Photo by Jason Goodman on Unsplash.
Today’s Morning Buzz is by Jennifer Teal, Senior Manager at Raftelis. Connect with Jennifer on LinkedIn.
- What I’m reading – Just finished “The Bones Beneath My Skin” and I need a minute to recover before I pick up another book
- What I’m watching – Hacks
I think it’s fair to say that most of us here are striving for more effective collaboration, deeper engagement, and ultimately, better outcomes for our organizations. Whether it’s tackling a complex strategic plan, launching a new initiative, or simply running a productive team meeting, the way we interact as a group profoundly impacts our success.
As a consultant and facilitator at Raftelis, I have the privilege of working with many local government and utility teams on critical projects. One recurring theme I’ve observed is the power of understanding how a team’s individual members process information and prefer to contribute. It’s not just about what they say, but how they think, listen, and prepare to share.
Recently, I was planning a strategic planning kickoff workshop with a client – a truly forward-thinking team. As we discussed the agenda and desired outcomes, they proactively shared something incredibly insightful: their steering committee’s Everything DiSCⓇ group assessment map. For those unfamiliar, DiSC is a workplace assessment tool that categorizes work styles into four primary types: Dominance (D), Influence (i), Steadiness (S), and Conscientiousness (C). We often administer DiSC assessments as a part of authentic leadership training programs and team building workshops, so it was exciting to see someone bring DiSC up “in the wild.”
Looking at the steering committee’s DiSC profile was a light bulb moment. A significant portion of their team members leaned toward the Steadiness (S) and Conscientiousness (C) types. What does this mean in a workshop setting? It tells us that many participants will thrive with ample time to process information internally before they’re ready to share their thoughts verbally. They prefer to listen, reflect, and formulate their ideas thoughtfully. On the other hand, there was a smaller, but equally valuable, group of Dominance (D) and Influence (i) types who are more comfortable with a faster pace and often process information by talking things through in the moment.
This simple piece of information will dramatically shape our workshop design. Instead of a rapid-fire brainstorming session that might leave our S and C types feeling unheard or rushed, we will integrate more moments for individual reflection, small group discussions, and opportunities to write down ideas before sharing them with the larger group. We will build in structured pauses, quiet thinking time, and varied methods for input, ensuring that everyone has a comfortable pathway to contribute.
The beauty of this approach lies in its inclusivity. It’s about recognizing that introversion and extroversion, and other inherent work styles, are not weaknesses but different strengths. In our local government and utility organizations, we often default to meeting structures that favor extroverted, quick-thinking communicators. But by consciously designing our interactions to accommodate diverse processing styles, we unlock the full spectrum of ideas and insights within our teams.
Here are a few practical ways to apply this insight in your own teams:
- Vary Input Methods: Beyond verbal sharing, use whiteboards, flip charts, digital collaboration tools (like Miro or Jamboard), anonymous polling, or pre-meeting surveys to gather ideas.
- Build in Processing Time: For complex topics, send out reading materials or discussion questions in advance. During meetings, introduce topics and then provide a few minutes for quiet reflection before opening for discussion.
- Leverage Small Groups: Break larger teams into smaller, more intimate discussion groups. This can be less intimidating for those who prefer not to speak up in front of many people.
- Encourage Written Contributions: For brainstorms or feedback sessions, allow individuals to submit ideas in writing, anonymously, either before or during the session.
By understanding and accommodating our teammates’ work styles – whether through formal assessments like DiSC or simply through mindful observation – we can foster more engaged, productive, and truly inclusive environments. It’s a powerful step toward ensuring that every voice is heard, enriching our work and ultimately benefiting the communities we serve.