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DISC Assessment
DISC
Does it feel that meetings at work are not efficient? Innovated? Positive? And that by the end of the meeting you leave feeling more frustrated than when you walked in? DISC Assessment can change that. Decoding the behavioral styles of you and your co-workers can change the way meetings go and sales. Soon they will begin to have that efficiency, innovation, and positivity that is needed for growth inside and outside of meetings.
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INTRODUCTION TO DISC
Why DISC?
DISC is the most widely used behavioral assessment tool that has been adopted by organizations around the world. DISC's goal is to help organizations improve teamwork efficiency and understand the different communication styles. TTI Success Insights is the only provider of DISC assessments in the marketplace. It generates 384 unique reports, customized for leadership, sales teams, and individuals. Backed by 30 years of research, we use DISC to help reveal hidden talents and skills that create high-performing teams.
S
I
D
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Diving Deeper Into DISC
High D
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Pioneering & strong-willed
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Rude, pushy, and hard to deal with.
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Tasks are approached with a driven ambition, that continues to drive them.
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High D's are usually a CEO, manager, entrepreneur or president
Do:
Get straight to the point.
Don't:
Make Generalizations.
Dominance
The way a person chooses to respond to problems or challenges speaks about their dominant behavior. Dominance, as a DISC style, can often come off as angry, sometimes impatient, and commonly characterized by directness. Individuals who have dominant traits tend to be extroverted and task-oriented.
Gordon Ramsay-
High D
Low D
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Independent workers who are calculated and cautious
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Agreeable, low-key
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Tasks are approached in a conservative matter (but that doesn't mean they are uncaring)
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Need facts before making decisions
Do:
Let them examine all the facts
without pressure.
Don't:
Force them to make quick
decisions.
D
High I
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Engaging and unafraid of the spotlight.
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Enthusiastic, optimistic, talkative, persuasive, impulsive, and emotional.
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Tasks are best approached in teams and positive environments.
Do:
Ask feeling questions.
Don't:
Overburden them
with details.
Influence
The way we influence and relate to people and contacts varies from person to person. Influence, as a DISC style, can be seen as trusting and optimistic but also disorganized or indirect. People-oriented and extroverted are typical characteristics of influencers.
Taylor Swift-
High I
Low I
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Reflective and logical during arguments
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Pessimistic and moody
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Tasks are best achieved when working alone and behind the scenes.
Do:
Get out the crux of the
matter right away.
Don't:
Avoid small talk.
I
High S
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Steady, stable, and predictable
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Composed, resistant to change and prefer to focus on one or two tasks
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Even-tempered, good listeners, and friendly
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Sympathetic and very generous with loved ones
Do:
Focus on explaining the "how" behind your plan.
Don't:
Never be confrontational.
Steadiness
The ways in which you respond to pace and consistency relates back to your steadiness in situations. In the DISC style, steadiness can often be seen as reserved and non-emotional. At times even possessive or indirect. Introverted and people-oriented play in favor of steadiness.
Aaron Rogers-
High S
Low S
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Impatient and impulsive
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Always on the go and eager for new challenges
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Love to have variety and prefer multiple tasks
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Type to fly by the seat of their pants to achieve workplace success.
Do:
Make deadlines very clear.
Don't:
Tell them how to do their job.
S
High C
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Accurate, precise, detail-oriented, and conscientious
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Come off as passive and cautious, but systematic
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Decisions are calculated that is based on data and facts rather than a gut feeling
-
Amazing problem solvers and creative
Do:
Be patient yet persistent.
Don't:
Speak in overgeneralizations.
Compliance
The way in which we respond to procedures and constraints depends on your compliance. But in the senes of DISC style, it is seen to be fearful and at times critical and direct. Compliance is of the introverted nature, very reserved, and task-oriented.
Dalai Lama-
High C
Low C
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Firm, strong-willed, and stubborn when contributing their opinion and advice.
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Opinionated and know exactly what they want
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Can be seen as obstinate or arbitrary
Do:
Give them plenty of time to come to their own conclusions.
Don't:
Try to persuade them without supporting facts.
C
Ending Meeting Mayhem
Understanding the unique traits employees bring to the table provides more context and perspective in the workplace.
Leave your contact information to learn more about using TTI Success Insights DISC assessments in your business.
See for yourself the power of DISC!
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TESTIMONIAL
Reading your book for the third time this weekend. On Purpose!
- Todd S.
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