In the world of DiSC® assessments, there are four general personality types, and most folks will find that they fit into one a little bit better than all the others. Those who are described as exhibiting dominance, or a Type D Personality, are usually extroverts and tend to be action-oriented.
Overview of Type D Personalities
People described as Type D are natural leaders. They tend to have a decisive, no-hold-barred, take-charge approach to a situation. They aren’t afraid to break a few eggs, as the saying goes. Sometimes, this means thinking out of the box; there may be a strong desire to innovate. Leaders like this are usually quite comfortable with change.
D’s are generally confident and comfortable taking risks. They are strongly goal-oriented and for that reason, stay focused on the task at hand. They really like to be recognized for their work and to receive accolades. Theirs is often a big-picture view of a situation, and they love a challenge. Dominance can mean a desire to skip routine and nitty-gritty details in favor of action.
These people like to solve problems and they like results. Give them something tangible they can measure and show, “Look what I/we did!” Some dominant types thrive in high-stress or crisis situations where they can rise to the occasion and assume a leadership role.
And this is where Type D personalities can sometimes run into trouble. They can carry leadership too far and become authoritative and unnecessarily critical. It can be hard for them to consider small details that can derail a project when these details are offered by others.
Dominant types may also have trouble trusting others to carry out assigned or delegated tasks. D’s may be motivated by a fear of losing power and prestige. Other folks who work with Type D personalities may find their manner off-putting, as in, too direct or blunt. A Type D’s steadfast commitment to timelines and results can come across to others as impatient instead of driven and determined.
Working with Others
Some Type D personalities can benefit from the self-awareness that their approach may give the impression that they’re insensitive or domineering. They may need to practice soliciting and sincerely listening to the opinions of others on the team, especially when others can provide background or analysis that doesn’t fit into Ds perspective or plans.
When working with Type D folks, it’s best to stick to the facts – keep it brief and on-topic to get the most of out the interaction. Switch up projects and minimize routines where possible, because Type D employees can get bored easily.