For decades, experts have explored the different work styles that shape how people operate in professional settings. Some of us have an inherent bias for action, others prioritize people and collaboration, some pay strong attention to the details, others are more focused on harmony and stability. One of the foundational voices in this space is William Marston, whose 1928 book Emotions of Normal People offers compelling insight into human behavior. Martson believed that by understanding how our “normal” emotional responses adapt to the demands of people, situations, and societal expectations, we could evolve into better-integrated people who are more independent and able to realize true happiness in our work and personal lives.
Recognizing the Four Primary Work Styles
Today, unpacking Marston’s research allows us to recognize four distinct work styles:
1. Dominance: Professionals with this work style perceive themselves as more powerful than the environment in which they work. They are often skeptical, questioning, and challenging of their environment — in an active and assertive manner.
- Priorities: getting immediate results, taking action, challenging self and others
- Motivated by: power and authority, competition, winning, success
- Fears: loss of control, being taken advantage of, vulnerability
- You will notice: self-confidence, directness, forcefulness, risk-taking
- Limitations: lack of concern for others, impatience, insensitivity
2. Influence: Team members with this work style also perceive themselves as more powerful than their environment. They are more accepting of their environment, dynamic, people-focused, and bold.
- Priorities: expressing enthusiasm, taking action, encouraging collaboration
- Motivated by: social recognition, group activities, friendly relationships
- Fears: social rejection, disapproval, loss of influence, being ignored
- You will notice: charm, enthusiasm, sociability, optimism, talkativeness
- Limitations: impulsiveness, disorganization, lack of follow through
3. Steadiness: Colleagues with this work style perceive themselves as less powerful than their environment. They are accepting of their environment, calm, empathetic, and agreeable.
- Priorities: giving support, maintaining stability, enjoying collaboration
- Motivated by: stable environments, sincere appreciation, cooperation, opportunities to help
- Fears: loss of stability, change, loss of harmony, offending others
- You will notice: patience, team player, calm approach, good listener, humility
- Limitations: overly accommodating, tendency to avoid change, indecisiveness
4. Conscientiousness: Professionals with this work style also perceive themselves as less powerful than their environment. They are thoughtful, logic-focused, methodical, and careful.
- Priorities: ensuring accuracy, maintaining stability, challenging assumptions
- Motivated by: opportunities to use expertise, gain knowledge, attention to quality
- Fears: criticism, slipshod methods, being wrong
- You will notice: precision, analysis, skepticism, reserve, quiet
- Limitations: overly critical, tendency to overanalyze, isolates self
These four work styles have been made popular through Wiley’s DiSC assessments that index a person’s instinctual style and provide guidance for leading and managing within each of the four styles.
It is helpful for leaders to recognize their own leadership style among the four. Our preference for our own style runs deep, often influencing how we perceive and relate to others. By becoming aware of this, we can move beyond the instinct to favor those with similar approaches and begin to appreciate the strengths different styles bring. Ultimately, no one style is better than another, and teams with diverse styles can be most effective at delivering results.
Best Practices for Managing Different Work Styles
Here are practical tips for managing each of the four work styles:
Managing Team Members with the Dominance Style:
People with this style are strong-willed and prioritize results. Be direct in sharing feedback and offer these colleagues challenging work to do. Since these folks are fast paced, cut to the chase in your communications with them. Appeal to their desire for control by being responsive to their questions and don’t take their challenging approach personally, this is just how they work to achieve better results. Enjoy the adventurous and bold nature this style exudes. Be ready to offer coaching when they overlook the feelings of others. Affirm how their bias for action can propel your team forward.
Managing Team Members with the Influence Style:
These team members prioritize relationships, enthusiasm, and tend to have an upbeat attitude. They get excited about new possibilities and may be very expressive when communicating their ideas. Don’t let their highly expressive nature overwhelm you, instead leverage their ability to see and share the big picture. They work quickly and can often benefit from working with those who have a stronger attention to detail. Coach and mentor them on the need for quality and ensure they take time to review their work before it’s complete. These team members value collaboration; when possible, encourage them to work in partnership with others to guide results.
Managing Team Members with the Steadiness Style:
Team members with this style prioritize harmony and stability. They can often be some of the most well-liked folks on your team. And, while stability is important, be sure to encourage them to practice candor so that any frustrations they notice don’t just simmer beneath the surface. These team members are talented supporters and listeners. You can support them by ensuring they take consistent action and embrace risk when necessary to support change. They are helpful promoters of teamwork. You can leverage their ability to create harmony on the team by partnering them with their more challenging and skeptical colleagues, yet make sure that their voice is heard amongst those who might be more assertive with their perspectives.
Managing Team Members with the Conscientious Style:
These colleagues prioritize quality above all. While that can be helpful to ensure credible work is done, the caution displayed by these team members can slow progress toward results. Help them get comfortable with both the quality and the pace needed for success on your team. Because these team members want accurate and superior results, they tend to analyze options rationally and separate emotions from facts. While you value their ability to develop sound solutions, you might need to encourage more warmth and connection, so the team embraces their value. Don’t let their desire to find faults and criticism limit their ability to relate well with others. Instead, affirm their eye for quality and caution and support them in sharing their feedback with empathy and compassion.
Timeless Best Practices for Managing All Team Members
While adapting your management approach to support different work styles is important, there are timeless leadership principles that help you influence outcomes and inspire others—regardless of individual styles.
Here are three core leadership practices that transcend any style:
1. Meet and exceed performance standards to ensure your credibility. When you demonstrate credibility, others will trust you. Once you’ve built trust, your team members will be open to your feedback and receptive to your coaching. When your culture embraces candor, productivity improves.
2. Seek to take responsibility before you begin to place blame. The more accountable you are, the more your team will respond to your guidance and be committed to achieving results. When we lack accountability, we lose the ability to motivate and guide others. When we practice accountability, we inspire.
3. Recognize and meet the needs of others. The best managers understand the value of working for their team. They notice needs and work proactively to meet them. The more we serve others, the more camaraderie, teamwork, and opportunity for results we create.
Cultivating a team culture where all styles are valued ensures a healthy work environment. By demonstrating strong leadership capability and adjusting your management efforts to meet the needs of each team member’s style, you’ll tap into the full breadth of talent and strengths of your team.
