PERSONALITIES & REVITALIZATION

Leaders of church revitalization must initiate change. At times the need for rapid change is critical. If leaders do not understand the strength and weaknesses of their own personalities, they may struggle with implementation. It is essential that revitalization leaders adjust their communication tactics and expectations based on the personalities of the people they are challenging to change. While some personalities are naturally inclined to change, others prefer a static routine.

This article will use the DISC personality profile to define the four major personality types.[1] We will look at the strengths and weaknesses of each personality temperament. If you would like to take the test visit www.crystalknows.com.

D styles are task-orientated. Their authoritative style is based on power, results, and competition. They are pragmatic, decisive, and often make quick decisions. They perform well in a crisis and can be perceived as brash or uncaring. Leaders should avoid micro-managing this style and openly value their ability to cast vision independently.

I-styles are people-focused and the most social of the four styles. They excel using charisma and positive energy. They tend to create a fun, positive, and exciting atmosphere. I-styles can be disorganized and easily distracted. They value being liked and perceived as fun. Leaders can easily borrow the influence of an I-style by making them part of the presentation.

S styles are steady and sincere. They are naturally calm and emotionally reserved. They are often the last to contribute to a conversation but have valuable insight and ideas. The S-style personality is generally service orientated. Their priority is a stable environment, so they may resist calls for change unless leaders strategically connect the change with unity.

C-styles are slow-paced analytical deep thinkers. They are most often slow-paced and usually more serious than other DISC personality types. When leaders propose change, they should expect C-styles to ask questions. Their priority is being right, so they tend to over-analyze and struggle to take action. The other styles should value their need for data and clarify that adjustments can be made if data changes. C-styles will respond positively to revitalization leaders when they present honest and transparent facts about the condition of the church.

To learn more about how to lead, communicate with and inspire the four personality types read Predicting Personality by Drew D’Agostino and Greg Skloot.

Revitalization leaders may naturally connect with similar personalities within their congregation yet struggle to initiate change in other personalities. One of the easiest ways to build influence with the congregation is for leaders to adjust their appeal based on each personality. Revitalization requires change. D-styles and I-styles welcome change however, C-styles and S-Styles are often resistant. Revitalization leaders are wise to confer with c-styles and s-styles to get their insight and support before presenting to the rest of the congregation.

[1] “What is Disc?” A Wiley Brand/Everthing Disc, accessed February 3, 2022. https://www.discprofile.com/what-is-disc/.