DISC Profile Assessments for Professional Success

DISC overview

The DISC profile is a simple, practical, and easy-to-remember model that focuses on individual patterns of observable behavior and emotions. It measures the intensity of characteristics using scales of directness, openness, pace, and priority to create a unique blend of four behavioral styles:

• Dominance or Drive (D)

• Influence (I)

• Steadiness (S)

• Conscientiousness (C)

When a person uses the DISC model, they can identify their own blend of styles, recognize and adapt to the styles of others, and develop a better communication process that allows them to interact effectively with others to build mutually beneficial relationships. This is applicable in any setting, including working with teams, sales, leadership, or in other business and personal relationships.

Using DISC can provide insight into behavioral tensions, causes of stress, problem-solving, and ways to respond more effectively to conflict. When these items are identified for each individual, it leads to better relationships, both personally and professionally. For example, salespeople using DISC can develop finely-tuned selling skills based on identifying and responding to a customer's style. In personal relationships, understanding the needs, emotions, and fears of others can help us build mutually-beneficial partnerships.

DISC style overview

Dominance or Drive (D)

People with the D style place an emphasis on shaping the environment by overcoming opposition to accomplish results. They are fast-paced and task-focused.

A person with a D style…

• is motivated by winning, competition, and success

• focuses on accepting challenges, taking action, and achieving immediate results

• is described as direct, demanding, forceful, strong-willed, driven, determined, and self-confident

• may be limited by lack of concern for others, impatience, and stubbornness

• may fear losing control, being taken advantage of, or being seen as vulnerable; values competency, action, concrete results, and challenges

• values results and action, getting things done now

When communicating with D-style individuals, give them the bottom line, be brief and quick, focus your DISCussion, avoid making generalizations, refrain from repeating yourself, and focus on solutions rather than problems. Allow them to make choices and have control.

Influence (I)

People with the I style place an emphasis on shaping the environment by influencing or persuading others. They are fast-paced and relationship-focused.

A person with an I style…

• is motivated by social recognition, group activities, and networking

• focuses on spontaneity, collaboration, and expressing enthusiasm

• is described as convincing, charming, enthusiastic, charismatic, trusting, and optimistic

• may be limited by a lack of follow-through, impulsiveness, and being disorganized

• may fear loss of social approval, being alone or ignored; values spontaneity, dreaming, freedom of expression, and a variety of relationships

• values social acceptance and interaction, fun, and excitement

When communicating with I-style individuals, share your experiences, allow them time to ask questions and talk openly, and don’t get frustrated with a quickly moving, sometimes scattered conversation. Focus on the positives, avoid overloading them with details, and don't interrupt. Follow up in writing.

Steadiness (S)

People with the S style place an emphasis on cooperating with others within existing circumstances to carry out the task in a steady and predictable manner. They are slower-paced and relationship-focused.

A person with an S style…

• is motivated by cooperation, opportunities to help, and sincere appreciation

• focuses on collaboration, maintaining stability, and giving support

• is described as calm, patient, predictable, deliberate, stable, and consistent

• may be limited by being indecisive, overly accommodating, and an inclination to avoid sudden change without an opportunity to plan

• may fear sudden change, loss of stability, and offending others

• values loyalty, helping others, and security

When communicating with the S style individuals, be personal and amiable, express your interest in them and what you expect from them, take time to provide clarification. They may need some time to process. Be polite, and avoid being confrontational, overly aggressive, or rude.

Conscientiousness (C)

People with the C style place an emphasis on working meticulously within existing circumstances to ensure quality and accuracy. They are slower-paced and task-focused.

A person with a C style…

• is motivated by opportunities to gain more information and build their knowledge, show their expertise, and produce high-quality, accurate work

• focuses on ensuring accuracy, maintaining procedures and protocols, and challenging assumptions with evidence and data

• is described as careful, cautious, systematic, diplomatic, accurate, and tactful

• may be limited by being overcritical, overanalyzing, and isolating themselves

• may fear criticism and being wrong

• values quality and accuracy

When communicating with a C-style individual, focus on facts and details; minimize "pep talk" or emotional language; be patient, persistent, and diplomatic. C styles need time to process and respond so be sure to allow time for them to gather their thoughts and resources to formulate the best response they can offer.

Motivators

Just as the DISC assessment gives insight into “how” someone will behave, the Motivators assessment explains “why.” Motivators are the reasons we want to act. They help people to better understand their value hierarchy or belief system. They filter and guide decisions specifically toward the results that reflect them, and they combine uniquely for each person to influence priorities and decision making. Motivators reveal our viewpoint, our mindset, and our paradigm of thought. Motivation influences behavior, decisions, and actions. Finding ways to achieve objectives that resonate and align with core motivations is vital for superior performance. Those who better understand their natural motivators better are far more likely to pursue the right opportunities for the right reasons and get the results they desire.

Research shows successful people share a common trait of self-awareness and an awareness of those around them. Through building a greater understanding of the motivator dimensions in general, it becomes easier to see how they influence and guide behaviors to move people forward.

The Motivators assessment offers an in-depth identification and exploration of seven dimensions and how they uniquely combine to influence behavior, decision, and actions:

• Aesthetic is a drive for balance, harmony, and form.

• Economic is a drive for return on investment (including time, money, resources).

• Individualistic is a drive to stand out as independent and unique.

• Power is a drive to be in control or have influence.

• Altruistic is a drive to help others at the expense of self.

• Regulatory is a drive to establish order, routine, and structure.

• Theoretical is the drive for knowledge, learning, and understanding.

  
  
  

Emotional Intelligence

Emotional Intelligence is all about understanding and managing yourself and also understanding and managing others. It is based on an internal loop that begins with awareness of our own emotions and temperament. It continues on through self-understanding and moves towards discipline and management of the self. It then repeats these steps by connecting to the emotions of others to build more effective relationships.

Emotional Intelligence is a way of recognizing, understanding, and choosing how we think, feel, respond and act. It is based on two competencies, measured as Recognition and Management:

• the ability to recognize, understand, and manage emotions (self or intrapersonal)

• the ability to recognize, empathize, and relate appropriately to the emotions of others (social or interpersonal)

This assessment measures and provides insight into four areas of EIQ and the five sub-categories that contribute to each area:

• Self-Recognition (SeR): Self-Awareness/Understanding; Cause & Effect; Self-Appreciation, Consciousness/Assertiveness; Emotional Identification

• Social Recognition (SoR): Empathy, Sensitivity, Appreciation; Service, Compassion, Benevolence; Holistic Communication; Situational Perceptual Awareness; Interpersonal Development

• Self-Management (SeM): Self-Control, Discipline; Goal-Directed Performance, Action; Integrity, Trustworthiness; Motivation, Positive Psychology; Creativity, Agility, Flexibility

• Social Management (SoM): Developing Relationships; Leadership & Influence; Change Catalyst & Response; Negotiation & Conflict Management; Teamwork & Collaboration

  
  Research indicates that Emotional Intelligence (EIQ) can be learned and can be seen as measurable differences directly associated with professional and personal success. Furthermore, it may be responsible for up to 80% of the success we experience in life. This assessment serves to heighten awareness of our own EIQ, identify relative strengths and weaknesses based on our emotional dispositions, and provide a framework for interpersonal and intrapersonal effectiveness. Boost your interpersonal conflict management skills as well, and learn to tactfully deal with difficult people during stressful situations.