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Personality Styles

Chris LoCurto


March 31, 2017

7 Simple Ways To Foster Great Communication On Your Team

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Do you accept communication the way it is on your team, or do you lead the communication your team needs? 

A lack of high levels of quality communication is the #1 issue I see that holds back businesses and teams from greater unity and growth. 

We all bring our own personality styles, training, and habits to the table, and as I’m sure you’ve
noticed, team communication can be a total mess some days! 

As a leader, it’s critical to commit yourself to mastering communication, and then lead it through modeling, teaching, and accountability.  

Here are 7 ways to have higher levels of quality communication on your team. 

1. Care about the other person with your verbal communication

To have great communication skills, you have to start with caring for the other person. 

Not only are they an emotional being, they’re also a child of the Most High God, which means He cares about how you treat them!

For communication’s sake, caring means that you are focused on leaning in the direction of the other person, so they can successfully understand what you’re saying. 

This happens by understanding how they receive information, being calm and polite, focused and interested, and matching the mood or emotion of the situation.

You first have to understand the person you’re talking to. How do they receive information? 

Do they prefer it in sound bites? Do they need a scroll that is 10-feet long? Do they need energy and excitement with it? 

We are usually so focused on our own feelings that we don’t think about how difficult we make it for others when we communicate. 

2. Be aware of your non-verbal communication

Your body language is constantly speaking. I am always watching body language to better understand what someone may be thinking or how they’re feeling.

Do they cross their legs towards somebody, or away from somebody? Do they put themselves in a position of power when they’re talking?

It’s important to monitor your own non-verbal communication because of what it may communicate to the other person. 

Other non-verbal communication to be aware of are facial expressions, eye contact or lack thereof, posture, and gestures with your arms. 

3. Focus on active listening

Great communicators are incredible listeners, not good listeners; they’re incredible listeners. 

Crappy communicators cannot wait for the other person to take a breath, so they can speak. I’m sure you know these people. It may even be YOU!

If all you do is communicate what you think someone needs to hear without listening to them, how will you ever know if you’re communicating successfully?

4. Be patient

This means that you need to be patient with the other person, and if they don’t understand something or they have questions, know that you may not be doing a great job communicating. 

Also, understand you may not be doing a great job leaning in their direction and communicating how THEIR personality style needs to hear information. 

5. Ask questions to gain perspective

Questioning is all about gaining perspective to better understand. 

Gaining perspective is such a big deal on my team and with our clients that one of our Next-Level Mastermind clients had “Gaining Perspective” t-shirts made last year!!! 

You know something’s taking root when t-shirts are made! It’s awesome! 

Asking questions also shows people that you’re interested in them and you’re listening, which builds a lot of trust. 

Practice asking questions. The more you do it…the better you’ll get.

6. Problem solve

To have high levels of quality communication, you have to be able to identify exactly what the problem is. 

You do that by gaining information, not just talking or making statements about it, but gaining great perspective, listening, and being patient. 

7. Control your emotions

Self-management is all about controlling your emotions, and responding appropriately. 

This goes back to caring about the other person, and not just responding however you want to. 

In moments of frustration with a team member, ask yourself, “Is this my fault? Am I not doing a good job communicating? Am I the one to blame here?”

Always focus on how you’re contributing to bad communication. 

If you want to have high levels of quality communication, be a great communicator, and lead your team well, commit to these 7 ideas and take action today.

To learn more about personality styles, click here: Start Communicating Better Today.

Chris LoCurto


March 28, 2017

How to Attract, And Choose The Right Hire For Your Business 

March 28, 2017 | By | No Comments">No Comments

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How to find the right hire, when the candidates are scarce.

On today’s show, we are digging into the hiring process, and how to gain perspective on hiring opportunities, attract the best candidates for the job, and know who the “right” person is.

Discover how to look beyond your current focus to solve hiring issues. Listen here:

  • How to advertise job roles based on DISC personality styles [5:00]
  • How Values Profiles influence the hiring process [7:00]
  • The challenges in hiring millennials [10:40]
  • The mentality that stifles work ethic [10:50]
  • Key pieces to include in your marketing, to find the right hire [12:10]

If you do what you always did, you'll get what you always got.

Question: How do you attract your ideal employee in the hiring process?


if you’re ready to go from stress, failure, and lack of confidence in your leadership, to team unity, focus, and successful growth in your business, register for the Next-Level Leadership LIVE Event right now! 

I don’t want you to wait and say, “oh I’ll register later,” because if you wait, you’re going to pay more money. We’re still in the early bird phase, but it’s only going to be for one, more, week. Early Bird ends March 28th at midnight! SO, go ahead, go over to, click on the homepage banner, GET registered, and I’ll look forward to seeing you in Nashville at Next-Level Leadership LIVE Event. Get my tickets!

Thanks for listening folks!

If you enjoyed the podcast, please share it! Check out the social media buttons on the pop-up side bar, or at the bottom of the post.

Let us know…Reviews are insanely helpful. I read each and every one of them! Please leave an honest review for Chris LoCurto Show Podcast.


Want more? Don’t forget to subscribe to the show on iTunes!

Chris LoCurto


February 7, 2017

The Confident Leader FREE Video Series!

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Leaders NEVER have a lack of stuff on their plate…It’s easy to become stretched too thin, frustrated with communication, and overwhelmed by tasks.

I know how hard it can be to lead a team to success.

Learn how to build a stronger, more successful team. For FREE. Get access to our new Confident Leader Free Video Series on the 3 Core Strategies to Becoming a More Focused, Effective Leader.


Here’s what I’ll cover in the video series:

  • Framework to proper delegation that actually works
  • Proven processes to get tasks off your plate as a leader
  • The answer to one of leadership’s greatest frustrations
  • How to communicate effectively with the Personality Styles on your team
  • How to make your team successful
  • How to stop tasks from “boomeranging” back to you as a leader
  • Formulas and strategies used by highly successful leaders to gain time and make money

Go here to register for the FREE Video Series!

See you on Video One!



Chris LoCurto


January 17, 2017

3 Lies Leaders Believe

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“Today we are talking about 3 lies leaders tell themselves daily…”

If you’re anything like me, these are things I’ve struggled with in the past…so many leaders get caught up in these lies. We’ll cover three of the biggest lies many leaders tell themselves, why, and what you can do about it TODAY in your leadership.

     1. “Leading people is like leading me”

Do you tend to hire people with personality styles that match up to you?

If you’re hiring just like you, you’re doing yourself a disservice. Each personality style brings incredible strengths to a team, and you’re missing out if everyone on your team is just like you!

On the other hand, if you have different personality styles on the team then I am going to guess that you may struggle with leading them according to their personality styles.

As a leader, it can be so frustrating to not understand why your team isn’t doing what you’re asking of them…or continually falling short in an area or role. If you find yourself in this place as a leader, stop and ask, “how am I leading them to success? Am I leading them based on their personality style? Is what I’m asking them going against their personality style?”

Asking the right questions is crucial, and I’ll dive into all the specifics of this lesson at the Next-Level Leadership Live Event.

Leading well, is leading your team in the way they receive information. If you need a crash course on Personality Styles, get the tools you need here.

If you want a successful team, you must lead them based on their personality style, not how you want to be led.

     2. “How I act and react, is how my team acts and reacts”

Many leaders believe everyone should respond to a situation the way they do. In leading, you must act and react in a way that is beneficial to them. Communication looks very different for high D’s than it does for high S’s. Your team needs to hear information in a way that will move them forward…sometimes for high D’s, it’s a two-by-four over the head.

You can’t just sit back and ask, “why are they not where I need them to be?” You have to be asking the question, “is this exactly the role they need to be in?” Put a plan together to make your team member successful, and they will get to where you need them to be.

     3. “How I hear and understand things as a leader, is how my team hears things.”

Years ago, I had an event coordinator working for me that was fantastic. Why? Because she thought the way I did. I just knew if I gave her information, she would make it happen. So I promoted her, and brought in another person to fill her role. I would say to my new hire, “hey, go do this thing.” She would leave and come back asking, “What exactly is it you wanted me to do?” She would go out again and then come back…”So, what did you want me to do?”

I could not understand why it was such a challenge. To figure out what was going on, I decided to go with this team member and see where the issue was happening.

I quickly found out, I was the problem.

I kept trying to lead her the same way as I did her predecessor. I kept assuming she would be able to do exactly as I was asking without giving any information…and that was my mistake. I went back and poured through her DISC profile, and saw everything I was doing to set her up for failure. I was expecting her to be the same, and not leading her in her strengths. She needed far more details. I also quickly figured out that her predecessor would always get it done, but with a trail of destruction in her wake. Highly detailed personalities need to be led in a completely different way.

The keys are understanding how each individual hears things, understands concepts, acts, reacts, and how they need to be led in their personality style. There are no hacks to this. You need to learn how to lead each person individually. It will make you a better leader.

To take this content a step further and apply it to your leadership and business everyday…learn the tools you need to lead your team confidently, scale your business the right way, and get out from under your daily tasks to become the strongest leader for you team, register for the Next-Level Leadership Live Event.

Here’s something you can do today, RIGHT now

Think about someone on your team that you’re struggling to lead…

  1. Sit down with their personality profile.
  2. Read through all the information and see if it leans in the direction of the role you have them in.
  3. See how they see leaders, projects, how they approach you.

And lastly…ask yourself, “what have I not led them well in?”


Next-Level Leadership Live Event

If you need a crash course on Personality Styles, get the tools you need here.

Thanks for listening folks!

If you enjoyed the podcast, please share it! Check out the social media buttons on the pop-up side bar, or at the bottom of the post.

Let us know…Reviews are insanely helpful. I read each and every one of them! Please leave an honest review for Chris LoCurto Show Podcast.


Want more? Don’t forget to subscribe to the show on iTunes!

Chris LoCurto


December 6, 2016

How Your Personal Life Holds You Back at Work, And What To Do About It

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We have two phenomenal questions from our podcast listeners today.

Suzanne asks, “I just left a non-profit, and wasn’t able to handle the emotions that went into it. I felt myself getting too much compassion fatigue. Do you have suggestions on how to have a healthy emotional separation at work?

Here’s what you’ll discover:

  • Responsibility in caring for others, philanthropic work or counseling
  • Understanding rejection
  • What happens when you don’t effect change in someone’s life
  • Your single greatest value as a human
  • What getting worth from people looks like
  • The core of getting “you” healthy
  • Difference between helping for your worth…and truly helping
  • Where to get your self worth

Keeley asks about personality styles, and solving communication issues as a leader.

We dive into:

  • How to tax the collective intelligence of the team
  • What to do when team members don’t add valuable input, or voice their opinion
  • How to communicate with different personality styles on your team
  • The right questions to ask to lead your team to higher engagement
  • How to lead your team to success in the moment
  • Exactly what to say in meetings



If you want to be on the show and have your question answered by me, it’s easy to do now. Get on the schedule here.

Next-Level Leadership Live Event is going to be a jam packed 3 days looking at making you, your team and your business successful in every area with new perspective.

Now there are folks already on the waiting list for this event…who will be notified before everyone else when tickets are available. Right now, if you want to get on that list go to!!

Chris LoCurto


August 9, 2016

How to Lead in a Change-Resistant Culture

August 9, 2016 | By | No Comments">No Comments


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“You’re going to have to come up with their ideas.”

Ever felt like fixing bad culture in a business is an uphill, almost impossible, battle? It is when there are cynics and naysayers resisting change. I was talking with Jim Collins years ago, and his definition of a cynic is…

A hopeful person who’s tired of being let down.

On today’s podcast we talk about how to deal with cynicism in your culture and turn it around. Listen here:

Here’s what you’ll discover on today’s episode:

  • How to lead in a change-resistant culture
  • How to motivate employees when your supervisor has lost hope
  • The right questions to break your team’s negative mindset
  • How to implement change when the leadership team is stagnant
  • The questions you have to ask to fix a broken culture
  • The best approach to combatting cynicism in a leadership team
  • How to cut through bureaucracy to reach a solution
  • How to unite leadership teams and third parties, get them “on the same page”
  • The process of setting goals with multiple areas in your business



If you want to be on the show and have your question answered by me, it’s easy to do now. Get on the schedule .

If you want to be on the show and have your question answered by me, it’s easy to do now. Get on the schedule here.


DISC Personality Profile

Five Free Audio Lessons on Culture!


Inc. Magazine brought me in to do a talk specifically on this topic. I gave them five things every business must understand about creating culture.

Those five audio lessons are available to you as part of a free download when you subscribe to this blog. If you’re already a subscriber, thank you! You’ll receive an email shortly with a download link.

I’ll send you a free audio lesson on each component of creating a healthy team culture:

  • Force It: How to force good culture instead of bad culture being forced on you.
  • Teach It: How to teach what good culture looks like. If you’re not the one setting culture standards, than somebody else is doing it for you and believe me, bad culture spreads like wildfire.
  • Recognize It: People do what they’re recognized for. How to create a culture that attracts champions.
  • Attack It: Got gossip? Are employees showing up late? How to be proactive and attack the bad culture.
  • Repeat It: To create great culture, you have to repeat it over and over. Here’s how.

Get the Five Free Audio Lessons on Culture – Click Here!


Thanks for listening folks!

Share the love

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Let us know…

Reviews are insanely helpful. I read each and every one of them! Please leave an honest review for Chris LoCurto Show Podcast.


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Q: What has held your business back from having great culture? (Comment below!)


Chris LoCurto


April 25, 2016

Delivering Criticism To A High I Personality Style

April 25, 2016 | By | 10 Comments">10 Comments


On today’s podcast, we are doing something a little bit different. We are taking your call-in questions over the phone.

We are super excited to try this out. Let us know if you enjoy this type of show. We want to know your thoughts so, leave a comment at the bottom of the post.

Now on to our first question!

Question 1: 

One of the individuals that I coach is a great team member, has a ton of potential, and has been really receptive. Something came up last week when we were meeting that totally stumped me.

He’s a high D personality style, has a lot of I as well, so really can be sincere but on the job he’s totally task. As he and I were breaking down kind of what was going on on some of the actions that have happened and the behaviors that he had exhibited recently.

The thing that came out is that he doesn’t care about the individual that he’s working with at the moment. That’s pretty much how he said it and it kind of floored me for a minute.

He and I both have a good relationship. I let him know that I wasn’t judging his comment but I was totally bewildered, I didn’t know what to say. I don’t know where to go.

Here’s what we hit:

  • Adapting your personality style
  • Gaining Self-worth in a role
  • The need for control
  • The role your root system plays in your leadership
  • Fear of failing
  • What questions to ask to guide a team member to self-discovery
  • Delivering constructive criticism to a high I personality style

Question 2:

I’m having a harder time than I used to of taking a breath and making the time to be there with the individual rather than just trying to get through the agenda so I can get to the next thing. I don’t know how to get back to a place of patience and just focusing on the individual.

  • The balance between the task at hand and a teachable moment
  • Perspective when it comes to pressure and stress


Don’t forget, we want to hear from you. Do you like the call-in show? Would you like to hear more of them on the show? We’d love to know what you think so be sure to leave a comment below.

Chris LoCurto


March 23, 2016

How To Use Personality Styles To Overcome The Biggest Obstacle In Your Business, Team

March 23, 2016 | By | No Comments">No Comments

DISC Personality Styles, test, solving bad communication, communication


A lack of high-quality communication is the most common and destructive issue I see in almost every business I work with.

What causes this significant lack of communication? Simple – not understanding how to communicate effectively with each of the different personalities on the team.

It doesn’t matter what the vision is, what the goals are, or if you have the right people in the right seats, if the team’s communication is poor, productivity, morale, and team unity will suffer.

What Happens When Communication Is Bad

I’ll paint a common picture for you!

If you’re like most leaders, you have no lack of stuff on your plate that needs to get done.

In the heat of stressful, busy days when you’re trying to get through your to-do list and put out fires, team members have questions.

They pop into your office, or catch you as you walk by to get what they need answered.

And now we’re off to the races. What do I mean?

People communicate how they want to be communicated to.

In this example, let’s say you’re a High D personality on the DISC Personality Assessment. This means you’re a driven, dominant person who likes information in sound bites.

And the team member that just popped into your office is a high S and C.

This means they need lots of detail, need to have time to process on the information to understand it, and will most likely have more questions later. That’s their High C.

Because they’re also a High S, they hate conflict and won’t push you for details or what they need. They’ll take what you give them, turn around, and go back to work.

This is especially true if you don’t stop working to talk to them, and give short, terse answers. The team member will feel like they’re bothering you because you seem busy.

If you don’t understand their personality style AND your own, you will give them 10% of the information they need to be successful.

They’ll go back to their desk feeling frustrated, unclear on what to do next, and most likely put the task on the back burner and do nothing with it.

Does any of this sound familiar?

And this is just one example!

What you need is a deeper understanding of personality styles.

What Great Communication Looks Like 

A key to great communication is “leaning in” to the personality style of the person you’re communicating with.

So many times, we learn our personality style and expect everyone to communicate to us in our style. Great communication doesn’t work that way.

One time in a team meeting, we were solving a lot of problems and setting direction on a project. A lot of new workload was being created.

Toward the end of the meeting, I noticed the look on one of my High C team member’s face. She looked worried and stressed out.

I immediately considered her personality style, stopped the discussion, and asked her questions about what she was feeling and thinking. Why?

Because her non-verbal communication was communicating something I needed to know, as her leader.

I knew she was stressed and feeling overwhelmed, and if we ended the meeting and she went back to work, she wasn’t going to be successful.

When you freak, you freeze, and she was freezing.

By knowing her personality style, caring more about her than me, and asking a lot of questions to gain perspective, I learned she was processing on how all of her new work was going to get done.

Fear of failure was setting in.

Because I knew her personality style, together we were able to talk through all of her workload, remove some tasks from her plate, reset priorities, and create clear direction for her.

The stress and fear went away, and she left the meeting in a great place, and has been killing it in her role!

If I didn’t understand personality styles and didn’t have great communication, can you see in this example how productivity would’ve been impacted?

Can you see how much of a waste that meeting would’ve been? Can you see how her morale would’ve been impacted?

That’s the difference between knowing personality styles and not.

And of all of the personality style tools out there, DISC is the best tool.

Why is DISC the best personality styles tool?

“Complexity is your enemy,” said Sir Richard Branson said. “Any fool can make something complicated. It’s hard to make something simple.”

We can’t implement what we don’t understand. DISC is easy to understand, remember, apply, and get your team onboard with.

For example, when you know someone is dominantly a High I (Interactive) and the attributes of a High I, you can lean in the their direction, and understand their needs, strengths, and weaknesses.

This helps you lead them to success in their role. If you can’t even remember their personality style, you can’t do this.

As a leader, if you don’t know how someone needs to receive information…how can you set them up for success each day?

Get your DISC Personality Tests here.

With a DISC test, you’ve got just enough information to be dangerous…. If you really want to dive in, the Personality Styles Video is an in-depth coaching session on how to not just understand your personality style, but others as well.

The goal is to “lean in” to the personality style of the team or family member you’re communicating with. So many times, we learn our style and expect everyone to communicate to us in our style. Great communication doesn’t work that way.

When a team member has been communicated to poorly about what they’re supposed to do, they spend most of their time trying to figure it out. This lack of communication cuts team productivity in half, costing a ton of money…

Understanding personality styles in all aspects of business means a greater bottom line. It also means higher morale, happier team members, and more productivity.

If you want to dive deep into how to lead people by their personality style to boost their productivity, how each personality style contributes to conflict, how to lead people by their natural motivators and ensure they’re in the right seat, and so much more, check out the Next-Level Leadership LIVE Event in Nashville, Tenn.

Question: How do you create a culture of communication at the office or at home?

Chris LoCurto


March 15, 2016

How To Lead A People Person

March 15, 2016 | By | No Comments">No Comments

How To Lead A People Person


We have received some great questions in from our listeners. We are unpacking two of those on the podcast.

Our first call came in from Nick, which by the way will be joining us at the Next-Level Leadership LIVE event. His question is one that I hear often,

“I had a question concerning the previous podcast recently about having the difficult conversation. I have a field supervisor in commercial HVAC over me who is a very very immature high I.

There’s all kinds of chaos as a result of that immaturity that he doesn’t even know is there, doesn’t even know why it’s there. But it translates into his decisions that he’s making and how it effects work in the field, the guys in the field.

My question is, how do you have a difficult conversation with an immature high I?”

Our second question was from Javier. He asked,

“Working in launching a new program or business that revolves around strategic planning consulting and leadership development for non profit organizations in Texas.

Now the reality is, I have a lot of experience, I have a great deal of knowledge both academically speaking and in the trenches leading. I know I have a lot of value to give and I know leaders know it too, but given the industry and my target segment I am facing the issue that not everyone is really willing to pay for my services.

They do find the value in it but they don’t necessarily want to pay or have the money to pay it. Would you mind speaking into that?”

Both great questions! Listen to the podcast to hear me walk Nick and Javier through a process to help them with their questions.

If you have a question, click on the “Ask Chris” button on the right of the page and leave me a message. We would love to hear from you!

Also, do not miss out on our May event. Do not miss out on the Next-Level Leadership LIVE event here in May.

You’ve got to get to this event because it is going to absolutely change the way you lead your team, the way you lead your business.
Click here to read the transcript.

Chris LoCurto


March 8, 2016

3 Leadership Styles That Show Up In The Workplace

March 8, 2016 | By | 4 Comments">4 Comments

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We just wrapped up our Next-Level Leadership Retreat here in Nashville and we did some crazy, fun exercises with the leaders.

One of the things I wanted to do was help them to see what styles worked, and what styles didn’t.

We broke everyone up into teams, and then just “randomly” (wink wink) assigned a specific style leader to each of the teams.

Of course, my team had a little fun setting this activity up because roles had to be reversed. We knew the personality styles of the leaders in the room, and we chose roles for them that would go against their normal style of leading.

We knew these leaders would have difficulty with the leadership roles that we gave them. It was the perfect setup!

The 3 types of leaderships that we set up:

  1. The Democratic Leader
  2. The Dictator
  3. The Absent Leader

The Roles:

The Democratic Leader – Tax the collective intelligence, see what kind of information your team has. Get input, grab information, and then make the decision to move forward.

The Dictator – Don’t take input from the team. Tell them what they are to do.

The Absent Leader – Don’t give direction, and don’t give input in the process.

You put a room full of leaders in place; they’re all going to be ready for competition. They all love challenge. They’re goal was complete the challenge, win. Do whatever it takes to win.

But, it had nothing to do with the challenge itself, it had to do with leadership styles and learning leadership styles.

Here’s what I want you to know about each style and the team underneath these leaders:


The Democratic Leader

What we discovered is the happiest team, the calmest team, and the team that worked best together. Everything that came from that process was positive. Every comment was positive.

Every single person on the team was like, “This is great. We didn’t have any problems. We enjoyed the process. We liked it.” Everything worked out well.

Why? Because everybody felt like they were a part of the process. Everybody felt that if they had an opinion on something.

This is not leadership by consensus. This was let me hear, let me hear what your ideas are, and I’ll make a decision on what direction we go in. That is treating people with dignity.

That is treating people with respect. That’s allowing them to give you information that you may not have. They feel a part of the process.

When you lead me that way, I have buying. Why? Because I believe you believe in me. I believe you want to hear what I have to say. Even if you don’t go with it, even if you don’t take my advice, you still are trying to hear from me.

Therefore, I feel more loyal to you in this process. I have ownership of the project.

The Dictator

We discovered that the frustration of the team members who had great information, that could cause the team to win. They were shut down because the leader would not take their input. They made the decision on what was going to happen.

How many of you are like this person? Do you find yourself not getting information from your team members? Do you find yourself having to be the one with all of the answers?

The Absent Leader

When we took at look at the team, we discovered they were so frustrated that their leader was not giving input, knowing that he had information. The frustration was very high. Even higher than the teams that had dictators.

If you’re somebody who is not leading your team, if you’re somebody who is just letting things happen, if you’re somebody who is not engaged, then guess what’s happening?

You are creating a culture of fear. You are creating a culture of confusion. You are creating a culture of people who don’t have respect for you as a leader, who don’t know what to do in their job.

Click here to read today’s transcript.

Chris LoCurto


November 10, 2015

Autonomy In The Workplace – How To Lead A Team Without Parole

November 10, 2015 | By | One Comment">One Comment

autonomy in the workplace

We all like to have freedom and independence to be creative and get things done. So as an Entrepreneur, how do you balance that in the workplace and create that great environment?

I received a killer question the other day regarding autonomy in the workplace. Here’s what Marc had to say:

“We hear a lot about what makes a great workplace and I’ve read several things recently from people that I really respect and one of the things that is often recommended for a great workplace is team members having a sense of autonomy.

That’s great, but sometimes you have jobs that require a certain way of doing things. For example, we have a situation where we have an inside sales team and we’d like things said a certain way or presented a certain way and so on.

We’re not asking to read a script verbatim, but feel like we need things done a certain way because these are methods that have been developed over time and have been proven to work, and will ultimately make them more successful.

With a sales team of over 30 people in two different locations, we feel the need for consistency in what’s being said and presented. I’d love to hear some examples or stories of where a company has some guidelines of having to do things a certain way, but can still give their team members that sense of autonomy to create that great work environment. Thanks.”

This is kind of a difficult one, which in leadership, what’s not difficult, right? When I think of autonomy, I think of it as being two types of things. One would be self-governing. Can you govern yourself? That’s the main concept.

When we talk about it in leadership, we’re kind of taking the self governing part away, or at least some people do to an extent in saying, it’s just freedom to work alone, which should mean the same thing, however without clear definition of autonomy, people can run with that all day long.

Especially according to personality style, which is why our download today is exactly on that, the autonomy according to different personality styles. The positives and the negatives. It’s just short and sweet and that will help you to look at the different personality styles and know what to think about.


Make sure that if you don’t know your team’s personality styles that you go to the store and have them take a personality test. Get that done. You’ve got to understand that.

Do I think autonomy creates a great workplace?

I think to an extent, yes. What that extent is depends. It depends on a lot of things. What is it that the person is working on? You gave the example of a sales team. Now you have two different locations, you’ve been doing this a while. This changes things for me.

What I believe you’re asking is do they have the ability, can they self regulate or self govern themselves to sell our product the specific way?

The answer for me is mostly no. With that being said, this is going to change a little bit according to different positions. Salespeople that are reaching out from our business, representing our business.

You’re the face of our business in a sense. You’re on the front lines, you’re meeting our customers, you have the chance to screw everything up or you have the chance to win. It just kind of depends.

I had a sales guy one time that came to me and had a really big sale. He was telling me all the things that he did, I said, “whoa whoa whoa stop right there. That’s not true.” He goes, “well it’s mostly true.”  I’m was like, “no it’s not true. If it’s mostly true that means that it’s not true.”

He’s like, “Chris, I got the sale.” I’m like, “you’re going back and you’re calling that person and you’re going to tell them the truth. If they want their money back, done. We don’t do this. We’re not going to take advantage of people. We’re going to be honest in our sales.”

He went right back. He was very frustrated and a little embarrassed, but he went back and he had to tell them the truth. That client saw that as integrity and stayed with us.

The point that I’m making is that sometimes if you give people too much rope without the experience, if you give them too much autonomy in the beginning phases without the experience (When I say experience, experience in selling your products and experience being led. You having the experience of what they can do and what you can trust them on), then what can happen is they can screw things up.

They can manipulate situations, they can over-promise and then you have to under deliver. All kinds of bad things can happen there.

It’s a balance

The balance is starting with, “we’ve done this for a long time. We know what works.”

Ask for their input. Ask what it is that they think you should do. Come together and discuss this. If you agree with them, then allow them to go and do some of it, give some of it a try, but give them parameters.

It does go against the concept of self-governing, but it doesn’t necessarily go against the freedom to do the things that I’d like to do. I’m giving them baselines or I’m giving them parameters.

When somebody’s been doing it for a very long time, then there’s a lot of autonomy. Joel who has been selling for me not only for a long time, but is phenomenal at doing it, there are rarely things that he needs to get with me on because I’ve let out a ton of that rope.

As he’s transitioning and we’ve got another person coming on that’s going to have to take that role off of him, we’re going to walk through the same process. Show them what works; show them how to sell the things that we have, show them how to care for people like we care for people.

All of those pieces are going to have to be done so that we know that at some point we can let out some more rope, let out some more rope, let out some more rope, so that that person can have some freedoms in this.

When we’re looking at a situation like yours Marc, you’ve got multiple locations; you’ve got a team of people that have proven what works. In those situations, autonomy is not something I’m going to give a ton of.

I would tell them, “If you have a system that you think works, discuss it with me. If you can’t prove to me that it’s going to work or if you can’t tell me something that I think is going to work, you stick with what we do.” As you can see, we have two sales teams that are making money themselves. They must be doing something right so follow the program.

Again when it comes to the making sure that the message is the same, that is a must. That for me is a must. We cannot have mixed messages out there. People have to understand what it is that we are selling or what the value of it is or what we’re willing to do with it.

We do not want to mix up the message because it does a few things. Obviously it causes confusion on the team. Confusion on the team causes fear. Confusion in a client causes people not to purchase.

If the client is trying to talk to you and maybe talks to the other sales team or something like that and is confused or they talk to a friend that purchased something and they got a better deal or whatever, then this becomes an issue. Now we have a customer service issue on our hands. Making sure that the message is consistent is an absolute must. Consistency is crucial.

Now if we took another role, Savannah is working on our social media stuff. There is a huge level of autonomy there because we meet a lot. She will do stuff, research stuff, pull information, do things, come back, give me metrics, but we had to set that up. We had to set this process up and say, “okay these are the things I expect.”

I expect excellence in this. I expect reporting in this. We’re not going to spend any money that you can’t tell me what happened to it. I want to see the process. I want you to give me your input; I want you to tell me what we should be doing. I want to hear all this stuff. If you can do all of that then go.

As we let rope out very quickly. She attacked it, she’s done a phenomenal job, and so she has a lot of autonomy in her role. There are still standards, there’s still expectations, and she still has to report on all of them and she has to let us know what’s going on, how’s it working, is it not working, what do we need to tweak?

The great thing is is when you find that right balance, especially according to personality style, then what happens is you are treating the team member with dignity. When you treat the team members with dignity, you get loyalty, you get buy in, and you get ownership, which is what you want from your team.

You want your team coming in every day owning what it is that they do. You want your team loving what they do so that it’s not a J-O-B, so that they come in, they kill it, they show you how they did it. Again we’re not basing this off of hey your worth is based on your performance. It can’t be that either so make sure you’re careful on that.

Set the autonomy up according to personality styles

If they cannot succeed with the autonomy because their personality style doesn’t lend to it, you’re probably not going to put a high I alone. You’re not going to put them at a place to work by themselves because eventually they’re going to lose their mind and they’re going to need people.

They’re going to need some sort of injection and they will start reaching out and doing things and sucking up time. You have to make sure that the autonomy is set correctly according to personality style; you have to make sure that it is set correctly with expectations and metrics, measurement. Show me how this is working. Show me that I should give you more autonomy.

Now some people don’t want it. Some people would rather work well in a team. This is where some negatives can happen. Some people who absolutely want to work on their own. What you’re going to find is they’re going to take things into their own hands. They will make decisions for you and ask for forgiveness later when they’ve screwed something up. You have to watch this.

Team is way more important than individual. When I hire people, I will turn down an absolute champion who is an island for somebody who’s really good who is a great team member. The reason for that is because the team effort is way more important in my mind.

I need that team to complete stuff. I need that team to make things happen. If I can get the team humming and I don’t have an island out there that doesn’t play well and is maybe a jerk or rude or whatever, I don’t need that. I need a great team because we move forward together as a team.

If I can have my own expectations set, the things that I’m willing to do, the things that I know will work, won’t work, how much rope I’m willing to give, give them parameters. If I can do all of those pieces, then it can add to a great work environment. It’s something I do here.

Everybody on my team has a level of autonomy. Some of it is great and some of it, it’s not even needed. It just kind of depends.

Examples of Autonomy

You can look at things like Google. You can see that all day long. They’ve got a lot of it, but they also have a lot of parameters on work hours and clock in, clock out, all that kind of fun stuff. They allow people to have a certain level of autonomy.

Let me throw my buddy Rory Vaden in there. I know his team is phenomenal, but that’s because they are phenomenal. Everybody on that team knows what their parameters are, they know what excellence looks like. This is what Rory’s really great at doing, is that he really digs in and finds out what the experience is of the person. That allows him to give some rope.

He’s putting a champion in place to do their job. On that sales team, they actually probably have more autonomy than a lot of sales teams. Again that’s because Rory is set on making sure that everybody is not only excellent, but very efficient as well.

Hopefully Marc that answers your question. Everything has got to be measured according to two main things:

  1. What is the role?
  2. What is the personality style?

That should give you a gauge of what you can get as far as autonomy in the role.

Question: Do you have an example where you let out too much rope? 


Click here to download the transcript of this week’s episode.

Chris LoCurto


August 19, 2014

Parents, Kids, Conflict…OH MY [Podcast]

August 19, 2014 | By | 3 Comments">3 Comments

We are talking about conflict in the family on todays show. More specifically – How do I get my children to get along?

We naturally think ” my kids should just get along.” But we have to remember that with kids it’s no different than the people you work with.

The reason why kids (or anybody else) are in conflict is because they don’t understand each other.

Translating that into business and for your team, when we have two people that are in conflict, almost every time it comes down to the simplicity of not understanding each others personality styles.

So first off, you have to know what personality style your kids are. You do know what your kids personality styles are…don’t you?

Next you have to explain to the kids what the other siblings personality styles are. Explain to them what matters most to each sibling, why that’s important to them, where they struggle, etc.

When you do that you change the communication inside the family.

We tasted the Gedeo Blend from the DCR line from Dillanos Coffee Roasters today. Get 15% off your coffee order by using the code “CLOTRIBE”Dilanos Coffee - DCR Blend

Question: So…pop quiz – What personality styles do you have in your family?



Chris LoCurto


June 10, 2014

How to Avoid Conflict [Podcast]

June 10, 2014 | By | 3 Comments">3 Comments

Almost all conflict is a direct result of poor communication. I’m constantly teaching the importance of understanding personality styles in preventing poor communication, which in turn reduces conflict and misunderstandings. When you understand your personality style, and the style of the person you’re communicating with, you know how you’re contributing to conflict and how to avoid it.

Subscribe to the podcast: iTunes  Stitcher Radio  SoundCloud

Most conflict is due to people being immature in their personality style(s). Maturity has nothing to do with age. You can be a 70 year-old immature high D, I, S, or C. It has everything to do with how much you understand your strengths and weaknesses.

If you haven’t taken a DISC personality test, DO IT NOW! Afterward check out the free guide I’ve written on avoiding conflict. I go in-depth on 16 different points divided out by personality style. Here are just the points:

People with a High D contribute to conflict by:

  • Intimidating others, especially with competition
  • Hurting feelings
  • Leaving out details when communicating
  • Bucking the system

People with a High I contribute to conflict by:

  • Hogging the limelight and talking too much
  • Not following through with what they say
  • Not taking things seriously
  • Overlooking details and loosing sight of the task

People with a High S contribute to conflict by:

  • Resisting change, even when it’s needed
  • Dragging their feet when making decisions
  • Allowing themselves to be walked over and becoming resentful
  • Being hard to motivate

People with a High C contribute to conflict by:

  • Challenging others by over questioning them
  • Primarily pointing out the negative with a critical eye
  • Assuming or insisting they are right
  • Being nit-picky or obsessive compulsive about details

In the free guide, I go through every single one of those points and help you discover the “why.” This allows you as a team member, leader, parent, child to understand how the people in your life are going to handle situations. Once you know how to handle and address conflict, your communication improves drastically!

Understand how each personality style contributes to conflict

Conflict pdf, how to avoid conflict, conflict guide, personality style guide, free

 Dillanos CoffeeWe talked about the Swiss Water Decaffeinated process and the DCR line from Dillanos Coffee Roasters today. Get 15% off your coffee order by using the code “CLOTRIBE”


Question: What do you want to know about conflict or personality styles? Leave a voice message (icon to the right) if you want a chance to be featured on a future episode.

Chris LoCurto


February 10, 2014

If Your Actions Inspire…

February 10, 2014 | By | 5 Comments">5 Comments

John Quincy Adams, leadership quote

“If your actions inspire others to dream more, learn more, do more, and become more, you are a leader.”
John Quincy Adams

The sixth president of the United States summed up the entire essence of leadership pretty well. When we aren’t inspiring people to dream, learn, do and become more, we’re not leading.

The entire goal of this blog is to do just that. I want to release content every week that helps you discover how to find the life and business you really want. What will help you dream more, learn more, do more and become the best version of yourself and your business? What will help you inspire your team to do the same?

We’re starting a new video series and your question might be answered! Ask anything you want to know in these categories by commenting below:

Question: What would you ask in a coaching session, LifePlan, Strategic Planning event or what do you want to know about personality styles?


Chris LoCurto


February 4, 2014

Celebrate Achievement on Your Team [Podcast]

February 4, 2014 | By | 8 Comments">8 Comments

Last month, I taught about celebrating achievement on CLo.TV and today I’m digging deeper into celebrating your team and how each personality style wants to be recognized for their achievements.

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I’ve been teaching and coaching entrepreneurs for over a decade and we struggle to celebrate. In our entrepreneurial minds, we think, “people should celebrate when I give them a paycheck.” But we’re emotion beings. We want other people to know we did something right. Understanding how to celebrate with your team members in their personality style will not only help them to feel appreciated but motivate them to keep succeeding.

High D’s or I’s want to celebrate in a big way. They want everyone to know about it. They want everyone to hear about it. High S or C people are all about one-on-one affirmation. They want to know, “Did I do a good job?” “Did I take care of people well?”

As a leader or an entrepreneur, you have to understand that your people are starved for celebration. They want to know that they’re doing a good job. They need to know that they’ve actually accomplished something. If you’re not getting out there and talking about them or bragging about them to others, they stuff it down inside and think, “Well, I guess that didn’t mean too much.”

If you want to see a more productive team, get out there and start celebrating them! Celebrate what they’ve accomplished and I can promise you, you’ll start seeing people work harder around your place.

Dillanos CoffeeWe tasted the Papua New Guinea blend from Dillanos Coffee Roasters today. On the next episode, we’ll be tasting the Unity Organic blend. Get 15% off your coffee order by using the code “CLoTribe”

Need a personality style test or want to dig deeper into communicating with your team? Go to the store and learn more about DISC & VALUES testing as well as the Understanding Personality Styles Video Lesson.

Question: How have you celebrated achievement with your team?

Chris LoCurto


December 12, 2013

Confrontation at Work [Video]

December 12, 2013 | By | 6 Comments">6 Comments

Confrontation is a big issue on many teams. It’s a terrible feeling to go to work and know you have to deal with people that are rude or jerks or just suck.

Why do we have confrontation? We don’t understand our team members communication styles.


Start focusing on how someone acts and reacts. Spend time in the other persons personality profile and allow teams that are working together to go through each persons natural and adaptive DISC charts.

Instead of reacting to confrontation, you’ll start to diffuse confrontation when you lean into the direction of the other persons personality style.

If you’re team hasn’t been through my video lesson on Understanding Personality Styles, download it today! We’ve got several products in the store to help you dig deeper into DISC and Values testing.

Question: Have you started leaning into other peoples personality styles? How’s it going?

Chris LoCurto


October 15, 2013

Working In Your Strengths

October 15, 2013 | By | 7 Comments">7 Comments

On today’s podcast, I answer a great question from Paul on the different types of personality tests and tools, and what I think is best. I also explain the importance of StrengthsFinder and working in your strengths.

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Stay focused on your strengths! If you can get to a place where all you do is work in your strengths, you’ll be so much happier. Life is too short to be working in your weaknesses.

To discover what your strengths are, I’d recommend digging into StrengthsFinder 2.0, as well as how to communicate in your personality style!

Question: How did you discover your strengths?

Chris LoCurto


October 10, 2013

Start Communicating Better Today

October 10, 2013 | By | 8 Comments">8 Comments

We’ve spent the week focusing on understanding personality styles. In today’s video lesson, I dig deeper into the importance of communicating in the personality style of the person you’re working with. Click here to get the in-depth personality styles video, and DISC profiles for your team!


This is why I created my in-depth video teaching you how to have high levels of quality communication not only in your organization, but in your daily life with your family, your spouse, your friends, etc.

So here’s what I want you to do: I want you to grab the video and watch it with every team member available. After that, spend some time discussing it.

Then, all teams need to share their personality profiles with each other so they know who they’re working with. A key to running a successful, highly profitable business is high-quality communication. The best way to have high-quality communication is to understand the person you’re talking with.

Imagine if your sales team could understand the personality style of the person they’re talking to within the first two minutes of a phone call? It would change the way they sell. So much time is wasted by salespeople because most don’t know how to communicate with the personality style that makes up 40% of the population – the high S personality.

I can promise you that most of the time, a S is not going to purchase on the first phone call. Why is that a big issue for your company? Only 2% of sales teams actually do follow-up calls. With this personality style, not following-up means there is a huge chance you’re missing almost 40% of potential sales because your people don’t understand how to communicate with the high S.

And that’s just one of the styles! This is why it is so important for you to create HIGH levels of communication in your organization. When communication is bad, quality and productivity are down, too. Why? Because people spend so much time either being mad at each other, or not understanding each other, or not knowing exactly what they’re supposed to do.

When a team member has been communicated to poorly about what they’re supposed to do, they spend most of their time trying to figure it out. This lack of communication cuts team productivity in half, costing a ton of money.

Understanding personality styles in all aspects of business means a greater bottom line. It also means higher morale, happier team members, and more productivity.

Click here to get the in-depth personality styles video, and DISC profiles for your team!

Question: How do you create a culture of communication at the office or at home?

Chris LoCurto


October 9, 2013

Start Communicating Better Today

October 9, 2013 | By | 11 Comments">11 Comments

Almost two decades ago I began realizing just how important understanding personality styles was to me and my business. Even though I thought I knew personality styles well, I really didn’t.  Many times I was failing with team members because I didn’t understand how to guide and direct them according to their own personality style. Instead, I communicated with mine. Why is bad communication so destructive?

Check out the trailer below and then click the Instant Access! button for the full Personality Styles training video!

Chris LoCurto, Leadership, Business, Strategic Planning, LifePlan, #CLoTribe

Most people take a personality profile, find out what they are, and that’s the end of it. That’s why I have created an in-depth video and workbook to help your whole team understand how to communicate effectively with each other, which causes your entire organization to win!  

  • The DISC test is designed to help each member of your team understand their unique personality style. If you’ve already taken the DISC test, great! You’re ready to use the video lesson to better understand how to communicate. If you haven’t taken a DISC test, this is a vital tool for you, your team and family. The online test is quick and simple. You answer a series of questions and a detailed explanation of your unique personality style is delivered in a PDF report. There are four personality types and each of us is a combination of: product_disc_test(D) Dominance: Results Oriented, Drive, Competitive (I) Influencing: Persuasive, Inspiring, Enthusiastic (S) Stabilizing: Amiable, Democratic, Patient (C) Cautious: Analytical, Detail Oriented, Systematic  
  • With a DISC test, you’ve got just enough information to be dangerous. The 45 minute video lesson on Understand Personality Styles is an in-depth coaching session on how to not just understand your personality style, but others as well. The goal is to “lean in” to the personality style of the team or family member you’re communicating with. So many times, we learn our style and expect everyone to communicate to us in our style. Great communication doesn’t work that way. In the video lesson, I’ll teach you:

    • How to read your DISC test and understand the Natural and Adaptive graphs
    • The differences between mature and immature D, I, S, and C personalities
    • How to be a great leader or team member as a D, I, S, and C
    • How to determine the personality of your customer and make the sale
    • How to prevent conflicts through great communication
    • How to understand personalities styles in their environments
    • How to implement great communication at work and at homeBlog Image

  • The workbook will guide you through the video lesson and give you the opportunity to participate in the lesson through fill-in-the-blanks as well as take notes. The workbook will become a quick reference guide for you in future communication – look through your completed workbook from time to time and freshen up on the information from the video.

Chris LoCurto, Leadership, Business, Strategic Planning, LifePlan, #CLoTribe

Chris LoCurto


October 8, 2013

Why You’re Misunderstood

October 8, 2013 | By | 23 Comments">23 Comments

Today, I’m answering your questions on The Chris LoCurto Show! In last week’s podcast, we asked for you to comment about your greatest challenges when it comes to communicating and understanding personality styles. Folks, you brought it! Check out the podcast for my answers:

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We’re still taking your questions…anything you want to ask me about business or life. Go here: