Dave Pill, trainer at The Coaching Academy, Master Trainer for DISC Personality Profiling has for many years used an established personality profiling system known as ‘DISC’ as an integral part of his work. The DISC methodology was founded on years of research by American psychologist, Dr William M. Marston (1893–1947) and others. It is a remarkable tool that enables people to increase self-awareness and understand and appreciate different personalities.
I use DISC extensively with my Personal and Corporate Coaching Clients and the results have been incredible. DISC gives teams a common language and leaders the ability to motivate and manage individuals so they can create high performing teams.
DISC is based on four core personality groupings: Dominant; Influencing; Steady and Compliant.
The D-style is mainly outgoing + task-orientated
The I-style is mainly outgoing + people-orientated
The S-style is mainly reserved + people-orientated
The C-style is mainly reserved + task-orientated
Each of us is unique. We may display a combination of one or more DISC styles and may behave differently at home and at work. However, there are generally core characteristics that remain consistent – especially when under pressure.
It is valuable to understand these styles because they help us to understand ‘how people tick’. When we stop labelling characteristics as either ‘wrong’ or ‘right’ we begin to understand the world from others’ perspective. The DISC philosophy is ‘wherever there is agreement there is power’.
D-STYLE (DOMINANT)
D-styles are competitive. If they are in business, they are there to get results and have little trouble making decisions or keeping their eye on the long-term, strategic goal. They often like to be judged by results rather than methods. A D-style person has a fear of failure and tends to prefer challenging but achievable targets.
You can recognise a D-style easily because they are very direct communicators. They ‘tell it how it is’, like explanations to be brief and to the point, and do not always take account of others people’s feelings.
Driving passion: Winning
Greatest fear: Being taken advantage of
Prefers: Directing, telling
Phrases often used: I can, You can, Why not? Why don’t you? The point is…? Trust me, When?
Under pressure: Finds comfort in taking action
The danger point: May push to get started and prefer to focus on detail later.
Ask them: ‘How much do you WANT this?’
Route to action: ‘Ready – FIRE – Aim’
I-STYLE (INFLUENTIAL)
An I-style person thrives on public praise and recognition. I-styles are often creative and may have trouble settling on a single idea. They find it easy to start things, but much harder to see them through, because they get distracted or can see many different ways to deliver the end result. Deadlines are a challenge because they can be over-optimistic about what can be achieved in the timeframe.
I-styles are easy to identify because they are friendly and often flamboyant. They like to be liked and will enthuse, chat, banter, tell stories and talk about themselves.
Driving passion: Recognition
Greatest fear: Loss of popularity
Prefers: Collaborating, selling
Phrases often used: We can, I did, You can, Me too, It’ll be OK, I know someone who…, No problem
Under pressure: Finds comfort in talking
The danger point: Can be distracted by a new idea or project and not follow through on the current one.
Ask them: ‘What are you prepared to DO to achieve the goal?’
Route to action: ‘Ready – Aim – TALK’
S-STYLE (STEADY)
S-styles like clarity of purpose. They prefer to complete one task at a time and like to see things through to completion. They are great listeners and team players. An S-style person needs time to adapt to change and seeks reassurance. They prefer routine and security.
You will recognise an S-style person because their style of speech is reassuring, calm and considered. They are concerned with people’s feelings and their decisions may be based on the needs of others.
Driving passion: Harmony
Greatest fear: Change/loss of security
Prefers: Working cooperatively, listening
Phrases often used: How? How are you? We usually, We always, Talk to me, I am listening, In the past we used to...
Under pressure: Finds comfort in working with a team
The danger point: May put the feelings or opinions of others ahead of their own better judgement.
Ask them: ‘What do you feel about this?’ Route to action: ‘Ready – aim – DELAY (because I’m not sure)
C-STYLE (COMPLIANT)
C-styles are often perfectionists. They are quality conscious and like things to be right and as good as they can be. They may be slower to make decisions because they require adequate information before taking action.
A C-style person will want to analyse and understand. They will be concerned about what may have been overlooked, and will focus on facts, details and logic.
Driving passion: Perfection
Greatest fear: Getting it wrong
Prefers: Working alone
Phrases often used: Why? What if? The options are, I will look into it, I have written it down, the facts are, research states that …
Under pressure: Can suffer from paralysis of analysis
The danger point is: May wait until everything is perfect before taking action.
Ask them: ‘Do you have all the detail you need to begin?’
Route to action: ‘Ready, aim; Ready, aim; Ready, aim …’
Adapt your style
The reasons why we ‘click or clash’ with others in our personal or business life are often to do with our style of communication. The pressure points tend to occur when we try to communicate in a way that the other person wants to resist. For example, a D-style person may make decisions without listening to others’ feedback; an I-style person may dominate the conversation or talk about themselves too much; an S-style may be resistant to change; a C-style may present information using excessive detail.
Example of how DISC can be used within teams:
Focus on communicating with your team members in a way that reflects their personal preferences.
• Are they results-orientated? Give them a target and reward them with status. Tell them: I know you will deliver.
• Are they friendly and outgoing? They will be motivated by praise and appreciation. Say: I really appreciate all you have done to make this happen.
• Are they methodical? Make sure there is a clear process in place for them to follow. Ask them: What support do you need?
• Are they detail-orientated? Give them facts and figures to help them plan and complete their task. Ask them: Do the figures stack up?
Those who work together effectively will also come up with the most efficient solutions. By understanding where potential tension points are, it becomes possible to anticipate and manage situations more effectively. By helping everyone to appreciate each others’ differences, you will build a team that delivers results. People are different – but they are predictably different.
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