How To Ask For What You Need At Work, Using Your Manager's DISC Type

Everyone has something they need at work but are not getting. It could be a big something, like a promotion you know you deserved but were passed over for. Or it could be a smaller something, like more frequent check-ins with your manager or some extra time to complete a project. Whatever it is, you may have agonized for days about the best approach to ask for it, without seeming demanding or difficult.

The following tactics can help you gain the confidence to ask for what you need. It's important to address the issue head on, even if the problem seems relatively small in the grand scheme of things. The danger in leaving it unaddressed is that it can lead to resentment and, eventually, you may start to build up a negative perception of your job or your manager.

Understanding Your Manager's DISC Type

Before you make your request, figure out your manager's DISC type. This will help you tailor your approach and communication style to maximize the chances of getting a positive response. DISC is a behavioral model that categorizes people into four different personality styles: Drive, Influence, Support and Clarity. The styles are relatively easy to identify if you know what to look for:

Drive - A manager with a high Drive personality is focused on results and getting things done efficiently. They are decisive, direct and don't beat around the bush when expressing their opinions.

Influence - A manager with a high Influence personality is outgoing, friendly and loves being around people. They are great collaborators and motivators, but they can also get easily distracted by new ideas and opportunities.

Support - A manager with a high Support personality is very empathetic and caring towards their team members. They value relationships and go out of their way to avoid rocking the boat.

Clarity - A manager with a high Clarity personality is detail-oriented and analytical. They need all the information before making decisions, and they prefer to work independently rather than in a group setting.

Tailoring Your Approach

Once you have identified your manager's DISC type, tailor your approach accordingly:

If your manager has a Drive personality

• Be direct and clear about what you need. You don't need to sandwich the ‘ask’ between compliments or apologies, or sugarcoat what you're asking for. Simply state the facts and what you need to improve your work situation.
• Focus on results. Tell your manager how the request will improve your performance or help you achieve your goals.
• Keep the conversation high-level. Get to the point, stay on the point, and avoid getting bogged down in minutiae.
• Prepare for push back. A Drive manager will challenge you if they feel your case isn't strong enough. Be prepared to provide evidence and examples to support your request. If the answer is "no" to your request, don't be afraid to ask for an explanation and see if there is any room for negotiation.

If your manager has an Influence personality

• Be friendly and upbeat. Use positive language when making your request and focus on how it will benefit both you and the team.
• Build a connection. Start by discussing something personal or relatable before diving into your ask. This will help foster a sense of rapport and trust with your manager.
• Use stories or examples. Influence personalities are often more receptive to anecdotes rather than hard facts or data. For example, instead of saying "I need more frequent check-ins," try saying "In the past, when we had regular check-ins, I was able to catch and fix mistakes before they became bigger issues. Can you remember how happy the client was when we avoided that potential disaster?"
• Frame the request as an opportunity for co-creation. Perspective is everything - if an Influence type feels involved in the decision, or that they personally will gain something from your request, they are more likely to support it. An example: "I have an idea that I believe will help improve our team's collaboration and productivity. Can we discuss it together?"

If your manager has a Support personality

• Use a gentle, empathetic approach. Start by talking about what you love about your job and how you appreciate all the support your boss and coworkers provide.
• Focus on the impact on the team or others. Support personalities are highly relational, so appeal to their sense of teamwork and camaraderie. This is possible, even if what you're asking for will be of primary benefit to you. For example, you might ask for a promotion because it will allow you to step up and make a bigger contribution to the team.
• Offer solutions, not just problems. Support types can be resistant to change or disrupting the status quo, so they are more likely to support your request if you come prepared with possible solutions or alternatives.
• Be open to compromise. Support personalities may be hesitant to grant your request outright, so be open to finding a middle ground that works for both parties.

If your manager has a Clarity personality

• Present data and facts. You want a raise? Demonstrate why you deserve it and how you came up with the number. Come armed with statistics, numbers and other important information that supports your request.
• Provide clear reasoning. Explain why this is important to you, and how it aligns with your goals or the company's objectives. Clarity types need to understand the "why" behind decisions and requests, so be prepared to explain your reasoning.
• Anticipate and address questions or concerns. Clarity personalities will likely have a lot of follow-up questions or concerns, so make sure you do your research beforehand and anticipate what they may ask. Be prepared to provide evidence or examples that back up your request.
• Avoid being too pushy or aggressive. Clarity types can be put off by overly assertive behavior, so keep your tone respectful and professional throughout the conversation.

Check your ego at the door

Everyone has their own way of communicating, and it's natural to fall into that style. But for this important conversation, your manager's preferences should take priority. This doesn't mean you should behave inauthentically or completely change your communication style, but it's important to be aware and adapt as needed. Remember, the goal is to effectively communicate your needs and get a positive outcome – not to prove that you're right or win an argument.