This guidance describes how to manage a High I direct based on some natural tendencies and weaknesses.
Having a High I on your team makes almost everything more fun. High I's are exciting to be around, generally, openly communicative, quick with ideas, and contribute to team ideas and efforts. A High I with even just a bit of experience will always know someone somewhere in the firm - or even externally - who can get something special done. They're always owed favors.
And we'd bet they know how to tweet and text better than anyone else, too.
So, let's all have nothing but I's on our teams, right?
Nooooooooooooo! There will be brainstorming sessions, margarita parties, and inspirational offsites, and no accomplishments. ;-)
Just like the rest of the four major behavioral profiles in the DISC behavioral instrument we favor and teach, High I's cause their share of headaches. Maybe more in today's technical world. We'd be willing to bet that most of the Tylenol sold in London's Tech East End or California's Silicon Valley is bought by High C managers of High I directs.
This Cast Answers These Questions
- What are High I's weaknesses?
- How can I mitigate High I's weaknesses?
- How can High I's mitigate their own weaknesses?
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