541 | Understanding the “D” Personality Style and Its Influence on Conflict

Chris LoCurto 0:00
On today's show, we are kicking off a brand new series on personality styles. And we are beginning with the high D that is coming up next.

Welcome to the Chris LoCurto show where we discuss leadership and life and discover that business is what you do, not who you are. Welcome to the show, folks, I hope you're having a fabulous day wherever you are. Today, we are introducing the topic of personality styles in their impact on relationships at both work and at home. So, today, we are starting with the high D personality style. Now, if you have not checked out personality styles, obviously go to our website, but we are focusing on the high D high S in high C the DISC personality styles. And today we are exploring the high D personality style. Now, let me just kind of give you an idea of the characteristics, In overview of the high D the high D personality style is one that is a driver tends to be a dominant personality style. And let me actually back up a little bit and say this, the higher the number, the more of what I'm explaining. So if they have a dominant personality style, then on a scale of zero to 100, the higher they are, the more dominant they're going to tend to be. Now it's important as we talk through every one of these personality styles that you understand that there is a difference between maturity and immaturity.

So as I talk about the positives and the negatives, maturity can have absolutely nothing to do with a Jew can is 70 years old, immature, high D, S, or C, right? What I'm talking about is when it comes to maturity and immaturity. Maturity is the more you know the more you understand the more you understand how you give information, you receive information you act you react to the more that you understand you and your personality style, and you understand how to adjust that not to become a different personality style. But to lean in the direction of somebody else, the more mature you are, in immaturity is where we see all the negative aspects. So as I talk through some of this stuff, many of these things are great, fantastic, you know, great aspects, positive aspects of the high D personality style. But some of these also are very negative and can be used in negative ways. So the high D is that driver that dominant personality style, very assertive, very decisive. Somebody who if there's no leadership, we'll step up and take leadership in the area. Somebody who is very goal-oriented by nature wants to get things done, they enjoy getting things done. The high D is not somebody who wants to continue to do the same thing over and over and over and over for months, years, whatever, They're not going to be the kind of person who wants to sit in a cubicle, doing the same thing every day, 40 hours a week, you know, week after week. They're the type of person who wants to be able to accomplish something, make something happen, drive something to success, and then move on to the next thing. They are also people who are, are very task-focused now not on detail. Don't be confused task and detail two different things. They are task-focused, but they really don't love details. High-D personality styles really don't want a lot of detailed information. They're the kind of person that if you give direction on something, they're just gonna go leave busted out accomplish it. And you know, it may not be pretty, but it will be done. Right? They love getting things done. They also tend to be folks who don't know that you have feelings or in heavy immaturity don't care that you have feelings. Many times feelings in their mind shouldn't get in the way your feelings shouldn't matter. It should be let's get this thing done because I have an agenda and I want to accomplish this.

On top of that, they can also be the kind of folks who will recognize that they're able to utilize the other personality styles to help them accomplish something now in a mature way. This is great. They're able to help lead people to success on a project in an immature way. They're coming in disrupting your day to get you to come help them do something and making you think that it's vitally important that you do it. So again, And great positive aspects of the high D, drivers get things done accomplished goals goal oriented, want to make things happen, The negative sides, they can be super bossy. They can be, you know, super focused on themselves super focused on accomplishing the things that they want to accomplish. This is why it's so important to understand personality styles. The more I know myself first and what my personality style is, or my combination of the DI, S, and C, the more I understand myself, the more I understand how I act. If I'm somebody who's a very dominant person, I need to know that I tend to dominate other people, that I tend to dominate situations, This is something that's important for me to understand, right, I need to know that I'm going to react to situations without appearing like I have a motion that I'm just task focused, and I don't care about emotion, and I don't care about your feelings, that that's the way that I'm going to look at how I should respond to this situation if I can understand these things about myself, and then recognize as the high D, there's only 10% of the population fall in the high D category. If I can understand that, then I can understand that 90% of the population does not operate the way that I do.

And that if I can lean in the direction of the other personality styles, then I can set them up for success. But part of what we're talking about today is not doing so. So we're looking at some of the interactions and conflicts that a high D will have with other personality styles. So when we look at I'm just gonna go through the di s and C right now and kind of talk about what some of those conflicts are going to look like. Why don't we look at the high D who's working with another high D. Now, high D actually really loves being around other high D they really enjoy the energy, and they really enjoy the competition. They really enjoy knowing that somebody else wants to go accomplish things the way that they do and that somebody else wants to tackle things the way that they do. So most of the time, high D loves being around other high D every now and then the competition gets too much and it becomes conflict, where now I must prove that I can beat you at something I must prove that I'm better than you at something so if too high DS can stay you know, not having to prove themselves to each other not having to prove that they can do something better than the other person great good relationship. This is fun, but understand this and I believe most if not all, high Dwould agree with me on this the high D looks at another person doesn't matter if their D is or C, and wants to dominate them in something right? If it's sports if you're playing cards you know if it's if you're trying to accomplish you know getting a project done fast the high D wants to dominate wants to win wants to be the one who you know does the better job right that's just the way that they look at the other personality styles.

So high D with a high D conflict comes in when they feel like they can't prove that they're better or they feel like they haven't done so. But the rest of the time High D actually enjoys doing things together they enjoy doing competitive things together. And it's it's good nature in their mind. High D the high I know his eyes really do look up to High D because of their confidence. They look up to them and see that they can accomplish things they can get things done that kind of admire that aspect. But something that's important to the high eye is that a high eye really loves people. and a high I really want people to think that that high eye is special that they are important that they are good people. Many times conflict will come into play when a high D doesn't appear to care. Doesn't appear to you know worry about whether or not a high eye has feelings about how they're coming across or how they're treating somebody or you know how they are impressing them with the stuff that they know or they're doing right. High I am a great encourager as well. And so many times the high I will want to tell the high D something in an encouraging kind of way and the High D just doesn't care. They're task-focused. They're not worried about it. They're not thinking about it. Instead, they're like we got a thing to do. So the conflict between The D and the AI can always take place when High I feels like they just don't matter that they are being attacked, that they are being treated as though their feelings don't matter that they're not that important that the high D just wants to do the task thing, and doesn't want to spend any time being personable, which is technically true.

Interestingly enough, when we take a look at communication, the high AI is going to be, it's going to prioritize the personal aspects of communication. So the high I speaking to a high D is always going to be, you know, how's your day, how's your week going, Hey, how's that thing, you know, you bought that new boat, how's that new boat working out for you, they're gonna want to have that personal touch, they're gonna want to have that personal aspect. On top of that, the high is also going to want to show the high D that they care, that they're there to take care of things that they want to take things off the high DS plate Conflict arises when a high D only focuses on the task with a high eye, when they don't actually communicate in a personal style when they don't lean in the direction of the eye. And, and, you know, show them that they care about them, show them that they, they understand that the high eye has feelings and in lean in their direction, personally, you're going to experience some conflict, the high is going to feel like they just don't matter. Now another thing that we will see from high DS, when it comes to high eyes, is both the high D and I do not care a whole heck of a lot about details. So when you see a high D, communicating to a high eye, there is a really good chance. And again, keep in mind, if this is a very mature high D, then you know a lot of this probably doesn't exist, right? It makes us from time to time. But if they're mature, they should be doing a really good job leaning in the direction of the high i Many times what you'll see is the high D is giving direction on something to that high and not giving enough information. They're also not making sure that the AI understands what needs to be done, that the AI has written this down or documented the things that they're supposed to do or has put accountability to this. So instead, the D comes off as somebody who's really just kind of barking orders and expecting things from that high. So if they are not leaning in the direction of the AI, we're gonna see a lot of conflicts show up. Because what does the high D prioritize the high D prioritizes. The task is high I prioritize the people. So we can see conflict a lot in that high D communication style if we're talking about a high D to a high. So this is, this is a tough one because we would consider the D and the S as being almost opposite personality styles, the eye and the C being almost the opposite, very far from each other. Not not close on the the scale, if you will, of di s and C. So it's a it's a heavy swing to go from a D to an S, The S is the stable, amiable, loyal, hates conflict doesn't want to be front and center type of person. They're very supportive. They want to support the person who's upfront. So what we discover a lot of times with conflict and communication when it comes to the high D and the high s. 's and DS, you know you do this. Many times the high D will see the highest is somebody that can take advantage of they recognize that the highest is somebody who's going to be very supportive. And they will use words like need.

I need your help. I need you to help me with this thing. I have this important thing that needs to get done. And what they understand is that if they use the right terminology with that high s the highest will pretty much drop a lot of what they're doing to go support the high D in this process. The crazy thing is they will feel like they're building a good relationship because, like Eyes, eyes are all about people. S's are all about people as well. DS and C's are all about tasks, I and S's are all about people. And so the high S feels as though they are being a great supportive person in this situation, and the D recognizes that they're able to get somebody to accomplish something for them. conflict Ultimately arises in a couple of ways, eventually the highest, since they will have pushed their priorities aside, those parties are going to come up and bite him in the butt, they're going to realize that they've missed out on accomplishing the things that they were supposed to accomplish. But they will feel really good because they've been helping us to accomplish what they needed to accomplish. So it felt like it was so much more important. And what will happen is eventually, since they're not getting their stuff done, they probably get in trouble for not accomplishing the things that they're tasked with, which will create conflict on top of it, What they will recognize is, at some point, that it does just appear like they're being used, that they are, you know, being treated with a, you know, I need you to do this. So I can get you to get something done that I don't want to do. A lot of High D will see a task or a heavy task or heavy detail process, and they don't want to do it.

So they're gonna find somebody that they can get to do it. So we will see the communication in that process be one of manipulation, very possibly, but also one of not caring or understanding what that highest needs to do. That that highest has a job has stuff on their plate. And you know that they're bypassing a process to get that person to help them out. When we get to the high C. Now, here's something that's interesting. And we've just talked to the D with the ins and those are both people, people. But the C is a very high task and incredibly high detail. So the C and the D, the C actually respects the high D, because the high D is very task-focused, The C can struggle a lot of times with the high eye or the high ASP because they are so people-focused. And the see many times is not many times the see just wants the task just wants the details doesn't want to spend a lot of time with people, people can be conflict to the high C, so the high D, they can have a lot of respect for high D because they recognize the task focus, they both carry that task focus. However, when communicating. If you look at the D I S and C you would say let me rank the number of details that each would have, the D is going to have the least amount of details to the I S and C is going to have the most amount of details it gradually grows as you get to the highest C so that high C needs an incredible amount of details. Well, the high D doesn't want to give it the high D doesn't naturally have a lot of diesel, in fact, the high D, a lot of times it's going to look to that high seat to come up with some of the details, right? It's going to be actually sometimes an expectation, the high C on the other hand, struggles with a lack of quality communication in the details, the high C, you know where a high D can look at a five-foot view and say, hey, you know, here's the thing, I need you to go build this table, the high D will just be like, Alright, I'm gonna build a table. But if you want to the high C and you said I need you to build a table, the high C is going to be what's the application? Where is it going to be used? What do you want this made out of? What direction is it gonna fit I'm they're gonna need all the 30,000-foot view, what is this table for, so that they can do the five-foot view of building the actual table?

So when we see the DS and C's communicate, we see a lot of conflict. Because the high D doesn't usually have a lot of details. Nor do they really care for a lot of the details. In fact, many times you'll see the high D struggling with the high C because the high seat wants more information. And the high D is just like just do the thing. Just get the thing done. So as we've talked through all of these different conflicts with this high D, we see that obviously, it's easy to apply this to business life, you can think about what it's been like for team members, you've, you've experienced all these personality styles within sort of a team, a team that you work on a leadership team, whatever it is, but also take a look at home. What does it look like when you have a highly dominant personality in your family? How do they respond to things? How do they treat people? Is there conflict? Where does the conflict come from? So you can see if you're going to be leading this personality style, you need to understand where the conflict is coming from, especially in communication. So what about how we should communicate to a high D. So if we were looking at, you know, it doesn't matter if you're an AI S or C ie whatever personality style you are, you're not necessarily going to communicate differently. In fact, you want to look at, you're not going to say, well, I need to communicate to a D this way and an S needs to communicate to D this way, Nope, we're all going to look at what does it look like to lean in the direction of the high D. So it doesn't matter what personality style you are, when communicating with a high D, there are certain things that you must understand. One of the top things that you've got to understand when communicating with a high D is a short and sweet baby,

do not plan on taking up a bunch of the high DS time. So something you need to know and especially all the way down to the high C, where the high C wants to share a lot of information wants to make sure they've got all the information that they need, I'm going to tell you that that is not leaning in the direction of a high D. In fact, for a high D, the more information you give them, the more confused they get, and the more they get stuck because the more information the high D believes they have to do something with everything that you've shared. So if you've given a lot of information to a high D, you might find that they're actually really struggling and stopping you and pounding in on certain points that you might think, well, you really didn't have to stop me right there, you could just let me finish. The problem is, is that they can't take any more of the information without solving What do I do with what you just shared? So the more you can shorten that information up, the more you can be more direct with that information, and the better will be for the high D if they need to ask questions, they will ask questions, right? If you need to add something later on, maybe come back and have another discussion about this, that might be a possibility. But just focus on making sure that you're summarizing the information as much as possible for them to have enough information to do what you want them to do. And then you can ask questions like, Do you have any questions? Does all of this make sense? What is this going to look like? You know, what is what is the expectation? What is the result supposed to look like?

So making sure that you're keeping it short and sweet is super important. Another thing is, you need to be very direct with how you deliver that information. They don't want a lot of playing around. They don't want a lot of details about something that doesn't matter. They don't want to know if you're if you're going to be giving information to a high D, they don't really want to know how your weekend went. They don't care about that right now. Because their task mode is focused on what's the thing you're communicating to them. So if you jump in, let's say you're Hi, I and you wanted to just have a chit chat with them, then they're already confused. Why are we talking? Aren't you gonna give me information on something else? Why are you sharing about your weekend? Why don't you get to the thing, be direct, get to that thing first, right? If afterward, they appear that they want to have a conversation, great. Have a conversation about your weekend or your dog or your vacation or whatever, right? But understand what they're really looking for, is for you to be direct with the information. Hey, here's the thing I want to talk about. So in other words, if you get into a meeting with all different personality styles, your best bet is to start with a little bit of chit-chat. You know, warm up the room and get the conversation going. That's great. If you walk into a meeting with high D or multiple IDs, they want you to get directly to the point. Why are we here? What are we doing? What do you want to talk about? What's the information, boom, boom, boom, boom, boom. So make sure that you're being direct with the high D. Another very important aspect, know what the heck you're talking about. This will also be the same thing with the high C. Make sure you know exactly what you're talking about, that you're not hypothesizing something that you actually know, this is the thing, here's the information, you know, or even exclaiming, you know, to the best of my knowledge, here's what this is, or, to the best of my knowledge, here's what this project should look like. Make sure you know what you're talking about. If you don't know what you're talking about, then the immature high D will really start to pick you apart. They'll start to pick that information apart. Right? Because if they can't have confidence in the thing that you're talking about, then they will destroy the thing that you're talking about.

So understand if you're gonna go in share information, lead guide, direct, whatever, communicate to a high D, make sure you know what it is that you're talking about. If they discover that you're not confident or that you don't actually have details or you're saying that Don't think is true, but then a couple of minutes later, they discover that it's actually not true. If that's something you're assuming, then that is really going to throw them off. And they're going to pound your information to a pulp. Because that will frustrate the daylights out of them. Also, as you're communicating to a high D, make sure that you are focused on what the results are going to be. Okay, so listen, you already know that they're going to struggle with details, they need to know what the outcome is supposed to look like, this is the result that I'm looking for. This is how this is supposed to be. Does this make sense? What, you know, what questions do you have about the result of it? Right? So if you have an expert, if you said, go build a table, guess what, you're gonna get a table, and it's gonna look, whatever they decided it was going to look like, right? That's gonna be made out of whatever material they decided it was going to be made out of. But if you will help them to focus on, here's the results that I'm expecting, then that will help them to actually accomplish it. So those are some big key pieces of when you are communicating with a high D of how you should do that, right? What are the areas that you should be focused on? And I know that a lot of you are listening to this, and thinking to yourself, but that's just not me. But that's just I don't normally communicate that way, I completely understand. I get that our goal isn't in communicating to you. And this is something that holds people back from communicating well, with the high D. If you're focused on delivering information, the way that you receive information, then you're never going to set that high D up for success. You have to be willing, you have to desire for them to be set up for success, no matter what personality style, you're talking to whatever, whichever direction you're leaning in, you have to be more concerned about them being set up for success, then you communicating in a way that you would like, as long as you keep communicating the way you want, instead of the direction of the personality style you're speaking into, it's going to hold you back from communicating well. Another thing is, when it comes to the high D of things that are going to hold you back from communicating well, is assumptions. Oh, for the love, you know, I already said make sure that you know what you're talking about. Don't make assumptions with a high D, that will absolutely destroy your communication, Don't be afraid of the high D this is another thing that holds people back from communicating really well is that their fear is that the high D is going to you know be super dominant and controlling or angry or or or Now listen,

it is very possible that a very immature, high D, if they are feeling out of control will bring a threat of anger, that is definitely a possibility. In certain situations, it's highly likely, that you have to understand that that person is feeling out of control. So if that's a struggle for you, you're not going to communicate really well with them, you're going to hold back, you're going to be fearful, you're not going to share information that you need to you're not going to drive information that you need to instead, what you'll do is you'll probably want to get out of that conversation as fast as you possibly can. So we've got to avoid that and recognize if they are struggling, that and again, I know I'm speaking to other personality styles that can't stand conflict, I completely get it, I understand. But recognize if you can see that they are struggling with something, then you can push back on the high D. And they will actually at some point start to back down a little bit. Right. They want to bring that thread of anger they want to sometimes, you know, be super dominant and controlling. But if you push back and ask questions like Are you okay, what is there something you're struggling with here? Is there something that doesn't make sense? Is there something that you know, is this a conversation that you know, is causing you to be defensive? What's the reason behind that? If you can push on that I know a lot of you out there go on, I can never do that. If you can recognize you're not the one with the problem and less you're not doing the things I'm telling you to do. But they are the ones who are feeling out of control allows you to ask them questions to try and gain some clarity to find out what's going on.

So next thing I want to talk about is how we can leverage the strength of the high D personality style. How can we resolve conflict, you know, what can we do to make sure that we aren't just looking at this High D personality style going, oh my gosh, this is something or someone that's so difficult to work with? There's an incredible number of strengths that a high D has and a high D is able to get stuff done. Let me say, quite often, many of the other personality styles are very content sticking with the status quo. They're very content, doing the same thing over and over and over again, hoping that everything you know, becomes phenomenally successful. And then when something comes up, there might be something too challenging, there might be something that feels too difficult, there might be something that seems to have too much conflict to it, guess what, if it has something to do with knocking something out, getting something done accomplishing something, then the high D might just be the person you want on that task. On that problem in that situation, they love to knock things out, they love to get things done, you don't want a high D on a two-year-long project, that they're the one who's focused on the project, right? You want to high D on something that they can get accomplished in a shorter period of time, if possible. You know, something that might carry a decent amount of conflict for other folks. But for them, it's something that they will enjoy, they would like that conflict of, having a timeline a deadline, and a level of pressure to get the thing done. Another thing that we see that the high D is that many times and I'm pleased do not mean hear me say, I'm not saying that high D's make the best leaders, I'm not saying all high DS need to be leaders. That's not what I'm saying at all. But there tend to be leadership qualities that we find with the high D leadership qualities of helping other people to accomplish things, leading people to accomplish something, leading people to understand how to get something done faster. What are great priorities for accomplishing the project, instead of putting other things in the way in being distracted? So many times we'll find that there are really good leadership qualities that a high D will have, that will help other people get things done. And the truth is, when you look at the other personality styles, many times they don't have a problem being led by a high D, They just have a problem if the high D is immature and not sharing lots of information. Another great aspect is that they have determination.

So for a lot of High D, the thing is going to get done, they are determined to make it happen. So if something goes wrong, they'll find a way around it. If there's a roadblock, they'll either go through it, or you know, find a way around it or find a way to go under it over whatever they're determined to get to the result, they will stay focused on the result or a lot of folks, the result may not be the most important thing to them, maybe it's doing certain aspects of the project of the job. But the result doesn't seem to be that important for the high D, they're determined to get that thing done. Another great aspect of the high D personality style is the problem-solving skills. Since they have figured out how to make things happen. Many times their brain is focused on actually what it takes to solve the problem. So if you give them a problem or a lot of people will freeze up or not really understand what they need to do, or, you know, just want to give in and give up for high D, their determination says nope, we're gonna figure this out, we're gonna solve this problem. We'll do whatever it takes, this is going to get done. So these are all some great qualities. Obviously, they have a lot more qualities than this, but things that we are trying to leverage. These are great aspects of the High D personality style that we want to leverage. If we can leverage the strengths on a team, then not only do we accomplish goals with the individual high D, but we can accomplish team goals. Even better, possibly faster. You know, again, keep in mind, there's also the possibility of the lack of details and the conflict and communication if we're taking advantage of the strengths and we're working to overcome those weaknesses. If you will, then a great thing happens we're able to achieve team goals. So what do we do to resolve conflicts that come up between High D and some other styles? Well, the first thing we want to do is we want to gain great perspective from all parties involved from all angles. What's the conflict? What's going on? We cannot leave conflicts unresolved, because eventually they will just fester and become a much bigger issue.

So what we want to do is find out what What is the details? What are the perspectives? On the situation? What Tell Me Tell me all about the conflict. What happened? You know, who did what? Who said, what? What's the thing? What are we saying that the conflict actually is now, if the conflict is the High D's fault, then what we want to do is we want to start helping the High D understand how important people are, even if it's not their fault, you still need to help them to understand how important team members are, how important quality communication is, how important setting up people for success is, how important living in the other direction of team members is. These are all things that we need to lead the high Dion to help them to resolve conflict. Another thing you need to do is help them to take responsibility for their own actions. Now, I will tell you there is a favorite saying among High D do it and ask for forgiveness later. I will tell you, that's not that's not okay. That is not okay. Why? Because the High D gets what they want. And then we got to send out the i's, S and C's to clean up the mess. And so it ends up impacting other people in a negative way for the high D in their mind yet, but the thing got done. So what So what if other people have to deal with some of this stuff, That's for me in my book, that's not acceptable. So that is one of the things I will shoot down immediately, If we're going to resolve conflicts, then we have to help the high D come to a place of understanding that dumping their mess on somebody else, just so that they can accomplish their goal is not okay. They have to understand that people matter. So as you help a high D mature, and they recognize that people matter, and people's feelings matter, and that people are good at getting things done, and they can, if they treat people, well then great, we all get what we want, then what you start to see as a high D that grows in the understanding of how important people are, they will be less confrontational, they will be less dominant. And they will start to recognize that if they lean in the direction of other people, then they can get the things that they want to get done while helping and serving others. So what I want to encourage you with is for those of you who are not a high D, I want you to reflect on ways that you can better communicate with that high D what does it take for you and your personality? So first, you need to understand you. But what does it take for you to be able to lean in the direction of a high D? What does it take for you to convince yourself to set the high D up for success with communication?

process through that, think about that reflect on that. For you high-D listeners, here's what I really want you to focus on. Focus on understanding how you contribute to conflict. Now, a lot of you're going to guarantee no that, okay, then how do we fix it? How do we stop it? How do we make sure that we're not creating so much conflict and that instead, we're leaning in the direction of other people and setting them up for success and communication? And if they're trying to communicate to us? How do we make sure that we are prepared for it, that we're able to receive it, that we're helping them and guiding them on how we best receive information? If we're High D, that's one of the best things I do with my personality style is, is I will help people to understand here's how I receive information really well. So if you're gonna tell me this, this, and this, here's the best way to tell it to me.

So how do we help other people to understand your personality style? Now, again, I cannot stress the importance of knowing and operating in personality styles. It is the thing that we hear over and over again, from clients saying, you know, we used to think that our communication was great. But, man, once we put this stuff in place, we discovered that our communication before was actually chaotic. It was chaos. We have heard that so many times with businesses. That's why we help so many businesses to learn first, that communication is your number one issue instead of your business not having high levels of quality communication is your biggest issue. So if you will put this stuff in place, we have got plenty of profiles, disc profiles, values, profiles, we've got the personality styles video, which is a lesson of me teaching specifically the further in-depth on the personality styles, what it's like when they work together all that kind of fun stuff. All of that is in the Chris Accardo store. So Oh, trust me get this in place. Well, Chris, I don't have a team, and I don't have a business, do you have a family, you want to understand each member of your family, how to communicate with each other, and how to lean on each other's directions. So go to chrislocurto.com/store. And we've got a bunch of different products in there different versions of it, you know, some, we got some leadership packages in there, all kinds of stuff for you to get started today. So once again, what are we looking at when it comes to the high D Recognize the high DS, ability to be direct, dominant, decisive, to be somebody who steps in and takes leadership to be somebody who has great abilities to lead people to success on a completing a goal or team tasks, but also understands the negative signs, the aspects of that high D, that may cause a lot of conflict with other team members that may appear to not care that may appear to actually just want their own ways. If you understand these aspects of the different personality styles, if you understand this about a high D, then you can start leaning in the direction of that personality style. If you can appreciate the diversity in other people, then there's an amazing thing that happens over and over and over. We've had people say, Man, I just hate this person that I work with, you know, I never liked this person, yada, yada, yada. When we help them to understand the personality style, they go, Oh, well, now that totally makes sense.

The whole deal is they didn't like this person or hated this person because they didn't understand the person, the more that we can appreciate the diversity and the personality styles around us, the more that we can lean in their direction, we don't want to become them. We want to be the best version of us. But we can lean in the direction of understanding them, help them to understand us, and then absolutely win with communication. So here's what we would love to know. We want to know your experiences. We want to know your insights. We want to know your questions that are related to personality styles and conflict resolution. So here's what we would love for you to do. Email us a podcast at chrislocurto.com. Send us that information. We want to hear from you. We want to hear your funny stories. We want to hear your struggles, whatever it is, and we want your questions, Send them to us via podcast at chrislocurto.com. And we would love to be able to help out even more and share some of these insights with other folks. Well, folks, that's all the time that we have for today. Again, I hope this was very helpful. I know a lot of folks struggle with the high D personality style and are intimidated by the high D personality style. But if you focus on the things that we talked about today, that should affect your communication with the high D immensely which should help you to become more comfortable or understanding and lean in the direction considerably more. As always, take this information, change your leadership, change your business, change your life. And join us on the next episode.