The DISC team profiling is an accurate personality analysis that can be used to predict the behaviour of individuals. Whether they be on their own and or with others. It can help you to place the right person in your business, working in an environment that suites them. However the DISC is not infallible. It has its limitations. Where it can fall down is due to the fact that people are never just one personality. They are all a combination of the four, just in different ratios. Everyone is dominant in one with usually another trait closely following it. The DISC analysis is a guide to show you the relative strengths you have in each of the four areas. The one that you score the highest in will be your dominant trait, which will be the one that describes you best below.
THE FOUR BEHAVIORAL STYLES – STRENGTHS
1: Dominance – High “D” Style
Dominant Styles often prefer strong directive management and operational tendencies and work quickly and impressively by themselves. They try to shape their environments to overcome obstacles en route to their accomplishments. They demand maximum freedom to manage themselves and others, using their leadership skills to become winners. Additionally, Dominant Styles often have good administration and delegation skills. This matches their motivating need. In fact, if they could delegate their exercise regimes or visits to the dentist’s office, they probably would.
These assertive types tend to appear cool, independent, and competitive. They opt for measurable results, including their own personal worth, as determined by individual track records. Of all the types, they like and initiate changes the most. We symbolise this personality type with a lion – a leader, an authority. At least, they may, at least, have the inner desires to be #1, the star, or the chief.
2: Influence – High “I” Style
Interactive Styles’ primary strengths are their enthusiasm, persuasiveness, and friendliness. They are idea people who have the ability to get others caught up in their dreams. With great persuasion, they influence others and shape their environments by building alliances to accomplish results. Then they seek nods and comments of approval and recognition for those results. If compliments don’t come, Interactive Styles may invent their own. “Well, Harry, I just feel like patting myself on the back today for a job well done!” They are stimulating, talkative, and communicative. A porpoise -playful, sociable, and talkative, can represent this type.
3: Steadiness – High “S” Style
Steady Styles are the technician that is dependable and consistent. You can count on Steady Eddie to show up and be ready to work on the daily. They will be on-time in the morning, and will be properly dressed. Keeping their eyes, ears, and mind open, they know that everyday is a new day to learn. So instead of shutting down new ideas, they embrace them. They are loyal and are not constantly threatening to jump ship. The Steady Style understands that business has its ups and downs, and that you are working hard for the team, and they support you.
Steady Styles are easy to work with as they are part of the team. Because of this, they prefer stable relationships which don’t jeopardise anyone, especially themselves. The Steady Style can be represented by the koala with its accompanying slower, steady pace; relaxed disposition; and appearance of approachability and warmth. They have a tendency to plan and follow through. This helps them to routinely plug along.
4: Conscientious – High “C” Style
The Compliant Styles’ strengths include accuracy, dependability, independence, clarification and testing skills, follow-through, and organisation. They often focus on expectations (e.g., policies, practices, and procedures) and outcomes. They want to know how things work so they can evaluate how correctly they function. We picture a fox as an appropriate symbol for the Compliant Style – cagey, resourceful, and careful. Because they need to be right, they prefer checking processes themselves.
THE FOUR BEHAVIORAL STYLES – WEAKNESSES
1: Dominance – High “D” Style
Less positive Dominant Style components include stubbornness, impatience, and toughness. Naturally preferring to take control of others, they may have a low tolerance for the feelings, attitudes, and “inadequacies” of co-workers, subordinates, friends, families, and romantic interests.
2: Influence – High “I” Style
Their natural weaknesses are too much involvement, impatience, being alone, and short attention spans. This causes them to become easily bored. When a little data comes in, Interactive Styles tend to make sweeping generalisations. They may not check everything out, assuming someone else will do it or procrastinating because redoing something just isn’t exciting enough. When Interactive Styles feel they don’t have enough stimulation and involvement, they get bored and look for something new again… and again… and again. When taken to an extreme, their behaviours can be seen as superficial, haphazard, erratic, and overly emotional.
3: Steadiness – High “S” Style
Steady Styles have their own type of unique difficulties with speaking up, seeming to go along with others or conditions, while inwardly, they may or may not agree. More assertive types might take advantage of this Steady Style tendency to give in and avoid confrontation. Additionally, Steady Styles’ reluctance to express themselves can result in hurt feelings. But if they don’t explain their feelings, others may never know. Their lack of assertiveness can take a toll on this type’s health and well-being.
4: Conscientious – High “C” Style
Their tendency toward perfectionism, taken to an extreme, can result in “paralysis by over analysis”. These overly cautious traits may result in worry that the process isn’t progressing right, which further promotes their tendency to behave in a more critical, detached way.
DISC psychometric assessment is complimentary in one-to-one coaching, or can be used for a DISC team profiling during a workshop session. It never fails to motivate.
