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Feedback gap

DISC profiles

Understanding DISC profiles

Chapter 5
Feedback gap p.12

I will be asking many questions.

Somebody said that understanding DISC Profiles can be extremely useful in dealing with customers and colleagues. I’m not so sure what it is exactly, let alone how to use it. Can you explain it to me?

Your DISC Profile gives you an indication of the behavioral style that you prefer in based on the DISC Dimensions of Behavior Model.

This model provides for four Behavioral Dimensions, each of which encompasses a set of key characteristics and personal behavioral preferences.

The acronym DISC indicates the main characteristic of each of the four styles or dimensions:

I will attempt to give direct answers.

D - Dominance

I - Influencing

S - Steadiness

C - Compliance

The table on the right describes typical behavioral characteristics of persons with High “D”, “I”, “S” and “C” preferences:

 

DISC profiles

 

High ”D”-Dominance

 

Active, positive movement in an unfavorable environment.

Observable Characteristics High ego strength forceful, competitive.

Basic Orientation Task-Oriented (Results) move people to action, Desire and cause “change”.

Positive Motivators Directness do not like to be entertained or Restrained.

Negative Motivators being taken advantage of - especially criticism of their character (self-concept/ego).

Basic Growth Factors. Impatience is a behavioral limitation, they are selective listeners, tend to have a blind spot regarding other’s views and feelings.

Sees environment as Antagonistic/Hostile

 

High “I”-Influence

Active, Positive movement in a favorable environment.

Observable characteristics Optimistic and relate to people.

Basic orientation Social-orientation; high-keyed emotionally, love to Entertain

Positive Motivators Social recognition-need companionship, group “Morale”.

Negative Motivators Social rejection-take disapproval in relationships or task criticism as personal rejection by others.

Basic growth factors Disorganization in task behavior is a competency limitation.

Sees environment as Supportive.

Sees environment as Supportive / Favorable.

 

High ”S” -Steadiness

Passive, agreeable movement in a favorable Environment.

Observable Characteristics Pragmatic the objective group members, “Team” Player or family person.

Basic Orientation Concrete results-Oriented - “bottom-line” approach, not abstractions.

Positive Motivators proven practices-objectives, procedures followed.

Negative Motivators Loss of stability-suspicious of the “unknown” change.

Basic Growth Factors possessiveness and adherence to the code of “Order”.

Tranquility is a key limitation.

Sees Environment as Antagonistic / Hostile

 

High“C”-Conscientiousness

 

Cautious, tentative movement in an unfavorable environment.

Observable Characteristics Accurate-the most precise of all patterns. The “quality control” person.

Basic Orientation Task orientated (Detail)-Highly intuitive, “People Readers”, cautious in relationships.

Positive Motivators the “correct or proper” way most self-Discipline

Negative Motivators criticism of their work or their effort in a situation.

Basic Growth Factors Overly-critical and demanding of both themselves and others because of their high standards (though this criticism is often unspoken)

I will be asking many questions.

But what practical value does these concepts have?

I will provide explanatory information.

DISC Dimensions of Behavior help you Discover and capitalize on your unique behavioral strengths. DISC can also help realize that how overusing your strengths can create misunderstandings, tension and conflict.

Knowing how to be responsive to the communication needs of others is the key to success in relationships.

Understanding the Dimensions of Behavior helps you to better under-stand the behavior of others whose strongest behavioral preferences lie in the dimensions (styles) which differ from your own.

Is there any way to determine the behavioral preference of a person, say, for instance, a customer...?

I will be asking many questions.

The DISC People Reading Guide is a most valuable tool in this regard, especially if you use it in combination with the DISC Behavioral Styles Summery:

Outgoing / Direct

  • Faster Pace
  • More telling
  • Louder speech
  • More inflection

More competitive and directing ("D" need)

  • Closed posture
  • Unexpressive / Cool face
  • Feeling unexpressed
  • Formal
  • Focuses on "What?"
  • Priority on goal and Results

 

or

Reserved / Indirect

  • Slower pace
  • More asking
  • Softer speech
  • More monotone

More accepting and doing
("S" need)

  • Closed posture
  • Relaxed / warm face
  • Feelings expressed
  • Casual
  • Focuses on "How?"
  • Priority on cooperation and stability

 

or
 
or

 

More talkative and interactive ("I" need)

  • Open Posture
  • Animated / warm face
  • Feelings expressed
  • Casual
  • Focuses on "Who?"
  • Priority on people and approval
or

 

More assessing and thinking
("C" need)

  • Closed posture
  • Unexpressive / cool face
  • Feelings unexpressed
  • Formal
  • Focuses on "Why?"
  • Priority on quality and analysis
DISC Behavioral Styles Summary

  Dominance
"D"
Influence
"I"
Steadiness
"S"
Compliance
"C"
Major Goals: Results
Control
People involvement
Recognition
Security / Stability

Accuracy
Order

Major Fears: Losing control of environment
Being taken advantage of
Rejection
Loss of approval
Sudden change
Loss of security
Criticism of performance
Lack of standards
Dislikes: Being controlled by others
Lack of results
Handling complex details
Working alone
Hostility, conflict
Unpredictability
Disorganization
Unclear explanations
Under Pressure: Domineering
Impatient
Emotional
Disorganized
Conforming
Indecisive
Withdraws
stubborn
As a buyer responds to: Options
Efficiency
Testimonials
Saving personal effort
Assurance of stability
Personal attention
Evidence of quality and accuracy
Logical approaches
Decision style: Quick Emotional / "Gut feel" Deliberate Analytical
I will provide explanatory information.

It might be a smart move to fill in your own DISC Profile, as well as those of your team members on this page. It would be very helpful in guiding you in your interaction with them.

Just bear in mind that behavioral preferences are not cast in stone and can change over time...

DISC profiles

If you are not sure of what your DISC Profile is ask your Team Leader for assistance.

My profile is that of a counselor.

Counselors are particularly effective in solving people problems. They impress others with their warmth empathy and understanding.

They find it easy to look for the good in others and have an optimistic outlook. Counselors prefer to deal with others on the basis of building long- standing relationships.


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