Why DiSC Assessment?
DiSC is an tool that provides a determinant of human behaviour and “How People Act”.
It provides an interpretation of peoples “Natural” style versus their “Adaptive” style.
It is a simple way for people to understand their behaviour, others’ behaviour and learn to adapt their communication style to improve interpersonal and professional relationships.
This can assist not only individuals in learning to understand and adapt their behaviour but for managers to understand their staff and differing communication styles, and to assist in addressing possible areas of conflict or lack of or non performance.
It is a valuable first step in identifying training needs and requirements of staff and management.
Overall, there are four main behaviour styles. Would you like to know what they are?
The Four Behaviour Styles
DISC can be grouped into four major “behavior styles” and they people to exhibit specific characteristics common to that particular style. All individuals possess all four, but what differs from one to another is the extent of each.
The Four Behaviour Styles are:
- Dominance – relating to control, power and assertiveness
- Influence – relating to social situations and communication
- Steadiness (submission in Marston’s time) – relating to patience, persistence, and thoughtfulness
- Conscientiousness (or caution, compliance in Marston’s time) – relating to structure and organization
These four dimensions can be grouped in a grid with “D” and “I” sharing the top row and representing extroverted aspects of the personality, and “C” and “S” below representing introverted aspects. “D” and “C” then share the left column and represent task-focused aspects, and “I” and “S” share the right column and represent social aspects. In this grid the vertical dimension represents a factor of “Assertive” or “Passive”, while the horizontal dimension represents “Open” vs. “Guarded”.
- Dominance: People who score high in the intensity of the “D” styles factor are very active in dealing with problems and challenges, while low “D” scores are people who want to do more research before committing to a decision. High “D” people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering. Low D scores are considered those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.
- Influence: People with high “I” scores like to influence others through talking and activity and tend to be emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic. Those with low “I” scores are influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.
- Steadiness: People with high “S” styles scores want a steady pace, security, and do not like sudden change. High “S” individuals are calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced. Low “S” intensity scores are those who like change and variety. People with low “S” scores are considered restless, demonstrative, impatient, eager, or even impulsive.
- Conscientiousness: People with high “C” styles like to adhere to rules, regulations, and structure. They like to perform quality work and do it right the first time. High “C” people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, and tactful. Those with low “C” scores will often challenge the rules and want independence and are described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and unconcerned with details.
DiSC is used for personal growth and development, training, coaching and management of individuals, groups, teams, and organisations.
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