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Posts Tagged ‘anxiety’

DISC Profiles and Stress: The Energy Crisis

Friday, October 15th, 2010

It was a little over a year ago that we discussed five ways leaders who understood DISC profiles could reduce stress amongst their employees. For many companies the climate is even more stress-inducing today: cutbacks have forced companies to ask for even higher levels of productivity from the employees that remain, workers are being asked to take on responsibilities of those who are no longer there – constantly adapting from their natural DISC behavioral style.

Occasionally stepping away from one’s natural DISC behavioral style is usually not a big deal, in fact it is commonplace to see some variance between a person’s natural and adapted DISC profiles. Taking on a new behavior once in a while might actually be a deliberate strategy or a welcome change of pace, but long-term sustained adaptions that push an individual away from their natural DISC style can be trouble.

Maintaining an exaggerated state of adapted behavior takes energy – the person is essentially stepping on the mental gas to keep themselves in a behavioral pattern that doesn’t come naturally. This constant depletion of energy can express itself in numerous ways: irritability, poor morale, aggressiveness, “shutting down”, even physical manifestations – headaches, susceptibility to illness, etc. Unfortunately even with these changes of mood and morale it can still be difficult for an untrained observer to pinpoint causes in manner that provides information for mitigating the stressed behaviors. In the case of high S’s this can be further exacerbated by their reluctance to make waves. The stresses can build and build if the high S provides them no outlet – the situation becomes a powder keg of pent up frustration waiting to explode.

DISC profiles are a great way to see beyond the surface and recognize when there are large gaps between adapted and natural DISC styles. The greater the gap the more energy the individual is expending to reach the adapted behavior. If all four DISC behavior categories are adapting above the line then the person may be feeling forced to be “all things to everybody” – a constant state of crisis. Understanding the DISC profiles gives you a tool to diagnose the situation and take steps tailored to the individual’s causes of stress as indicated by their behavioral profile.

For a quick understanding of what stresses out people with certain DISC profiles check out our previous observations in The World According to DISC: Stress Someone Out in Style and The World According to DISC: The Low Side of Stress Styles.

Understanding DISC Profiles: Productive or Procrastinating?

Friday, September 17th, 2010

Everyone procrastinates from time to time, but do all DISC profiles procrastinate the same way?

The person with a high D DISC profile is associated with adjectives like decisive, strong-willed, goal-oriented, and bold. Many things that others might allow to become subjects of procrastination, the high D won’t because of a behavioral bias toward decisive action. If something is not moving toward a goal it is likely to be dismissed, or delegated to another to accomplish. If it is moving a goal forward then it will probably be acted on immediately – the fear and doubt which may cause others to stall on a task isn’t usually a problem for the bold D. However, if a high D is avoiding something due to an emotional conflict or a misalignment with personal motivations, he or she is more likely to displace the task with other activities than to stall out and do nothing.

A person whose DISC profile indicates a high I is associated with words like flamboyant, gregarious, pleasing, political, enthusiastic and superficial. Distraction is often more the cause of lapses in productivity for this individual rather than procrastination, however, if a task requires working alone, in seclusion, or is something that is perceived of as not fun or popular, then it is far more likely to be avoided by the high I. When confronted with an undesirable activity the high I will often seek comfort through interaction with others, which can cause a losing track of time – a form of unintentional avoidance. The high I will almost always procrastinate when it comes to chores like giving people bad news or disciplining others – they avoid things that might cause the other person to have a negative reaction to them.

Words like persistent, patient, modest, predictable and resistant to change are associated with the high S DISC profile. That means an S is more likely to resist activities that disrupt familiar routines or threaten the balance of established relationships. The high S person can be very productive if the routine of activities aren’t prone to rapid change or disruption, she thrives on steadiness not chaos. Procrastination brought on by emotional stress or intimidation may not be outwardly obvious – the high S can have a relaxed, even phlegmatic demeanor – they are unlikely to rebel vocally against an undesirable task, so a manager may not realize they have given the high S an assignment that is distasteful. Of the four categories, the high S is the most susceptible to procrastination – slipping into the mindset of hoping that the situation will go away if ignored, or that “time will solve the problem.”

The high C DISC profile is associated with perfectionism, meticulousness, and being strict about rules and procedures. The high C is typically very disciplined and detail oriented – tasks that other DISC styles might avoid because they seem dry, procedural or tedious, may actually be well-suited to the high C. Additionally the high C may have a lower empathy for procrastination by others because it can threaten processes and carefully architected systems. When the high C falls off in productivity it is more likely to be because they have let perfectionism get in the way than because they are avoiding a step in the process. Unlike the high S, when faced with a task that breaks compliance with procedure, the high C is likely to express the displeasure.

Understanding the DISC behavioral tendencies of your team can be vital to balancing strengths and unlocking better communication so that procrastination is minimized and productivity is improved.

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