Steadiness Personality Style Benefits

The steadiness/supportive personality style can be an asset to any organization. They are characterized as stable, deliberate, patient and good team players. They are the labradors of the animal world — loyal, reliable and amiable.

They can also be seen as even-tempered, cooperative and non-demonstrative. Their mindset is, “Can’t we all just get along?” Because they are relationship-oriented, they may address others’ feelings first before attending to the task. When “S” individuals have an “I” secondary style, they are hyper-focused on relationships.

Steadiness/supportive folks don’t like conflict, so they may adopt a role as negotiator instead of seeing people at odds with one another. They may also leave the organization rather than cope with a hostile work environment. And they won’t tell you why they are leaving; they fear the negative reaction that might occur if they shared their reasoning.

Change is not always welcome in the high “S” world. So if you plan a new process or policy, be sure to explain the “why.” Review the reasons behind the change, then ask for their input rather than springing something on them at the last minute.

These “S” personality styles can have perfectionist traits. They may be very hard on themselves and can take criticism personally. However, others may become frustrated with their need to include all members of the team in the decision-making process. Their desire to get input from everyone can slow down the fast-track results that dominant and influencer personalities thrive on.

Question: are you hard on yourself or do you feel you’re a perfectionist? Leave us a comment.

Best Occupations and Celebrity Styles

People with strong steadiness/supportive traits can be found in a wide variety of helper occupations: nurses, teachers, customer service agents, social workers, etc. Every organization would do well to include them in their workforce, since they bring people together and believe in constructive interpersonal behaviors. They are also joiners, and get great satisfaction from participating in service and professional groups.

Our high “S” teammates are in good company. Based on unscientific observation, a few household names who have the steadiness style include Fred Rogers, Barbara Bush, Jimmy Stewart, John Denver, Michael J. Fox, Diana former Princess of Wales, Martin Luther King, Jr., Luke Skywalker in Star Wars, Ethel in I Love Lucy, Frodo in Lord of the Rings and Marge on The Simpsons.

I have the “S” trait as a secondary style on the DISC profile and can prove it. Here’s me, many years ago, doing my best Marge Simpson imitation!

Complementary Styles

Given that the high “S” style is focused on relationships and often pursues “helper” occupations, they sometimes have a secondary “C” or conscientious style, which we’ll cover in more depth next week.

In short, Conscientious folks strive for accuracy and value facts and data. Therefore, you’ll see a large number of nurses and others in the scientific community with a S/C or C/S pairing.

It’s always wise to look at the secondary style when evaluating your DiSC results rather than just focusing on the primary style. It can modify and mitigate the traits, especially when it comes to the task/relationship balance.

And when paired with a high “D” boss, business partner or spouse, there may be significant stress if the high “S” person is not able to speak up and advocate for themselves.

For more information on the DiSC profile or to make arrangements to take one for you or your team, don’t hesitate to reach out to me.

Warmly, Laura

Your Colorado Facilitator