Condom Management™ has nothing to do with personal activities; rather
it is a proven technique that other people - family members, bosses, employees etc. have to be
managed differently. The Elevento Imposition™ - impose on people what they want imposed on
themselves. One size fits all management will fail.
These proven methods on this page are totally useless if you have not worked out the other person's
Disc behaviour pattern. The descriptions are how you need to impose on them irrespective of what your
Disc is. It's the environment the other person thrives in is what you want to create. It also will
highlight whether employees are in the right seat on the bus. The kind professor has been in the archives to extract this from the vault.
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Style: Realistic and talkative, like to be in control of the details. As employees, they will present ideas with facts and statistics to back up their logic. Motivate with the logic behind your decisions and give them autonomy on projects. The Director will continue to be a happy employee so long as you are setting clear expectations and deadlines while providing logical, objective feedback.
Style: Natural leaders, outgoing, energetic, quick. Their intuition makes them creative and innovative, while their thinking-judging orientation makes them good at details and structure. Excellent at developing strategy. Motivate them with challenges to develop new skills and opportunities for advancement. To retain these leaders, you will need to develop long-term plans for leadership roles in strategic assignments.
Style: Is outgoing and spontaneous. Very good at being in the moment, work well under pressure and are good negotiators. Motivate them with new experiences and real problems to solve. The best way to give feedback is actually to get them to think aloud about their experience and make feedback interactive.
Style: Loves debate. Gaining energy from other people, loves to poke holes in arguments and strategies and is not afraid to speak up. Is clever and thrives on challenge. To keep an Inspirational happy, keep their assignments interesting and encourage them to discover creative solutions. Beware of manipulative tendencies.
"How you say something is always more important that what you say."
Style: Compassionate and skilled at finding and communicating creative solutions. Like to work cooperatively and need a lot of appreciative feedback. Very sensitive, so be gentle with feedback and help them develop supportive relationships with coworkers.
Style: Sympathetic. One of the most conscientious personality types, often offering help in practical ways. Be positive and supportive while being specific about behaviours or results that you want to see change. Thrive best in friendly environments without much competition or tension. Work best in collaboration with others.
Style: Energized by possibility and love the process of formation of ideas or concepts. As feelers, are warm with strong personal values and tend to take things personally. Unlike a thinker-judger, the Promoter will not react well to lots of detailed criticism. When you are giving feedback, leave lots of time for discussion and input. Like many other extroverts, the Promoter likes to work collaboratively, though may (will) clash with their very logical-analytical fact based colleagues.
Style: Down-to-earth and flexible, the Counselor in your life probably goes out of the way to avoid conflict. They are observers: noticing and remembering details about conversations and people. Want to establish personal relationships in the office and in life, including with you, so make sure you take the time to talk about something other than work before giving feedback. Your feedback should be sincere and interactive, but also diplomatic. As a sensor-feeler, the Counselor is particularly sensitive.
Style: Very private, appear shy and detached. Observant,sensitive and like to see the best in others. Do best in a supportive environment and are easily hurt by harsh feedback. Can be 'do nothing' leaders. Likes to work independently, but near supportive people with whom the Specialist has a good relationship. Like other sensors, needs specific facts, details and accountability.
Style: Is hardworking and perceptive. Investigators take the time to reflect and can be perfectionists. Integrity and convictions are important. The Investigator likes to be prepared, so request meetings in advance and specify the topic. When giving feedback, keep your pace slow and allow the Investigator time to reflect and develop their response. Beware that they can confuse facts and beliefs and can be tactless.
Style: Powerfully intuitive, feeling, and perceiving, is one of the most perceptive personality types. They are committed to projects and ideals. Connect on a personal level, and don’t forget to keep your energy in check. Allow Agents time to process information and be sure to give them time to express their feelings and ideas about projects, especially in meetings with more extroverted colleagues.
Style: Very realistic, a quiet pragmatist who is guided more by practical considerations than by ideals. Largely even-tempered, likes practical work as opposed to the ideas and theories preferred by intuitive personality types. Like many introverts, prefers to work independently with minimal supervision. They respond well to concrete tasks and problems with clear accountability.
Style: Cautious and sensitive, are wary of new ideas. They like facts, but are also very value-oriented when making decisions. Needs a diplomatic manager who sets clear and specific expectations. Is very caring and works well with others, but prefers one-on-one or small group settings for collaboration.
Style: Serious and meticulous, are driven by facts and hard deadlines. Like plans and reasoning. They can also come off as aloof and unfeeling, especially to extroverted-feelers. As a manager, be straightforward and use objective, logical reasoning for decisions and feedback. Like measurable, tangible achievements. Give autonomy and the time and space to work alone.
Style: Skeptical and independent, think creatively but are convinced by logic. Perfectionists are likely the best at finding creative solutions to problems. Motivate with complex assignments and don’t be afraid to encourage their competitive drive. The best way to keep a Perfectionist on side is to give them frequent opportunities to develop and critique new ideas with a small group of colleagues they respect.
Style: One of the rarest personality types, highly logical and creatively innovative. Respond well to complex challenges that require both analytical and creative thought. They will want to know their path to career advancement from day one and respond best to clear objectives. To keep your Enhancer, let them problem solve and give them the opportunity to do so independently. Never nag or micro manage.