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Using Team DISC Assessments: Team Application

Posted on June 5, 2017 by Christina Bowser

Team DISC Assessments are highly useful tools in helping identify a team’s preferred way of doing things, natural strengths, and areas of development. In addition, team DISC reports can provide supporting information on how teams can work more effectively.

We rely on teamwork to get things done, but not all teams function smoothly. Teams need tools that help them to become more effective; even successful teams can improve. Team DISC Assessments can provide supportive information for teams to achieve success.

Stop! Before You Use Team DISC Assessments!

First off, team members only need to take one DISC test. The resulting DISC report is designed to help the respondent understand his/her own preferred ways of behaving. One of the goals, leading to the team DISC assessment, is to increase self-awareness and understanding of how each respondent interacts within the team. You can use the 4 Steps to Effective Communication approach to debrief the individual’s DISC profile. Start by helping team members understand the 4 DISC types. Then focus on their own styles, learning to identify DISC styles of others, and finally, practice how to adapt to be more successful. The goal here is to increase self-awareness.

After the individual review, now focus on how the respondent fits in the team. Team members can better understand how their preferred DISC personality type shows up in a team. They learn what strengths they can bring to a team. In addition, they can become aware of how their team members view their DISC style. They can use the DISC results to learn how to be an even more effective team member.

Where Can You Use Team DISC Assessments?

Now, respondents can come together as a group and progress to use the team results. Team DISC Assessments can help identify the relationship dynamics of teams. However, there is more than one way to use team results beyond just the team setting. Managers can use it to better manage and lead their employees. CEOs and business owners can use the DISC tool to make strategic decisions. You can also use the team DISC tool at an organizational level. For example, how can we better understand why we have high turnover rates? Are certain DISC profile types leaving our company at a higher rate than others? Leadership then may have more valuable information to make strategic decisions.

The bottom line is that it’s not just a team development tool. Our webinar and blog will address more ways to use team DISC assessments in a continuing Using Team DISC Assessments series.

Using Team DISC Assessments in Team Applications

Teams have challenges that may be highly visible, including inter-personal issues, conflicts, and friction. Therefore, it’s difficult to understand what’s underneath all those overt and sometimes distracting issues. The team report maps can really simplify complex issues because it’s a visual image of how team members relate to one another.

Another strength of DISC is that it does not make value judgments; there is no good or bad, high or low scores when it comes to DISC styles. We simply have preferred ways of doing things. Teams can then have a safe and well-defined setting to discuss and understand their team’s dynamics. Team members can talk about their teams using the DISC language in a way that is non-judgmental. Additionally, people can be more self-aware when seeing team members’ results and how their own style interacts with others.

Why Start with Team DISC Assessments Exercise?

There is no set way to use the team assessment, but a great place to start is with a DISC exercise. Do it before presenting the team DISC results. A simple DISC exercise can help to start discussion.

First, ask the team to identify their primary goals to achieve success. Next, ask team to identify the behaviors needed for the team members to practice daily to achieve those goals. Lastly, map the behaviors in the DISC quadrants. Try using a blank DISC Diamond flip-chart paper. Focus solely on behaviors when mapping on the DISC quadrants.

Typically, behaviors tend to focus in on two of the DISC quadrants. Before further discussion, ask the team to agree, that if they practice these identified behaviors they will more likely reach their goals. Now you have an upfront commitment from the team. It’s candid feedback.

Understanding the Team DISC Profile Using the Shotgun Map

People typically start with the Shotgun Map. The Shotgun Map will show the natural styles of the team members. We can look at the team more objectively because there are no names. The Shotgun Map can be used to view the team at a macro level and focus on the big picture. There is no ideal team make-up. Teams are not usually distributed evenly amongst the 4 DISC quadrants. Context is everything. For example, think of the distribution of a sales team versus an auditing department. We need to understand job functions and goals teams need to accomplish.

We can look at the Shotgun map to help identify strengths and weaknesses. Groups of styles (dots) in any quadrant may be identified as a strength because it’s comfortable for members to handle those behaviors. However, if the team doesn’t have identified behaviors in those DISC quadrants then it may be a liability; always keep in mind the context of the team and goals it is trying to achieve. Weaknesses may occur if there is no concentration of styles in a DISC quadrant, but again context is important.

Concentration of DISC Styles of a Team

A simpler way to look at the DISC Diamond is to divide the model into halves. The top half of the DISC model reflects DISC styles that are task-oriented versus the bottom half, which are DISC styles that are more people-oriented. You can divide the DISC models from left and right. DISC styles are more reserved on the left side, whereas, the DISC styles are more active on the right side.

Dividing the DISC model allows us to focus on concentration of DISC types. People tend to gravitate to roles that fit their style. Think of a job in your career that has been of a struggle and think of the job requirements. Where do they tend to fall on the DISC Diamond? Though many of us can thrive when we are forced out of our comfort zone, most people tend to gravitate to jobs and roles that match their DISC style. That is one reason why we tend to see concentrations of DISC styles when we look at Team DISC Assessments.

Concentrations of styles can amplify strengths of the group, but it can also amplify the areas of development. Similar styles tend to feed off the energy of each other. Make sure to ask the team for examples of when concentrations of styles work and don’t work. Discussions can focus on identifying settings where it happens, but also how it may not benefit to the team’s goal.

Using Team DISC Arrow Map

The Team DISC Arrow Map shows the natural style of team members and the adjustments they may be making. Team members needed to have taken the DISC assessment around the same time. Arrows are like a snapshot of the time in which the team member took the DISC questionnaire.

When looking at the arrows, focus on where the arrow is moving towards, but also focus on where the arrow may be moving away from. Also, look to see if there is a pattern of movement. Are the team members’ arrows moving in a similar direction?

Do the arrows make sense? This team may feel more motivated or the need to focus on more people-oriented behaviors. In the sample Arrow Map, there appears to be some pressure, motivation, or demands that are pushing the arrows primarily downwards. Tie the arrows back to the behaviors the team originally identified as necessary to achieve goals. If the arrows don’t make sense, then why don’t they? What changes does the team need to make in its behaviors to achieve the goals?

What Do We Do with DISC Team Profile Results?

Modifying behavior takes energy. There are two components in the context of the team. The first looks at what individual changes does the team member need to make to help the team. Then, what changes does the team collectively need to make? Remember, we can only control our own behaviors. We cannot force others to change and therefore, team pressures can prevent change. Teams must be committed to making changes; individually and collectively. Team members have different roles and styles, and therefore, may have differing adjustments in order for the team to succeed.

Don’t forget to keep revisiting the exercise results because it’s difficult for the team to argue on goals and behaviors the team itself identified. We have covered just a few sections of the team report. There are different sections of the team report that DISC facilitators favor. The team DISC report is highly valuable even if team members have taken it at different times. Ultimately, teams can use the team DISC results to identify the natural style of each team member, how it affects team dynamics, and what behavioral adjustments can be made to meet the goals of the team.

Team DISC Assessments Pt II: The Manager, on June 15, 2017

Sign up for the next webinar in our continuing series, Team DISC Assessments Pt II: The Manager, on June 15, 2017. How can managers use the DISC tool to better manage, develop, and lead their employees?

Practicing One DISC Communication Exercise at a Time

Posted on June 2, 2017 by Christina Bowser

Now that you’ve learned about the DISC profiles, also known as DISC personality types, you’ll want to start to build it into your daily interactions. Practice one simple and practical DISC communication exercise often to help you improve and succeed with other people.

Some of us may be thinking of a dog exercising with his frisbee disc when talking about DISC and exercising! However, each DISC communication exercise below is about improving our interactions with others. You’ll find with practice you won’t even have to think about DISC. It will just be part of how you interact successfully with others. The golden rule is to keep it simple and practical. Below are some useful DISC exercises to practice.

DISC Communication Exercise #1: Identify Everyone You Interact With

A great way to start is to remember the 4 DISC types; how they are similar and how they are different.

Now, think about each person you have an interaction with, whether it’s the cashier at the grocery store, your boss, your child’s teacher, or a prospect. Practice identifying their primary DISC style. Try observing body language, tone of voice, words they use, eye contact, and what they prefer to talk about. You can even consider the types of questions they ask.

If you find it challenging to identify a person’s style then try focusing on the DISC styles he/she is not. What is his/her least comfortable style?

You can even make a list out of curiosity. Demographically, did you meet more D,I,S or C‘s during a certain time period? Adding up your DISC types for the day doesn’t necessarily mean anything, but for data junkies it could be fun! In any event, you are now well on your way to using DISC to improve your daily interactions. Your phase two for this exercise would be to make the best adjustments in each interaction.

DISC Communication Exercise #2: 4 People You Know

You can also practice with 4 people you know. Again, think of the 4 DISC types. Can you match up someone you know with D-Style, I-Style, S-Style, and C-Style? Now that you have 4 people in mind, which one of them is easiest for you to interact with? Who is the person that, when you are talking, the conversation just flows. It’s easy. You understand what the other person is clearly saying. You may even feel energized! What’s his/her DISC profile type?

Next, think of the person, out of the 4 you’ve identified, that is the most challenging for you to communicate with. Have you ever had to take a deep breath beforehand, as if you’re preparing for battle? Maybe you’ve avoided interactions as much as possible? When you’re talking to this person you may get frustrated because you don’t quite get what he/she is saying. You may also have an uncomfortable feeling the other person is experiencing the same. You tend to walk away feeling disappointed, frustrated and even tired. What’s his/her DISC profile type?

Often times, the most comfortable DISC style for you is the one that is most similar to your own. The one you find most challenging is often times the DISC style that is opposite of your own. For example, D-styles and S-styles tend to be more opposite. D-styles prefer to focus on tasks and tend to be more individualistic. S-styles, on the other hand, often prefer to be part of a team and focuses more on people over tasks. C-styles and I-styles are also more opposite. C-styles prefer tasks and working alone whereas, I-styles prefer people and more people!

Think about what adjustments are needed for interacting with styles opposite of your own.

DISC Communication Exercise #3: Top 3 START and STOP Lists

Experience has shown creating a concise, simple and specific action plan is the best way to improve performance. To do so, you can create your “Top 3” list. Try to create simple goals that you can accomplish by being more self-aware and making some adjustments to your natural behaviors.

Now that you understand DISC profile types better, list three important items you will START doing that may not come naturally to you. For example, if you’re someone who focuses more on people than tasks, then try creating a “to do” list for the day. Now focus on getting those “to do” list items completed. Another example, if you are someone who goes right to your desk and gets to the task at hand, then make it a goal to stop and chat with a co-worker for 5 -10 minutes everyday.

Another approach is to list three important items you will STOP doing. Certain behaviors are more comfortable to your DISC style. For example, as a D-style, stop interrupting others even though you have something important to say or you can wrap up the conversation quickly. Instead, slow down and allow the other person to finish speaking. Just don’t forget to breathe!

Just remember this…

In addition to the DISC communication exercises above, you can refer back to your DISC report, and you can also contact your DISC coach or DISC trainer. Try any DISC communication exercise that works best for you or feel free to create your own. While it’s a fairly simple concept the more you practice the more automatic and easier it becomes. Bottom line, is that we need to practice using DISC often.

DISC Yearbook Quotes: What Would Your DISC Style Write?

Posted on May 25, 2017 by Christina Bowser

Remember how exciting it was to receive your yearbook at the end of the school year? Did your school hold the tradition of writing friends a farewell in your yearbook? If you did, try to remember what you used to write to your friends. Did it reflect your DISC style?

Whether it was a signature or a long note from a friend, I still feel nostalgic looking through the pages of my old yearbooks with my classmates’ farewells. I remember what I used to write in my friends’ yearbooks: usually a long note going on about how happy I was to grow so close to them, and hopefully we would be friends forever! Even back then, my DISC style came out in what I would be writing to my classmates. My DISC style is still reflected in my writing today. Thinking about it now, what would your DISC style write in your classmates’ yearbooks today? Does it match what you would’ve written then?

What would your DISC style write in a yearbook today?

The infographic below shows an example for each DISC profile type as to what they might write in a yearbook. Do you think your DISC style matches the quotes below?

Even if you disagree with some of the DISC yearbook quotes above and are saying, “I wouldn’t write that,” think about how the quotes reflect the behaviors of the DISC styles. D-Styles first, would keep their quote concise. D’s like to take risks and get things done quickly. This short quote, encouraging you to take risks, reflects the characteristics of a D-Style. The lengthy I-Style quote already shows the behavior of the very outgoing, talkative I-profile. At the end of the quote, the I-Style promises to keep in touch, which supports their tendency to over-promise! The S-Style quote reflects the S-profile’s characteristic of being resistant to change. Change can be difficult for S-Styles to accept. Lastly, the C-Style quote reflects the analytical behavior of the C-profile, who can spot mistakes and typos easily! They may even intentionally look for them!

Putting all yearbook notes to your friends aside, your DISC style is reflected in your everyday behavior. Look at your emails, your texts, and your social media posts. Does your DISC style come out in what you write? If you have interesting examples, share them!

Successful DISC Training…What’s Next?

Posted on May 18, 2017 by Christina Bowser

Your participants take the DISC profile assessment, complete a successful DISC training, and are now motivated to use their DISC knowledge. However, “the real world” can derail that from happening.

What do you do now that you’ve delivered a successful DISC training on communication, leadership, customer service, or team building, etc.? Your clients are going back to their workplaces, and of course, get slammed with project deadlines, meetings, emails, and phone calls. How do we help them succeed in using DISC and becoming more successful?

The key to a successful DISC training is not the training itself, but what your clients do with their DISC knowledge afterwards. Success comes with actual usage of the DISC tool. What we don’t want to happen is for the DISC report to be filed away in a desk drawer. Following up is best, for both you and your clients, when you can follow a simple process.

What comes after a successful DISC training?

As DISC trainers, one of the biggest challenges beyond delivering the DISC workshop, is to create a follow-up plan that ensures successful use of the DISC tool. There are multiple options DISC trainers can use. Find what works for you. However, there are factors that can strongly support your clients’ successes.

The most important thing is for the message to be clear from the top of the organization. People need to hear from top leadership, “this is why DISC is important, this is how we will help you to learn it, and this is what we will expect from you”. Leaders needs to use DISC language daily so their employees recognize the value DISC has in their organization. Making DISC part of an organization’s culture requires regular reinforcement.

In addition, all levels of managers, from top down, must ask this question often, “What DISC-style is the prospect, client, co-worker, etc.?” All of the employees need to know DISC is important and they are expected to use it. The question should be asked in one-on-one interactions AND in group meetings. This virtually guarantees DISC will become part of the culture.

Using DISC training materials as reinforcement tools

A great way to transition from DISC workshop to real world is to provide reinforcement tools that create practice. You could give takeaway exercises that reinforce DISC. For example, ask people to practice identifying DISC profiles by the questions DISC types ask. Another mental exercise could be to identify a person’s least comfortable style and then think of what types of adjustments can be made to improve interactions.

There are visual reminders and tools to use as a follow-up a successful DISC training. DISC training materials are available or you can even create your own. Extended DISC provides different DISC training materials to support the Extended DISC Assessment and promote further use of DISC. Some of the DISC training materials include the Self-Development Guide, DISC Quick Reference Cards, and DISC Quick Overview Cards.

The Extended DISC Self-Development Guide, not only reviews DISC styles, but further explains the DISC report. In addition, it’s a workbook. You can direct participants to the “My Communication Strategy” worksheet to practice identifying DISC styles of others and strategies to adjust styles to improve how you interact with others.

Whichever DISC training support material you use, make sure it’s simple and handy so people can revisit it often.

Reinforcement reports go beyond DISC profile results

The DISC report is one way to better understand our DISC style. In addition, a person’s DISC profile result can also be viewed in supporting DISC reports. These reinforcement DISC reports focus on specific areas of communication including motivation, overuse of strengths, and how our DISC style handles pressure.

The follow-up reports don’t require people to take an additional DISC test. They are brief, simple to use, and include exercises to further one’s DISC knowledge. Since they are topic-specific, you can highlight different reports to send out. What if you don’t want to send out more reports? Remind clients the DISC report is dynamic and can be revisited. You can follow-up by simply highlighting a section of their DISC report. Try directing clients to revisit the sections on their “decision-making” style or “how they tend to show up under pressure”. The key here is to build on what they learned, maintain self-awareness, and practice DISC knowledge.

Using DISC training videos as follow-up tool

You can use the DISC training videos before, during, or after a DISC workshop. However you use them, the short, animated DISC videos make a quick introduction or follow-up; as well as a reinforcement tool “to any DISC workshop”. Each of the 2 – 3 minute videos cover one of the 4 DISC types. For example, send an email to your clients with the link to view the D-style overview video the first week. Then, follow up with the other I-style, S-style, and C-style videos once a week. This is a simple and continuous reinforcement of the DISC styles.

Final thoughts on post-workshop success

You can use any or all reinforcement tools and be successful. However, make sure it’s applicable to your audience. For example, if you are working with a sales group, try to highlight the use of DISC in a cold call or in client follow-up. When you have a group of leaders, it’s a great time to have them track how many times they ask the question, “What DISC-style is…?”

It’s always best to focus on follow-up tools that are simple to use. Your goal should be to reinforce self-awareness and have participants routinely practice adjusting to better interact with others. In doing so, you will be developing people’s DISC knowledge and thus, increasing their successes.

Overcoming Misconceptions about DISC Styles

Posted on May 12, 2017 by Christina Bowser

We have differing views of DISC personality types based on our own perceptions. Hence, we may also have misconceptions about DISC personality types.

When we talk to other people about DISC styles we notice that people have differing views of others. They are different for various reasons. These views are sometimes inaccurate, but can grow into lasting biases and misconceptions about DISC styles.

As human beings, we make judgments on other people. We hold pre-conceived views because it allows us to make decisions about others quickly. However, they can also cloud our judgment.

How do misconceptions about DISC styles start?

Our judgments of others can become lasting beliefs. In addition, our misguided beliefs can become strong biases that can hinder our ability to interact effectively with others. Biases cloud our judgment by creating overly positive or negative beliefs. We can believe in bad behaviors of others that may not exist.

We tend to put our own behavioral style on a pedestal since we have a stronger emotional tie to our own DISC style. You can assign behavioral traits that are simply not accurate. When we do that, it becomes an obstacle to our own success.

For example, let’s say that you’re a sales professional. If you have misconceptions about the S-style, it can impact what you believe your S-profile prospects will and will not do. In fact, you could actually impede your sales process by applying your bias to the interaction. If you believe S-styles are indecisive, you may give up early in the sales process and lose a sale. We need to be aware of these biases so that they do not become obstacles to our own success and to people around us.

How does culture play a factor in DISC?

DISC helps us understand how we do things; how we communicate, how we lead, how we sell, etc. Sometimes, people look at DISC test results and are tempted to read too much into them. We may assign too much value to the information. We need to understand what we are actually measuring and also, what we are not measuring.

There are other factors that go into understanding DISC styles of others. We also need look at the context in which we interpret DISC assessments. For example, culture is one factor. We need to look at DISC in a cultural context. Culture can mean many things. Culture can be applied to countries, cities, companies, or even teams. For example, the phrase “fast-paced” means something different in New York City than it does in Honolulu.

What additional factors impact what does DISC measure?

Next, we need to be clear that only the Extended DISC assessments are measuring natural hardwired behaviors. The results focus on our steady and natural DISC style because it is the most accurate starting point for our development. We also look at our conscious behavior, which describes how people feel they need to adapt in their present setting.

However, we also need to address other factors such as attitudes, values, skills, knowledge, experience, etc. These factors also impact and play a role in how successful we are. Ultimately, we are trying to become more successful by modifying our behavior.

We need a starting point to understanding DISC

First, we need to understand the DISC model. DISC itself is neutral and does not make any value judgments. It does not categorize good, bad, better, or worse.

Next, DISC does not limit a person. DISC can tell us how a person prefers to do things, but it doesn’t set limitations. You should not use a DISC style as an excuse. Your primary DISC style does not limit you from excelling in any aspect of your life. Someone may decide that a person cannot be a leader or sales person based on his/her DISC style. However, that is a value judgment and is not based on DISC.

We can create personal biases, which we need to be aware of, and keep them in check. Otherwise, they become obstacles to our success. Another bias is that we tend to assign more positive traits to people who are similar to ourselves, while we tend to have more misconceptions about styles that are different than our own. In addition, don’t just think about your bias when viewing others, but also what misconceptions others may have about your own style.

Misconceptions about DISC: the D-style

D-style attributes may be given more value in different cultures. For example, in the United States, D-style behaviors such as decisiveness and independence tend to be given more value in leadership. In other countries or organizations, those same behaviors can be viewed as negative leadership traits.

We think of D-styles as being competitive and therefore, they must always win or be all about winning. Do you think of D-styles as being results-oriented? Are they all about getting the task done and achieving results? That may have some truth to the task-oriented D-style; however, we assume that the results will always align with the organization. That is not always true. The D-style may be focused on their own individual results and goals that you may not be aware of.

D-styles are known for making decisions very quickly. Hence, we may assume that they will always make good decisions. This is not always the case. While, they prefer to make quick decisions that may even involve some risk for a fast reward, they are also prone to make poor decisions because they do not evaluate all the alternatives. However, D-styles make the wrong decision they don’t dwell on it. They move on and continue to keep making quick decisions, while assuming the risks.

Misconceptions about DISC: the I-style

I-styles are known for being spontaneous, but does that mean they are superficial? Of course not! We have all met I-styles that are very successful and have a lot of substance.

We think of I-styles as optimistic and positive. Have you ever heard of the “glass half-full?” The I-style sees the glass as overflowing! However, it doesn’t mean the I-style is always happy. I-styles tend to display stronger emotions. When things are going well, the I-style sees it as things are going wonderfully. When things are not going so well, they may view it as going horribly. However, they may be more likely to hide the bad feelings because they want to be seen as positive.

I-styles are often seen as disorganized because they tend to focus more on people than on tasks. However, they can execute and be very reliable. Again, other factors must also be considered when assigning descriptors to DISC styles.

Misconceptions about DISC: the S-style

We may admire S-styles because they are laid-back and patient, but we also may label them as indecisive. They come across as slower in decision-making because they often are considering how the decision impacts people around them.

We may think they are pushovers, but they can be very stubborn and persistent. Think of a powerful and fast car like a Ferrari, which can go from 0 to 60 in 3 seconds. S-styles are more like a freight train. They are slow to get going, but they go full steam once they do. They are hard to stop until they are done. Try to keep pushing a S-style and there’s a good chance you will not find a pushover. S-style are laid-back, but they have limits you may not be aware of.

Misconceptions about DISC: the C-style

We often describe C-styles as analytical and somewhat timid because they may not speak up or show emotions. However, they show emotions like everyone else, but may not express them the way other styles do. When a C-style compliments you they will do it with deep sincerity because they are more economical in their choice of words and prefer to avoid small talk.

We may have a misconception that being analytical automatically indicates intelligence. There are many intelligent C-styles, but it does not equal being analytical. They can come across as timid, but that doesn’t mean they will not speak up. They can be extremely talkative; especially if it’s a topic they are interested in or have knowledge about.

Self-awareness is key

Self-awareness is the key to understanding misconceptions about DISC styles. Our DISC training videos highlight some of the misconceptions about DISC. We need to be more aware that we judge and assign traits to people. Stop and think, “Is that really true?” Those misconceptions will cloud your ability to modify your behavior. Overly optimistic or negative beliefs need to be clarified and validated, or be removed.

There is a good chance that when we promote misinterpreted beliefs that they can become a self-fulfilling prophecy for people around us. When we make assumptions about each DISC type then we could just be auto-piloting because it is easier than to actively identify and adapt. We need to practice awareness in each of our interactions by knowing how we prefer to communicate, identifying styles of others, and making appropriate adjustments to become more successful.

KISS My DISC: Simple DISC Approach Works Best

Posted on May 3, 2017 by Christina Bowser

Have you ever found yourself over-thinking and complicating things when coaching DISC? Then try focusing on the DISC basics, using a more simple DISC approach.

You have most likely heard of the KISS model (Keep it Simple Stupid). While we are definitely NOT stupid, keeping it simple in the things that we do can help decrease misunderstanding and mistakes. A simple DISC approach can also increase learning and motivation. You can apply the KISS model to DISC and communication, and to debrief DISC reports.

Where to start when debriefing DISC

You can use any approach for debriefing or teaching DISC since the respondent(s) doesn’t know what they don’t know. Hence, try starting at the lowest level of interpretation and work from there. When using DISC, go only as deep as you need to go. Remember that less is often more! Below you will find some ideas on how to do this.

Looking at DISC styles

We, as coaches, managers, and trainers, try to avoid over-analyzing DISC reports. How much information does your client really need to get started? We also need to be careful to not step outside the limits of the DISC data. Most of us are not psychological professionals, but we can still provide sound expert advice based on the DISC reports by using a simple DISC approach.

Let’s look at a sample. Assume that John Smith (not a real person) took the DISC test. Based on his self-evaluation, there are simple facts we observe when looking at John’s DISC style. You can clearly see that John’s DISC profile is located in the I-style quadrant by the dot placement, as well as the pink shading. DISC trainers may even be able to further identify that his DISC profile is plotted in the “IS” section of the DISC Diamond. Hence, he is an “IS” DISC profile type or simply put, a mix of I-style and S-style.

S-profiles and I-profiles are on the people-oriented, bottom-half of the DISC model. The DISC report can provide us further information about the relationship of John’s I-style and S-style . For example, the DISC report will clearly show that John is 50% I-style and 50% S-style.

Use the Simple DISC approach to debrief DISC reports

We can make some general assumptions based on John’s DISC style. For example, he most likely prefers to focus on people and feelings over tasks and facts. John may be friendly and be more on the emotional side. There is a good chance that he is open and enjoys interacting with others. John may even be someone who can lose track of tasks. However, these are still assumptions based on his natural style. Remember that the DISC tool is supporting information to understanding John’s behavioral style better and never a sole reason for making decisions about him.

While we want to keep it simple, we also need to avoid over simplifying. John’s ability to adapt, adjust, and his experience also play a role in his ability to communicate and interact effectively. Having said that, any additional information we can provide John, and perhaps his manager and co-workers, can be very useful.

DISC Report Favorites and Pacing

As DISC facilitators, we tend to have our favorite sections of the DISC report. Highlight them so people have a solid starting point to understanding DISC. The “John at a Glance” page or a DISC overview page is a great place to start once you’ve identified John’s DISC style. An overview page provides a visual picture of John’s style. John may still be trying to fully grasp DISC profiles, but he can easily see and understand descriptor words that describe his style:

Sometimes we want to provide as much information as possible, but we need to practice what we preach. Primarily, you need to identify the style of your client. You know that D-styles and I-styles prefer to move quickly and not to focus on too many details. You will lose them with too many details and facts. S-styles and C-styles are interested in details and facts, but don’t like to be overwhelmed with data and info, all at the same time. Slow it down and give them time to process data and facts. All of these are good reasons to keep it simple, at least to start. Pace the debrief session to the DISC style of your client.

Hence, a quick overview to the DISC report can be as simple as identifying the DISC style and viewing the overview of the DISC style. Remember, the DISC report can always be read and understood further, but at the pace of the individual.

Keeping it Simple DISC Final Thoughts

Hopefully you recall the 4 Steps to Effective Communication. There really is no better approach to improving how we interact. Simply put, people have different styles. Next, be aware of your own style and then, learn to identify the style of others. Finally, adjust your style to improve how you interact with others. The Extended DISC report is build on the 4 Steps to make it even easier for you to debrief.

The DISC assessment should not be the sole criterion for making decisions about oneself. The purpose is to provide supporting information for the person’s self-development. Use the DISC report to help the person learn more about himself/herself.

DISC helps us better understand how people do what they do, but we don’t know why they do it. Start at the basic level when debriefing the report, provide simple DISC information, and don’t make too many assumptions. Don’t make it more than it. In other words, less is often more!

Over-coaching can be more harmful than under-coaching. Keep it simple!

John Madden, Hall of Fame NFL football coach and broadcaster

Preferred DISC Communication Styles

Posted on April 27, 2017 by Christina Bowser

Have you ever thought about how the 4 DISC types prefer to interact with you? If you can identify peoples’ preferred DISC communication styles then you have an effective tool to better interact with them.

The 4 DISC types have preferred DISC communication styles. They have preferred ways in which they are more comfortable when interacting with others. Some DISC profiles share similarities and some are very different.

Are you communicating your information and ideas effectively?

Communication is about exchanging information and ideas with others. It can be easy, but it can also be challenging. We need to use all tools available to us to improve how we interact with others. One way is to use DISC. First, know that people communicate differently. Second, know that we have our own preferred DISC style. There’s a good chance your DISC style will not be the same as others you interact with. Next, we need to identify the DISC style of others so that we know how that person prefers to interact. Finally, we modify our own DISC style to communicate more successfully. When we make these adjustments to our DISC style then we can better engage others. They will be more interested in what we have to say and we will most likely have a better outcome.

Preferred DISC communication styles of the D-Profiles

D-profiles often communicate in one direction. They talk and expect others to listen. D-profiles express their own opinions as fact; meaning their opinions need no further discussion. They may be blunt and they can often challenge others. Your interactions with the D-profile may feel like a competition. You will need to stand toe-to-toe. Since they want to move and complete tasks quickly, they may interrupt often and not ask for input from others.

If you want to interact more effectively with the D-profile then focus on tasks and results. Try keeping pace by moving quickly. Also, do not frustrate their desire to take action. They want to be in control so make them feel that they have power.

Preferred DISC communication styles of the I-Profiles

I-profiles communicate in an inspiring way. They will sell their ideas and visions. I-profiles will talk a lot. They prefer to look at the big picture and avoid details. I-profiles focus on the positive and tend to avoid unpleasant subjects. They are good at providing positive, constructive feedback, but they may not be direct.

When you are interacting with I-profiles, stay focused on the positive. Move quickly, but spend time chatting. Try to show interest when they are talking and talk about people over tasks. Try not to focus too much on details or focus on the negative.

Preferred DISC communication styles of the S-Profiles

The S-profiles, like the D-profiles, also prefer one directional communication. However, they prefer interactions in one-on-one settings. They answer when asked, but otherwise, they prefer listening to speaking. S-profiles tend to speak calmly and amiably. S-profiles look to create trust during the interaction. They prefer to talk about topics that they have mastered. In addition, they will explain things calmly and thoroughly.

Some tips for interacting successfully with the S-profile include slowing down and explaining in detail. Also, give them time to think and talk about it with others. Remember to warn them about any possible changes. Remember to focus on benefits to their team and people close to them. Last, but not least, focus on building trust.

Preferred DISC communication styles of the C-Profiles

C-profiles often prefer to use written communication, like emails. They don’t readily express disagreeing views. They want detailed, fact-based information to insure they make the correct decisions. Since C-profiles focus so much on details and data, they may miss the big picture. C-profiles prefer conversations where they don’t have to focus on opinions or abstract matters. They can be extremely diplomatic.

Tips for improving interactions with C-profiles include giving them time to think and ask all of their questions. Then, when you are answering questions, make sure to explain carefully and give sound reasons and data whenever possible. Be patient with the details. Ideally, provide information in writing and ahead of time whenever possible.

Why modify your DISC profile to a person’s communication style?

One tool to improve communication is to identify the person’s DISC profile. Once you do that, you can make the most effective adjustments to your own DISC style. If you have information ahead of time for each of the 4 DISC types and how they prefer to communicate then you can make those changes much easier. If you are more aware and practice identifying and modifying, then you can become less frustrated with the different communication styles.

Please remember that DISC is not about asking you to change who you are; just consider making brief adjustments in the key moments in your interactions with others. In practice, this may be as simple as slowing down, talking more, or staying focused on the results. However, the end result will benefit both sides and truly maximize the exchange of ideas and information. Isn’t that what communication is all about?

DISC Personalities Make Different Buying Decisions

Posted on April 20, 2017 by Christina Bowser

Recognizing that DISC personality types make different buying decisions is necessary in order to move the sales process forward with our prospects.

How DISC personality types make different buying decisions is critical, but so is knowing how our own DISC personality style plays into the sales interaction. We are focusing on buying decisions as one part of an overall strategy to improve our style adjustments to close the deal.

How DISC personality types make decisions is just one component in the sales process

How DISC personality types make different buying decisions is a continuing discussion of our sales webinar series. The previous topic was Using DISC Profiles in Selling: How Understanding DISC Can Close a Deal. First, we focused on how DISC can help in selling. Logically the next step is to focus on how DISC styles make buying decisions.

While top sales professionals focus on how to communicate with and how identify prospects, they do not always identify how their prospects make decisions. In addition, they can overlook how their own decision-making style impacts the sales process. This is not a sales training program, but some insights on how DISC can enhance our sales technique. Mastering the sales technique is not limited to the sales professional. Regardless of our career, we will find ourselves using sales techniques, for example, to sell our project to our managers or promote new ideas to our team.

Why do we need to adjust our selling style?

Sales is a very competitive profession. Unfortunately, while there are many excellent sales professionals out there who are continually working to improve their skills and gain a competitive edge, there are many sales people who don’t make the effort to improve. There’s a guy at the car dealership who loves to play tennis. When he was young he would play for hours every day. He stills loves to play, but when asked how is tennis game is he quickly responds, “I’m terrible!”. His skills went away, even though he has played all his life, because he didn’t have time to practice. The story is just a quick reminder of how we need to keep building our skills in order to stay on top of the game.

We cannot keep repeating the same behaviors over and over. We need to adjust our selling style to meet the needs of our prospects. In order to do that, we must first understand the different DISC types of our prospects. Next, we need to know our own preferred selling style then we need to identify the DISC personality type of our prospect. Now we can adjust our selling style.

Why focus on decision-making when it comes to how DISC personality types make different buying decisions?

Ultimately, selling is about getting the prospect to make a decision. That decision does not always end in a purchase, but we need to move the sales process forward. The worst thing that happens in the sales process is a lack of a decision because then we are not sure how to move the sales process forward.

We typically have one chance in selling to a prospect. When something doesn’t work then chance will most likely open up for another sales person. You may have to wait until your competitor makes a mistake to have another chance with that prospect. In other areas we may have a chance to catch up, but in selling you need to be aware and on top of your game all the time.

We tend to assume our prospect makes the same buying decision the same way we do. We often overlook how important our decision-making style and the prospect’s decision-making style are. Selling is all about making decisions. We need to think about how to make the decision-making process easier. For example, C-profiles make decisions based on facts. They will take a longer time because they want to make the correct decision. If we are not aware of the C-profile’s decision-making style then we may lose the sale. The odds are against you that your prospects shares the same DISC profile as you.

Pressure impacts the sales process

Sales people can feel nervous or pressured to make the sales or close the deal. When we feel strong emotions, it affects how we communicate, motivate, and move the sales process forward. Strong emotions cause us to not modify our behaviors and we fall back on our most comfortable ways of doing things. Pressure leads to “auto-piloting”.

We can also auto-pilot when we get comfortable in our role. When we are success, in our comfort zone, we can also auto-pilot. We can get over-confident and may not have the same motivation to keep modifying. Successful sales people can stop their growth because they are not as focused or present, or stop identifying prospect’s DISC type. We can keep repeating the same behaviors that can stop us from reaching higher levels of success.

Where should we start to understand how DISC personality types make different buying decisions?

First, we can start by looking at our own decision-making style. Most of us have a general understanding of our decision-making style, but we may lack a deeper understanding of how they truly make decisions. The DISC profile assessments include a section on a person’s decision-making style. For example, if you are a sales person who is not naturally going to check every detail when making decisions under pressure, but your prospect does, then adjustments would need to be made.

Pressures and pre-conceived notions of the sales profession

Many people have pre-conceived notions of sales people and it’s typically more of a negative perception. We have probably though of the sales people as talkative, pushy, and slick. The sales person’s job is that much harder because they need to overcome this stereotype.

Prospects feel pressure as well, especially in more important, higher risk or unfamiliar buying decisions. In these cases they are more likely to revert back to their natural styles. As sales people, we can only control own behavior. We cannot change or control the behavior of the prospect. Prospects feel a heightened sense of control in the sales process. Your prospects have little motivation to change their behavior. They decide if they want to purchase or not, but it’s our job adjust our style appropriately. If we can help make the prospect’s decision-making more comfortable or easier then we can keep the sales process moving forward.

How do the 4 DISC types make buying decisions

When we talk about S-styles they tend to be slower and they consider how the decisions impact the people around them. C-styles are also slower, but they want to make the correct decision. I-styles are very optimistic. All styles make decisions emotionally, but the I-styles are more emotional to begin with. They enjoy the buying process. D-styles don’t want too much information. They want to make the decision quickly and easily.

Fears when DISC personality types make different buying decisions

Another way to think about how DISC personality types make different buying decisions is to think about the 4 DISC types and their fears. The S-style fears disappointing others. If you are talking to the C-style then talk about the critical factors that needs to get correct with this sales decision. D-styles always want to be in charge of the decision-making process. For the I-style, you want to address how the decision impacts how they are seen by others. You are dealing with their objections and stalls up front. You are identifying what might be holding them back. If you bring them up as a sales person then you are now setting yourself apart because you are talking about important issues that are relevant to the prospect.

Tips when focusing on how DISC personality types make different buying decision

A good tip for quickly identifying the 4 DISC types is to think about people you know and associate one person with each DISC profile. Think of a family member who is a strong C-profile and how they typically purchase. Is there a person you know who is a strong D-profile? Think about how they typically make buying decisions. This helps you quickly understand how the 4 DISC types buys things.

Frustrations of DISC types can derail the sales process

Sales people, without realizing it, can actually get in the way of the sales process. When the sales person does not recognize the differences in the prospect’s style and their own, then the prospect may get frustrated. So if the sales person doesn’t make the needed changes then, even if you have the correct product for the prospect, they won’t buy.

D-styles are frustrated by slowness. You need to move at their pace even if you think they are moving recklessly or too quickly. Let D-style prospects buy the way they want to buy if the product is a good fit. Your indecisiveness or slowness can get in the way of the sale. S-styles need to think about how the purchase impacts everyone else. You can ask them questions that help them look at the decision from different angles, but avoid time constraints. Think about building trust, being more patient and giving them time to decide.

You will need to give the C-style as much information as possible. They get frustrated by surprises. Do not make up stuff. If you don’t have the answer then let them know that you will find out and get back to them later. For the I-style they want to have fun and avoid formality. Give the I-style time to interact even if you have to stay on time.

Overusing our style and questions DISC types tend to ask

Remember that when the prospect is aware of your different styles and becomes uncomfortable then we may feel more pressure. When the prospect is pressured and we are pressured then we tend to fall back more on our natural style. In essence, we start to overuse our style and that gets us into trouble.

DISC works in all human interactions. We can reframe it to apply to specific roles and settings like selling. Another tool we can use to help us identify a prospect’s styles is to look for those patterns of behaviors. Think about what types of questions they ask. D-styles prefer to ask questions like, “what’s the bottom line?” I-styles like to ask question like “Who’s going to be using that?” S-styles ask questions like” how does this product impact the organization? The C-styles will ask questions like, “why does it work that way?” The why, what, how, and who questions can help us identify our prospects styles.

Next steps in using the DISC tool to gain the competitive edge

In order for us to keep our edge as sales professionals, we need to practice DISC and to debrief after our sales interactions. First we practice understanding how DISC personality types make different buying decisions. Prospects are different and so are we.

When we begin to debrief after each sales interaction we can understand the process better and interact with the next prospect more effectively. We need to think about the interaction we just completed. What style did I identify for the prospect? Was I accurate in identifying the prospect’s style? Did I make it easier for the prospect to make a buying decision? Was there something I could have done better to move the sales process forward? Debriefing after the sales call or meeting is the best time to practice and make it more of a habit. The more you practice and the more comfortable you are with this part of the sale, the more energy you will have to focus on other aspects of your selling process.

What Questions DISC Profiles Ask

Posted on April 11, 2017 by Christina Bowser

We are successful because we ask all kinds of questions. However, there are certain questions DISC profiles tend to ask.

A simple yet effective way to identify a person’s DISC profile is to observe their behaviors. Think about the words they use or the body language when you are interacting with them. Also, consider the questions DISC profiles ask.

Why focus on questions DISC profiles ask?

We interact more effectively when we are more aware of our DISC style or how we prefer to communicate. However, we can be even more effective in communicating if we are also aware of other’s DISC styles. When we are more self-aware and know how the other person prefers to relate then we can make conscious decisions on how to better adjust and interact. Identifying DISC styles by the questions they ask can be a very useful tool in this process.

D-Styles ask the “What” questions

D-styles are direct, goal focused, quick, and decisive. They tend to think of themselves individualistically. Therefore, D-styles tend to ask questions that affect them directly. They do not want a lot of details, but just the facts they need to know. D-styles will ask questions like, “what’s the bottom line?” or “what’s in it for me?”.

I-styles ask the “Who” questions

I-styles are social, energetic, and talkative. They like to be liked and also to be the center of attention. I-styles prefer to focus on interactions over tasks. They are all about the people so it makes sense that they prefer to ask the “who” questions. I-styles tend to ask questions like, “who’s going to be at this meeting?” or “who else is using this?”.

S-styles ask the “How” questions

S-styles are reserved and prefer to have as much understanding as possible before making decisions. They will ask a lot of questions to make sure the decision is right for them, but also for the people close to them. S-styles tend to ask the “how” questions. For example, they ask “how are we doing to do this?” or “how is this going to impact us?”. Do you notice that S-styles not only ask the “how” questions, but they tend to ask questions in plural form?

C-styles ask the “Why” questions

C-styles are analytical and reserved. They want to know as many facts and data as possible to make the correct decision. C-styles are cautious and will ask a lot of questions. They tend to ask the “why” questions like “why does it work this way?” and “why is that step necessary?”.

A simple DISC tool to help you succeed

We come in contact with people all day long. Finding a communication tool that is quick and simple to use will more likely become a tool we’d use on a daily basis. The next time you observe patterns of behaviors in people, think about what questions DISC profiles ask. Do they ask more questions that start with “what,” “who,” “how,” or “why”? If you are aware of the question types then you have one more piece of information that helps you better identify the person. Ultimately, you can make appropriate adjustments to your own style to engage and interact with the person even more successfully!

DISC Overview: DISC Assessments Explained

Posted on April 6, 2017 by Christina Bowser

You’ve probably heard of DISC tests, DISC assessments or DISC profiles but are they all the same? What is the purpose of DISC and DISC tools?

DISC Assessments are behavioral assessment tools. Simply put, they measure how a person naturally prefers to do things and interact with others. DISC has had a long history of development and research in order to become today’s DISC tool.

What are DISC Assessments?

DISC assessments are self-evaluation tools. They are simple, but powerful tools that measure our natural, most comfortable behaviors. The tools are based on the DISC theory which classifies four behavioral styles. The four behavioral styles are easily identified by their letters, D, I, S, and C.

First, the tool can help us be more aware of how we prefer to go about the day. We have a natural behavioral style or a preferred way of doing things. Secondly, but equally as important, we need to be able to identify the preferred style of others. Once we have this information then we make adjustments to our behaviors. We can focus on how others prefer to be treated. Hence, the DISC assessments provide insightful ways to be more aware of our style, identify the style of others, and tips to modify our behaviors.

The DISC assessment does not measure intelligence, attitude, values, or abilities. Instead, the tool focuses on behavior since we can make effective changes to behaviors. There are many DISC tools that are based on the DISC model. However, not all DISC tools measure the same thing. How does our DISC tool, so simple on the surface, provide such valid and powerful data? Our DISC assessments are built on years of research and constant validation.

Brief History of DISC

In the early 1920’s, Carl Gustav Jung, a psychologist, described the four types of human behavior. This simple model of human behavior laid the groundwork for DISC tools that are in use today. Shortly after, William Moulton Marston built upon Jung’s work and created a four quadrant model of DISC behavioral styles. Marston was a psychologist, lawyer, and inventor. He was also a comic book writer and creator of the comic super hero, Wonder Woman! Marston wanted to increase self-awareness and how to better understand other people by measuring the emotions of “normal people.” However, he did not actually develop the tools to assess people.

In 1956, Walter Clarke, an industrial psychologist, developed the first tools using Marston’s DISC theory. These early DISC assessments were used in businesses for support in job placement and hiring.

Jukka Sappinen, a business consultant, began developing the Extended DISC tools back in 1991. He was already familiar with the different tools available at the time. However, he wanted to develop a tool that was more powerful and based on the specific needs of the clients. The Extended DISC tool is a simple system that focuses on the individual, but also on teams. In addition, the tool can be useful at the organization level.

Intro to the DISC Model

The DISC model is a tool for self-awareness. In addition, the DISC model lets us identify the styles of others. Once we know our style, the style of others, then we can change our behaviors to improve interactions. DISC refers to the four core sets of behavioral styles. The first letter of each of the styles creates an easy to remember acronym: D, I, S, and C. The various combinations of the following four styles determine our own natural DISC style. No combination is better than another.

Each behavioral style has a preferred way to doing things. Each style has behaviors that produces energy and motivation and ones that require energy. The DISC style have differences, but they also have similarities. Keep in mind that no DISC style is better or worse. They all have strengths and they all have areas of growth.

The DISC quadrants are divided into halves to make it easier to identify DISC styles. D-styles and C-styles are task-oriented styles versus the more people-oriented I-styles and S-styles. S-styles and C-styles are more reserved whereas, D-styles and I-styles are more active.

The DISC model helps us succeed by providing a clear framework to make decisions about how to adjust behavior while interacting with others. The DISC model is powerful because it is easy to learn, understand, and use. A simple way to understand the DISC Model is to think remember it is a map. Where you are placed on the map identifies your natural DISC profile.

Intro to the DISC profiles

The D-Style is often referred to as Dominant or Driver. An I-Style is sometimes called the Influencer or Interactive. The S-Style is often labeled as Stable or Steady while the C-Style is often labeled as Compliant or Correct. However, using the D, I, S, or C letters insures that people don’t disassociate themselves with the DISC style simply because they don’t strongly align with the single word descriptors.

D-styles are task-oriented and active. They want power and to be in control. They are aggressive and blunt. D-styles are focused on moving fast and making quick decisions. Under pressure, they can show a lack of concern for others. Tips for interacting with D-styles include responding quickly, focusing on tasks and results, but let them feel in control.

I-styles are people-oriented and active. They are energetic, talkative, and like to be the center of attention. I-styles are optimistic and charismatic. They prefer the big picture over details so they can become disorganized and impulsive. I-styles like to be liked. They excel at socializing. Tips for interacting with the I-style include setting aside time to chat, be positive, but avoid details.

S-styles are reserved and people-oriented. They are steady and prefer things to remain the same. S-styles want stability and security. While they do like people, they prefer people they know. S-styles are reliable and the team players of the DISC styles. Tips for interacting with an S-style include building trust, but slow down and avoid sudden changes.

C-styles are reserved and task-oriented. They are the most analytical and reserved of the four behavioral styles. They are rule followers, and focus on details. C-styles are logical and cautious. Others can see them as nit-picky. Tips for interacting with C-styles include answering all their questions, but avoid chattiness, and pressuring them to decide.

Final thoughts on DISC Assessments

The DISC assessment is based on the DISC model. People use the DISC assessment to help individuals, teams, and organizations make better decisions. Hence, they use the information to take actions to improve their performance. When we understand our natural behavior then we can better communicate with all DISC styles.