DISC Profiles

by Unre Visagie | November 24, 2005 8:50 am

Understanding DISC Profiles

Update: If you are considering a midlife career change[1] it is very important that you complete a DISC profile.

Somebody said that understanding DISC Profiles[2] 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[3] gives you an indication of the behavioral style that you prefer 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:

D – Dominance

I – Influencing

S – Steadiness

C – Compliance

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

High D – Dominance

• Active, positive movement in an unfavorable environment.
• Observable characteristics: strong, forceful, competitive.
• Basic orientation: task-oriented (results), moves people to action, desire to cause change.
• Positive motivators: directness, does not like to be entertained or restrained.
• Negative motivators: does not like 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, easily relate to people.
• Basic orientation:  social, high-keyed emotionally, loves to entertain.
• Positive motivators:  needs social recognition, needs companionship, needs group morale.
• Negative motivators:  social rejection – experience disapproval in relationships or criticism as personal rejection by others.
• Basic growth factors: disorganization in task behavior is a competency limitation.
• Sees environment as supportive / favorable.

High S – Steadiness

• Passive, agreeable movement in a favorable environment.
• Observable characteristics: pragmatic, objective, team payer, family person.
• Basic orientation: concrete results-oriented, bottom-line approach, prefers concrete to abstract.
• Positive motivators: proven practices, clear objectives, follows procedure.
• Negative motivators: loss of stability, suspicious of the unknown, does not like 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).

But what practical value does these concepts have?

DISC Dimensions of Behavior helps you discover and capitalize on your unique behavioral strengths. DISC can also help you realize 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 understand 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…?

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 Summary:

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

It might be a smart move to fill in your own DISC Profile[3], 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…

Example

If you are not sure of what your DISC Profile is ask your team leader[4] for assistance.

My profile is that of a counselor.

Counselors are particularly effective in solving people’s 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.

Source URL: http://careerdevelopmentplan.net/wt_chapter5_l_understanding_disc_profiles-199

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