Your Focus: Leverage your natural directness, decisiveness, and drive while developing empathy, collaboration, and conscious leadership
A Personal Message from Chris at Cardinal Point Leadership
Welcome to your D-Style Leadership Transformation journey. As someone who has worked with countless high-performing, results-driven leaders like yourself, I know exactly what brought you here and more importantly, what will take you to the next level.
You've likely achieved significant success through your natural D-style strengths: your ability to make quick decisions, drive results, and cut through complexity with laser focus. These aren't just nice-to-have qualities they're the very traits that have propelled you to where you are today. But here's what I've learned from working with leaders at your level: your greatest strengths, when overused or unconsciously applied, can become the very barriers to your next breakthrough.
Let's Get Real About Where You Are Right Now
I know you. I know because I coach D-style leaders every day special forces veterans, aggressive entrepreneurs, high-charging executives who eat pressure for breakfast. And here's what's interesting: for some reason, many of my closest friends are D's too. Maybe it's because as an S-style, I bring the calm to balance out their storm. Maybe it's because they need someone who won't back down from their intensity but also won't match it with more intensity.
So let me call out what you're probably thinking right now as you look at this playbook:
"Growth and development? That's for other people who aren't performing. I don't have time to slow down and navel-gaze. I'm impatient with this whole process. If I'm already highly successful, why do I need to change anything? Blind spots? Those are for everyone else, not me."
Here's your Cardinal Point nudge: That skepticism you're feeling? That resistance to slowing down? That quiet voice saying "I don't need this"? That's exactly why you do.
The most successful D-style leaders I work with whether they're running companies or leading teams in high-stakes environments are often the most resistant to development work. Precisely because their drive and confidence have gotten them so far. But here's what I've learned from working with executives, veterans, and high-performers at your level: your success can become your ceiling if you're not careful.
Why the DISC Profile Matters for Your Growth
The DISC assessment isn't just another personality test it's a roadmap to understanding how you naturally operate under pressure, how others experience your leadership style, and most importantly, where your blind spots might be limiting your effectiveness. As a D-style leader, you're wired for action, control, and results. But leadership at the highest levels requires something more: the ability to inspire, connect, and create psychological safety for others to perform at their best.
Here's the thing: your impatience with development is actually the very thing that makes development so critical for you. You're used to being the smartest, fastest, most decisive person in the room. But what got you here won't get you to the next level and deep down, you know it.
This is where our coaching relationship becomes transformational rather than transactional. You bring the drive, the intensity, the results-focus. I bring the steady presence, the patience to help you slow down just enough to see what you might be missing, and the persistence to stay with you through the discomfort of change.
How We'll Work Together with This Playbook
Here's the most important thing I want you to understand about this playbook: This is not homework. I repeat this is not another task to complete or box to check. You've got enough of those already.
Instead, think of this as a mirror. As you read through these pages, I want you to focus on just 10% of what's here the parts that make you think, pause, smile, smirk, or feel uncomfortable. Those moments of recognition, resistance, or curiosity? That's where the gold is hidden. That's where real change happens.
When something in these pages makes you think "That's exactly me" or "I would never do that" or "This feels too touchy-feely" stop right there. Don't keep reading. Don't push through. Stay with that feeling. Lean into it. Get curious about it. That discomfort, that recognition, that resistance it's not a problem to solve; it's an invitation to grow.
The 10% Rule: Your Gateway to Transformation
In our coaching sessions, we won't try to transform everything at once. Your D-style brain rebels against that anyway. Instead, we'll focus intensely on that 10% the insights that sparked something in you, the exercises that felt relevant, the reflections that made you pause.
Maybe it's the section on vulnerability that makes you bristle. Perfect let's go there. Perhaps it's the research on empathy that surprises you with its business impact. Excellent that's our starting point. Or it could be the conscious leadership cycle that feels impossibly slow for your pace. Beautiful we've found your growth edge.
What Makes Our Partnership Different
I'm not here to fix you you're not broken. I'm not here to make you someone you're not your D-style strengths are powerful and needed. I'm here to help you become the most conscious, effective version of the leader you already are.
Together, we'll use your natural drive and determination to create the kind of leadership that doesn't just get results, but builds the kind of teams and cultures where sustainable excellence thrives. We'll honor your need for efficiency while developing your capacity for empathy. We'll respect your urgency while building your ability to create the psychological safety that makes teams move faster, not slower.
The invitation is simple: Read through this playbook without pressure. Notice what notices you. Then bring those moments the uncomfortable ones, the curious ones, the "aha" ones into our coaching relationship. That's where the real work begins. That's where transformation lives.
Welcome to your growth journey. Let's dive into the good stuff.
Chris Poyzer, MSW Executive & Leadership Coach Cardinal Point Leadership
As a D-style leader, you're accustomed to driving results quickly. This 6R process is designed specifically for your leadership style, providing a structured yet dynamic approach to transformation that honors your need for progress while ensuring deep, lasting change.
The Six R's:
1. Realizing Awakening to new possibilities and recognizing areas for growth in your leadership approach.
2. Releasing Letting go of limiting beliefs and behaviors that may be constraining your leadership effectiveness.
3. Reinforcing Building new behaviors through consistent practice and application in real leadership situations.
4. Rejuvenating Embracing growth and working through the discomfort that comes with meaningful change.
5. Reflecting Developing the habit of conscious leadership through regular self-assessment and learning.
6. Reapplying Continuing and being mindful to applying insights and evolving your leadership approach for sustained growth.
Reflection: Your 6R Journey Intention
As a D-style leader, what specific aspects of your leadership do you most want to transform? How do you envision these changes impacting your team and results?
Your Response:
Releasing: Overcoming D-Style Limiting Beliefs
Common D-Style Leadership Traps
Your drive and decisiveness are tremendous strengths, but sometimes the very beliefs that helped you succeed can become barriers to even greater leadership effectiveness. Let's identify and transform these limiting patterns.
Limiting Belief #1: "I need to control every outcome to succeed"
Impact: Limits your ability to trust your team and delegate effectively Alternative: Success often comes from empowering others and focusing on high-level strategy
Limiting Belief #2: "Showing vulnerability is a weakness"
Impact: Creates emotional distance and hinders authentic connections with team members Alternative: Vulnerability builds trust and fosters open communication
Limiting Belief #3: "I don't have time to slow down and reflect"
Impact: Leads to rushed decisions and missed opportunities for improvement Alternative: Reflection enhances long-term effectiveness and decision quality
Limiting Belief #4: "My way is usually the fastest and best way"
Impact: Prevents leveraging team wisdom and reduces buy-in Alternative: Collaborative approaches often yield better, more sustainable results
Limiting Belief #5: "Empathy slows down decision-making"
Impact: Reduces team engagement and can lead to resistance
Alternative: Empathy improves decision quality and implementation speed
Limiting Belief #6: "Results matter more than relationships"
Impact: Creates unsustainable team dynamics and high turnover
Alternative: Strong relationships are the foundation of sustained high performance
Reflection: Your Limiting Belief Assessment
Which of these limiting beliefs resonates most with you? Can you think of a specific recent situation where this belief may have limited your effectiveness?
Your Response:
Reinforcing: Building D-Style Leadership
Excellence
Exercise 1: Diplomatic Feedback with Empathy
Objective: In your next feedback conversation, deliver your message with empathy while maintaining clarity and directness.
Steps:
1. Identify an upcoming opportunity for giving feedback
2. Before the conversation, consider the other person's perspective
3. Plan your feedback using a structure that includes an empathetic opening, clear feedback, acknowledgment of their perspective, and collaborative next steps
4. Deliver the feedback, focusing on balancing empathy with clarity
5. After the conversation, reflect on the experience and impact
D-Style Reminder: The goal is not to lose your direct style, but to enhance it with empathy, creating a more effective and trust-building approach to feedback.
Exercise 2: Encouraging Collaboration for Efficiency
Objective: In your next team meeting, actively invite and incorporate team input before making decisions.
Steps:
1. At the start of the meeting, clearly state your intention to gather team input before deciding
2. Present the topic or issue without immediately offering your solution
3. Use prepared questions to invite input from team members
4. Practice active listening as team members share their ideas
5. Acknowledge and build upon team members' suggestions
6. Facilitate a collaborative decision-making process
7. Summarize the decision and next steps, highlighting team contributions
D-Style Reminder: Leverage the collective intelligence of your team while still moving efficiently towards results. This balanced approach leads to more innovative solutions and stronger team buy-in.
Your D-Style Development Progress Tracker
Check off as you complete each item:
☐ Practiced empathetic feedback while maintaining directness
☐ Invited team input before making a significant decision
☐ Demonstrated vulnerability by sharing a challenge or uncertainty
☐ Delegated a task I would normally handle myself
☐ Took time for reflection before making a major decision
☐ Asked team members about their perspectives and feelings
☐ Practiced active listening without interrupting or offering immediate solutions
Rejuvenating: Embracing Growth Through Discomfort
The D-Style Growth Challenge
As a D-style leader, you're comfortable taking bold action and facing external challenges. However, the internal work of transformation may feel unfamiliar. This discomfort is not a sign of weakness it's evidence that real growth is happening.
Exercise: Feeling the Discomfort and Pushing Through
Objective: Take time to reflect on the emotions that surface when you try new behaviors and feel yourself pulled back to old patterns. Sit with that discomfort. Acknowledge it, but don't let it derail you.
Steps:
1. Recall a recent instance where you tried a new leadership approach and felt resistance
2. Identify the emotions that surfaced during this experience
3. Close your eyes, bring the situation to mind, and allow yourself to feel the discomfort without judgment
4. Acknowledge the feeling: "I acknowledge this feeling of [name the emotion]. It's uncomfortable, but it's part of my growth."
5. Reflect on how it feels to step outside your comfort zone and try a new leadership approach
6. Recognize that this resistance is a sign that you're moving in the right direction
7. Plan a specific action to push through this discomfort next time
Reflection: Your Discomfort Assessment
Describe a recent moment when you felt resistance to trying a new leadership approach. What emotions came up? How can you use your D-style determination to push through this discomfort?
Your Response:
Overcoming D-Style Psychological Defenses
Defense Pattern #1: Denial of Discomfort
Description: You might be tempted to push through without acknowledging discomfort. Face it discomfort signals growth.
Strategies:
Practice mindful awareness of emotions
Reframe discomfort as growth signal
Share feelings with trusted colleague
Journal about uncomfortable moments
Defense Pattern #2: Falling Back on Control
Description: When new behaviors feel uncomfortable, you may tighten control. Letting go is where rejuvenation begins.
Strategies:
Practice gradual delegation
Embrace collaborative decision-making
Develop trust-building habits
Reframe your leadership role
Defense Pattern #3: Impatience with Process
Description: Your urgency is strong, but transformation takes time. Recognize that true change is gradual and requires patience.
Strategies:
Set realistic expectations
Practice mindfulness
Celebrate small wins
Reframe your view of time
Defense Pattern #4: Results-Only Focus
Description: Your drive for results might make you skip relationship-building. Balance is key to sustainable success.
Strategies:
Track relationship metrics
Schedule relationship-building time
Measure long-term team performance
Connect relationships to results
Reflection: Your Defense Pattern Recognition
Which of these psychological defenses do you recognize in yourself? Describe a specific situation where you fell back on these patterns when facing discomfort.
Your Response:
The Business Case for Empathy and Emotional Intelligence
Research-Backed Results
As a results-driven D-style leader, you need to see the data. Here's the compelling business case for developing empathy and emotional intelligence:
Key Statistics:
20% increase in team performance with high EQ leaders
37% increase in revenue for companies with emotionally intelligent leaders
#1 Factor in high-performing teams: Psychological safety
90% of top performers have high emotional intelligence
D-Style ROI on Empathy Investment
Bottom Line for D-Leaders: Developing empathy and emotional intelligence isn't "soft skills" it's strategic advantage. Teams led by emotionally intelligent leaders consistently outperform, have lower turnover, and achieve better long-term results.
Benefits Include:
Faster execution: Teams with psychological safety move quicker on initiatives
Better decisions: Diverse input leads to more comprehensive solutions
Reduced resistance: Empathetic communication reduces pushback and increases buy-in
Conscious Leadership: The Pause-NoticeChoose-Act-Reflect Cycle
Your D-Style Conscious Leadership Framework
Step 1: Pause
Take a moment to step back from the situation
Step 2: Notice
Observe your thoughts, feelings, and habitual responses
Step 3: Choose
Decide on a response that aligns with your leadership goals
Step 4: Act
Implement your chosen response
Step 5: Reflect
Consider the impact and learnings
Making Conscious Leadership Habitual
As a D-style leader, you're used to quick decisions and immediate action. This cycle may initially feel like it slows you down, but it actually enhances your effectiveness by ensuring your fast responses are also the right responses.
Implementation Strategies:
Set regular reminders to check in with yourself throughout the day
Practice in low-stakes situations to build your conscious leadership muscles
Keep a leadership journal of your experiences and insights
Share your commitment with a trusted colleague for accountability
Track your progress on decision quality and team response
Reflection: Your Conscious Leadership Commitment
Think of a recent leadership situation where you reacted quickly. How might the Pause-NoticeChoose-Act-Reflect cycle have changed your approach? What will you do to practice this cycle daily?
Your Response:
Sustaining Your D-Style Leadership Evolution
Your Monthly Leadership Evolution Tracker
Check off as you complete each item:
☐ Regularly sought feedback from team members on leadership approach
☐ Attended leadership workshop or read leadership development content
☐ Took on a new challenge that stretched my capabilities
☐ Practiced the Pause-Notice-Choose-Act-Reflect cycle consistently
☐ Measured both results and relationship outcomes in my leadership
☐ Shared my growth journey with a mentor or coach
☐ Celebrated progress while staying committed to continued growth
Your Evolving Leadership Legacy
As a D-style leader, you have the unique opportunity to model what it looks like to be both decisive and empathetic, fast and thoughtful, results-driven and relationship-focused. Your commitment to growth doesn't just benefit you it positively impacts your team, your organization, and all those you influence.
Remember: By continually evolving your leadership style, you're setting an example of lifelong learning and adaptability. Your evolving leadership style is your legacy make it one of continuous growth, positive impact, and inspiring others to reach their full potential.
Reflection: Your Leadership Legacy Vision
How do you want to be remembered as a leader? What specific changes will you commit to making in the next 90 days to move toward that legacy? How will you measure your progress?
Your Response:
For more information or to schedule your next coaching session: Chris Poyzer, MSW Cardinal Point Leadership https://calendly.com/chrispoyzer/cardinal-point-leadership-session
