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Posts Tagged ‘disc profile’

Ask the Expert: Comparing DISC Profiles – Awareness and Attitude

Saturday, September 17th, 2011

A recent DISC question from a reader arrived via our Ask the Expert form:

** I know 2 very different managers with exactly the same red score of about 45/100. One is angry and impatient yet lacks ambition, motivation and drive. The other one is highly driven but cool, v. hard to anger. So my question is, based on the fact that DISC has an algorithm, can we infer a high “drive” / motivation score for someone with a medium red score who just doesn’t get angry ? **

Art’s answer:
I want to first take this opportunity to discuss the format of this question before exploring an answer:

We often get questions like this, which are unfortunately vague regarding some of the details needed to provide a precise answer. The reader may not be aware if they have only been exposed to one version of DISC that there are in fact many publishers of DISC assessments – and not all of them present information the same way. This question refers to a specific red score of 45/100, but does not specify which DISC system they are using, nor which DISC category is represented by the color red. Although the some DISC publishers use the colors red, green, blue and yellow they don’t all use that palette – some use brown, red, blue and yellow, and some DISC consultants impose their own color branding on the DISC categories. Thus red may represent I in one company’s assessment report, but it represents D in another. Likewise, some DISC reporting algorithms only able to generate a dozen or so reports based on variations of the behavioral scores of an individual while other DISC systems can assign an individual to one of literally hundreds of report variations. For more information on some of the differences in DISC systems I recommend our article Good DISC vs. Bad DISC.

When submitting a question through our Ask the Expert form it will help if you can provide the following information along with your question:

  • The name of the DISC publisher who produced your assessment
  • The DISC distributor or consulting company who administered the assessment
  • If you are asking about a specific profile please provide the complete score in all four areas as well as Natural and Adapted scores if provided.

Following these guidelines will make it possible to provide more accurate answers to your queries.

Now, on to the answer…
Regardless of the vagueness of the question that was submitted, there is a point that can be made based on information inferred from the narrative provided by the asker:

In the description of the two managers there are a couple of words used that give clues to information that was left out of the question – the words are “angry” describing the first manager and “highly driven” describing the second one. Although there isn’t really enough information here to know for certain, on the surface it appears that both managers have a strong D, but they are expressing that D in different ways.

If you are using a DISC publisher that can only provide a few possible reporting variations, you are going to get an over-generalized report. It will be stretched over too wide a variety of DISC combinations. For instance, there is a big difference between a very high D with a low C – someone with the force of a runaway train with no tracks (or rules) to guide that force – and a very high D with a high C – a far more controlled individual who is deliberate and less likely to show anger, etc.). Likewise, a very high D with a low S is far less patient and much quicker to anger than a high D with a high S who tends to suppress anger (until it comes to an explosive head). So, a DISC interpretation with fewer report variations is not going to give you as detailed an analysis as one whose algorithms produce many report variations, in fact the fewer the reports a system provides the higher likelihood of inaccurate results.

The other factor that is important to consider when two people share similar scores in one or more areas, but exhibit divergent behaviors, is what I call “Awareness & Attitude”. Is the high D aware of how they come across, and what is their attitude towards adjusting or adapting? Emotional intelligence profiles among other approaches address this factor, and it is very important in analyzing how we apply ourselves behaviorally. For example, consider the difference between a high D that wants everyone to change for them (a “my way or the highway” person) vs. a high D that realizes how counterproductive their high D can be in a team setting, and is willing to adapt/adjust to other styles to be more collaborative and less dictatorial.

A DISC report in itself reveals behavioral tendencies, not necessarily how one is applying those tendencies. And the more intense their tendencies are, the more important it is to understand their “Awareness and Attitude”.

What’s your question?

Data Dome’s resident expert is our founder, Art Schoeck. A member of TTI’s prestigious International Faculty, Art often receives questions through our Ask the Expert form. We try to answer questions here on this blog that are representative of common questions regarding DISC and other assessment tools.

Do you have a question about DISC? If so please submit it via the Ask the Expert form. Although it may not be possible to answer every question individually, we use the “Ask the Expert” category of this blog to answer the DISC-related questions most important to our readers.

Ask the Expert: Lowering your S

Friday, September 2nd, 2011

A reader from the healthcare arena recently used our Ask the Expert form to ask:

** What does it mean if you have a Naturally high S, but your Adapted S is significantly lower? **

Art’s answer:

If you are seeing a DISC report with a Natural S that is high and an Adapted S that is much lower then you are actually seeing one of the most common behavioral adjustments in corporate America today. In the DISC spectrum the S reflects our preferences for different paces. When the S factor drops to a strong degree, it typically means the pace you’re encountering is greatly increased, that the variety of the work you are doing has increased (juggling lots of assignments at one time), or possibly your priorities are changing rapidly.

A person with a high Natural S likes to know what to expect – they are more comfortable knowing what’s going to happen well in advance. But if you are responding to the environment with a low Adapted S then it sounds like you might not be able to predict what you’ll be working on from one moment to the next, or have so many things on your plate, you may not be getting the closure you like. I often recommend those making this adjustment either get a bigger staff or do their best to prioritize their projects and takes some things off their plate. This isn’t always easy, particularly in today’s job climate where so many people are being asked to shoulder larger burdens and compensate for the missing productivity of people who have been let go, but not replaced, due to economic constraints. However, forcing someone to sustain an Adapted style that is drastically different from their Natural style can cause severe stress and loss of morale, especially if the person in question is pushed into this state frequently and for long periods of time. Frustration and resentment can increase in these situations.

It is also important to remember that the issue isn’t as much the direction of change, as it is the magnitude of change and the amount of time spent in the Adapted state. We often see executives with lower Natural S scores, who become frustrated and restless if they find themselves in a situation that causes them to have a higher Adapted S. Often an executive in this situation will make a move and quit the position as soon as they are able to because boredom is generally the least tolerable adapted state.

What’s your question?

Data Dome’s resident expert is our founder, Art Schoeck. A member of TTI’s prestigious International Faculty, Art often receives questions through our Ask the Expert form. We try to answer questions here on this blog that are representative of common questions regarding DISC and other assessment tools.

Do you have a question about DISC? If so please submit it via the Ask the Expert form. Although it may not be possible to answer every question individually, we use the “Ask the Expert” category of this blog to answer the DISC-related questions most important to our readers.

Good DISC vs Bad DISC

Tuesday, August 30th, 2011

In his upcoming book on DISC practice, The World According to DISC, Arthur G. Schoeck, founder and CEO of Data Dome, Inc., offers answers to the question, “Are all DISC tools created equal?”

All DISC behavioral assessments and related tools have their roots in the work of Dr. William Moulton Marston and therefore share a common foundation. Most DISC systems in use today are provided by a handful of companies, DISC publishers, whose businesses cultivate certified DISC experts who then resell the assessment tools to corporations for use in consultative work on various people problems faced by organizations. Despite the shared origin and similarities of business models it is an uneven field in regards to quality of assessments and reports as well as training and certification of practitioners. In short, although all DISC shares common roots and principles, no, not all DISC is created equal.

The Basics
To understand what makes some tools better than others, let’s review some basics. DISC is based on four behavioral factors: Dominance, Influence, Steadiness and Compliance. A person may score high or low in each of these four areas. The high scores tend to get the most attention, but good DISC practice recognizes that an intense low score is just as indicative of behavioral traits as is an equally intense high score.

Understanding Intensity and Precision
What DISC tools measure the intensity of each of the four behaviors and then correlate the results with a corresponding report. Some DISC systems provide for more gradations in the intensity in each category, some provide a larger number of report variations – and the range of this number of reports is surprisingly broad: some DISC publishers provide tools capable of generating as few as 12 reports, while one offers tools that match behaviors to hundreds of possible profile reports.

Even Great Tools Need Skillful Operators
People typically exhibit greater intensity in one of the four DISC areas, however it is a mistake to ignore the measures in the other three categories. It is also a mistake to oversimplify the process: Using a refined DISC system with hundreds of report variations still requires the facilitator to be skilled in properly debriefing and interviewing the participant to assure accuracy in the information provided. Even a good DISC system will yield mediocre results if the DISC practitioner is simply taking the report at face value without verifying accuracy with the participant.

Simplification and Vagueness
There are incentives for DISC publishers to pursue systems that involve a smaller number of different reports. Less variations to manage means training is easier, but simplification brings vagueness. Using a tool that can only categorize to a dozen or so reports encourages vagueness similar to a newspaper horoscope – it may provide answers that on the surface seem satisfactory, but in the end don’t hold up well in terms of providing practical, actionable insights.

Establishing Context for Better Results
DISC training to be effective must stress objectivity in its application. In many cases simply identifying the DISC profile of a given subject is not enough; measuring and understanding the behavioral context that predicts success for a given role or application is also needed. Too often a manager’s personal biases (or a consultant’s) will color the decision and favor either behavioral attributes which are similar to their own, or conform to some (false) idealized profile, which may have little to do with the actual behavioral patterns needed to succeed in a specific job.

Going Natural, or the Importance of Adapted Behavior
Natural behavior can be thought of as an individual’s default style, whereas Adapted behavior is the behavior they exhibit in response to the environment or workplace. Some DISC publishers offer reports that merge this information into a single approximate diagram. Others ignore the difference altogether and simply present a single graph, yet large shifts between a person’s Natural and Adapted behavior styles can indicate stresses, energy drain and anxiety caused by something in the work situation. Since the Natural style typically changes little over time and the Adapted style is very responsive to situational changes these are often important clues to diagnosing problems and recommending solutions. Bad DISC systems offer broad brush reports that appear less complex because merged data means fewer diagrams, but these fail to provide effective actionable data.

For the full Good DISC vs. Bad DISC article and a list of questions you should ask before selecting a DISC provider, visit
http://datadome.com/res_wp_gooddiscbaddisc.php

Retaining Key Personnel: Understanding The Risk of Boredom

Tuesday, March 8th, 2011

Keeping your top performers, those key employees that really help keep your organization moving, is an item that is always near the top of any executive’s priority list. Yet the workplace is always subject to change and sometimes yesterday’s motivated MVP can become today’s flight risk.

Shifting circumstances in the work environment can force changes in the default DISC behaviors of your people. This can lead the employee to experience one or more of these four states:

1) Frustration – the individual feels thwarted by the change, unable to act in a preferred manner or feeling that the opportunity to be successful has been sabotaged.

2) Elevated energy expenditure – the shift in the work environment has pushed the individual to adapt away from her natural DISC behavioral style to a new profile of behavior, this requires energy to sustain and can be draining if required for an extended duration.

3) Stress – change brings uncertainty, disruption of the status quo, this can provoke a stressed emotional state that can be expressed in multiple ways such as anger, fear, agitation, impatience, withdrawal, etc.

4) Boredom – change can shift an individual into a state of weariness and restlessness due to lack of interest.

Of the four, the last one, boredom, is the one to watch. It may sound relatively innocuous – certainly stress gets more attention than boredom due to the linkage of stress and health issues – however, it is boredom that is in fact the least tolerable state of the four. It can be a greater indicator that an employee is about to quit or otherwise change their situation than the other three change reactions mentioned above.

Consider for a moment, how well do you personally tolerate boredom? How would you react if confronted on a daily basis with lengthy periods of tedium? Most dynamic leaders squirm at the mere thought of enduring a boring meeting, let alone an extended work session. Many leaders, although not all, have a high score in the D column of a DISC profile indicating a behavioral bias towards action. They feel boredom is a harbinger of wasted time, inefficiency and a lack of productivity and they will do anything to personally avoid it. When boredom seems inescapable the individual will take action to shift the situation, that action is all too often announced with the phrase “I quit!”

Every day talented individuals quit tasks, projects, teams, and, yes, even their jobs because of boredom. The turnover and loss of knowledge and experience is incredibly costly for organizations and much of it could be avoided with timely intervention. But how do you know when someone is bored? It is easy for you to know when you, yourself, are bored, but it isn’t always easy to outwardly observe when someone else is bored. This is an area where DISC profiles can be a valuable tool not just during the hiring process, but in the ongoing development and retention of your staff. Using DISC assessments as part of a routine employee development process allows DISC styles to be tracked over time. When anomalous shifts in behavior profiles occur they will be recognized and may provide the critical insight needed to rescue an employee who is sliding down the funnel of boredom toward the door marked exit.

In the DISC vocabulary S stands for steadiness – If in our tracking we see a strong increase in an individual’s score in the S column it is often an indicator of entrenched boredom. They may shift from a low S dynamic style to a non-demonstrative high S style indicating that the individual may not have enough to do, or may require more variety of tasks. The individual may have grown in skills and is no longer sufficiently challenged by the current activity or they may have been moved into a role that runs contrary to their behavioral profile. For example take the DISC style of a high D person who is used to driving activity in pioneering ways and putting them in a role where they have large amounts of tedious “busy work” and no options to change things or delegate the activity – we’ll see the unchanging grind lead to boredom that is expressed as an elevation in the S column. It is in this state when they feel boredom is inescapable within the situation that they start directing energy toward getting out of the situation.

Without regularly administering DISC behavioral assessments, the bored amongst your key personnel can remain a hidden, yet “at risk”, population in the work force. I’ve compared my observations from teaching in management and leadership development classes, with those of other faculty in management programs; we concur that boredom is a prime motivation for a large number of the participants enrolled in such courses. We estimate that 45 – 60% of those paying for additional education around their current working situation are doing so because they are bored in their current position and are intending to use the educational opportunity to change their current situation. Doing whatever it takes to make a change.

In summary, to keep your top performers keep them interested. To keep them interested recognize when they’re bored. DISC assessments, if used properly, can provide the objective data to help you identify when your best employee is about to yawn their way out the door.

Ask the Expert: Me-Me Conflicts?

Monday, February 28th, 2011

Art Schoeck was recently asked the following question via our Ask the Expert form:

** What do you mean by the Me-Me Conflict? Could you flesh that out a little? **

Art’s answer:

There are certain DISC behavioral styles that pose a “Me-Me” conflict, meaning there exists internal incompatibilities between behaviors. The Me-Me conflicts occur when an individual displays behaviors that are at odds with each other, that interfere with intended outcomes or reframe the behavioral dynamics due to the combination of conflicting behaviors.

To illustrate this idea let’s examine some scenarios:

An individual who wants to like people (DISC profile = high I) and looks at others with warmth and emotion, yet has high standards with which she judges things, data, and… people (DISC style = core C). So she wants to be liked and wants to like others, but she holds others to high standards, which may relegate her associates to those with high standards for instance she may date only those who pass her strict checklist of criteria. Here we see the Me-Me conflict in the competition of the core C behavior with the drive of the high I behavior. However, as in the dating example mentioned, the result might not be one behavior preventing the other, but both behaviors combining, hence the C-driven checklist criteria applied to the I-driven dating.

An individual may have a sense or urgency to get immediate results (DISC style = core D) while at the same time desire perfection (DISC profile = high C), which takes time to achieve. They constantly have internal conflict of rushing to complete, which can increase the likelihood of infractions or errors, vs slowing the pace down adequately to perform in an error-free compliant manner. The high D wants results and action now, which is in conflict with the high C behavior of making sure things are done in adherence to the standard of perfection.

One more example, although there are many more Me-Me conflict variations, can be seen with people who look at things, data, and products in an emotional way, yet look at people logically and analytically. The may buy things based on their emotions, yet look at others with skepticism and a “prove it to me” attitude. Changing situational dynamics can reframe the conflict.

Sometimes people are confused by the mention of Me-Me conflicts in part due to the explanation that accompanies the DISC Success Insights Wheel in some reports. The wheel will sometimes have the word “Cross” on it along with arrows pointing to spots on the wheel (see this post for a deeper look at the Success Insights Wheel) this can indicate the potential presence of a Me-Me conflict, because we are seeing three of the four DISC factors above the line with the individual’s core (or most prominent) DISC factor and the factor that is directly across from it on the wheel constituting two of those three factors that are above the line. The confusion can come from the use of the word “opposite” which in the Success Insights Wheel’s explanation is meant to refer to the style which is on the opposite side of the wheel, however this is not actually an opposite of the DISC style: D and S are across from each other on the wheel, as are I and C, but these are not opposite behaviors. The opposite behavior of a high D is not a high S, it is a low D. Likewise the opposite of a high I is a low I, etc. There can be some similarities between a low D and a high S but the behavioral basis is different.

What’s your question?

Data Dome’s resident expert is our founder, Art Schoeck. A member of TTI’s prestigious International Faculty, Art often receives questions through our Ask the Expert form. We try to answer questions here on this blog that are representative of common questions regarding DISC and other assessment tools.

Do you have a question about DISC? If so please submit it via the Ask the Expert form. Although it may not be possible to answer every question individually, we use the “Ask the Expert” category of this blog to answer the DISC-related questions most important to our readers.

World According to DISC: New Year’s Resolutions

Tuesday, December 28th, 2010

DISC profiles help us understand ourselves and each other. In our continuing World According to DISC series we like to examine the lighter side of life through the lens of DISC core styles. As we bring 2010 to a close and begin to look ahead to 2011, it is a time when many will think about themes, goals and resolutions for the coming year…

Donny the high D is bold and ambitious, he’s not thinking about resolutions because he’s already got several projects in motion. He does have a goal though: to not just make the president’s club again this year, but to beat last year’s sales champion, by at least 10% thereby regaining the number 1 slot.

Irene has high I DISC profile. She loves to talk about the new year with everyone she meets. In fact, Irene just loves to talk. She has been talking with all her friends, asking what their plans are and comparing their resolutions for the coming year. When Jane paused her jog to say hello, Irene told her that she’s going to rejoin the gym and go every day. When Doris gave her a nice bottle of wine she shared her resolution to take a class in wine-tasting. When she ran into Bob in the frozen food aisle she told him how 2011 was going to be the year she stopped eating out so much and cooked more at home. She told Henry at the bank that she’ll be cutting coupons… Marcel at Starbucks that in 2011 she’s going to learn to make espresso at home…

Sylvia the high S was just starting to get comfortable with writing 2010 and now she’s looking at the new 2011 calendar she got from her college alumni association. She’s been hanging them beside her refrigerator every year since she graduated. Her father used to make 3 resolutions every year, 1 for work, 1 for himself and 1 for the family. She has continued that tradition every year since he passed away. This year at work she plans to start coming in earlier in the hopes that her boss will notice and give her a raise. For herself, she’ll finally finish that sweater she’s been knitting for years. For her family, she’ll continue to volunteer at the church to make sure her kids aren’t sneaking out of Sunday school.

Christopher’s DISC profile reveals he is a high C – he is very mindful of rules and procedures. He only ever has one resolution, to monitor the 13 virtues as defined by Benjamin Franklin: Temperance, Silence, Order, Resolution, Frugality, Industry, Sincerity, Justice, Moderation, Cleanliness, Tranquility, Chastity, and Humility. He has been spending a good portion of the week between Christmas and New Year’s Day planning his calendar for the coming year to make sure proper time has been allotted for work, family, hobbies, personal development, exercise, and once a month he has set aside 20 minutes for spontaneity.

Remember, in real life people exhibit a blend of behavioral styles, not just one single dominant trait. Examining their DISC graphs and profile reports will reveal how much that blend of behaviors can adapt from a home (or natural) state to a work (or adapted) state.

No matter what your DISC behavioral profile we at Data Dome wish you a happy and prosperous 2011.

Happy New Year!

Merry Motivators – Holiday Shopping Edition

Monday, December 13th, 2010

While most of our posts here are focused on DISC profiles, DISC alone doesn’t give a complete picture. DISC tells us HOW a person will behave, but values and motivators are essential to understanding WHY they behave they way they do.

In the spirit of our World According to DISC series, let’s take a look at the spectrum of motivators and how they might influence holiday gift giving choices:

The high Theoretical values truth and knowledge, don’t be surprised if their kids find a junior science lab under the tree this year. Got a high Theoretical on your shopping list this year? Delight her with a statuette of Thoth, the Ibis-headed Egyptian god of knowledge or maybe the complete Oxford English Dictionary.

High Utilitarian/Economic people value money and time, things that are useful and practical. Be certain that they will be shopping for the best possible deal and the most efficient use of time. The high Utilitarian grandmother is giving all her grandchildren savings bonds this year getting the bulk of her holiday shopping done in one step. Are you shopping for a high Utilitarian? Consider getting him a membership to Costco or maybe just a nice thermos to carry coffee since he would never waste money at a place like Starbucks.

If you’re a high Aesthetic you are focused on form and harmony, beauty and inner vision. You might not know what you’ll be getting, but you can be sure that the gift from the high Aesthetic will be the most beautifully wrapped one in the bunch. If you’re looking for a great idea for a high Aesthetic consider a trip to the Metropolitan Museum of Art, or sign her up for a class in Feng Shui.

I’m sure you won’t be surprised to learn that the high Social values people. Altruism, empathy and generosity are important to them. It wouldn’t be out of character for a high Social to make a charitable donation in your name. Want to make a high Social happy this season? Lend him a hand when he volunteers at the local soup kitchen’s holiday meal.

High Individualistic/Political types value power and often view others as a means to an end. The high Individualistic/Political might give his boss a new set of golf clubs and a lot of hints about being available for his next power foursome. Want to make a high Individualistic/Political happy? Give her a copy of Machiavelli’s “The Prince”.

Last, but not least we come to the high Traditional/Regulatory who values unity, order and structure. They are likely to be very fixed in their beliefs. Your high Traditional cousin will be going to midnight mass and after will fill his kids’ Christmas stockings with chocolates and candy canes just like he had when he was a kid. If you’re shopping for a high Traditional consider getting her a keepsake ornament for her tree, or, if appropriate for her religion, a finely printed and beautifully bound bible.

As we often do when discussing DISC profiles, we are here in these examples simplifying the motivational profiles to isolate on a single value category. In reality multiple values will be a factor and the lack of motivator in a specific category can also be highly indicative of a person’s priorities.

We hope this post gave you a little insight into the spectrum of values and motivators and maybe an idea or two as you finish up your holiday shopping.

Wishing you and yours a safe and happy holiday season!

World According to DISC – Guide to Holiday Shopping

Monday, December 6th, 2010

‘Tis the gift giving season so we here at Data Dome want to help you find the perfect gift for all the different DISC profiles on your list. Not everyone has disc profiles as extreme as these, but thinking about DISC styles may help you choose a better behaviorally-fitting gift.

A high D DISC profile is likely to respond well to a gift that helps further a goal, but not if it adds complication to the process: Last year, Danny the High D was looking to start exercising more so his wife thought a new bicycle would be the perfect gift. It would have been if it had come pre-assembled, but Danny wanted to exercise not decipher an assembly manual. He’s now running 3 miles a day, but the bike is still in the box.

A high I DISC profile likes to be around people, interacting, talking and having fun. Good choices are gifts that either prompt a social gathering or elevate the high I’s social status, but follow through and attention to detail may not be strong with the high I. Last year, Irma the high I found out that several of her friends got together once a week for a knitting circle so she dropped a lot of hints about knitting to her husband. He dutifully got her a starter kit of knitting needles, a knitting video, several balls of beautiful wool and a book of knitting patterns. She was delighted and excited to join her friends at her first knitting circle, until she found out how hard it was as a beginner to knit and talk at the same time. She continues to enjoy meeting her knitting circle, but as of this writing she has yet to complete her first scarf.

Persons with a high S DISC profile aren’t very demonstrative and may seem hard to shop for because they haven’t outwardly expressed what they would like. Sam is a high S and last holiday season his wife noticed that the lining was shot on his winter coat. She thought it would be nice to get him a new coat that was more in-style than his old one, but she knew he wasn’t into fashion and that he tended to resist change so instead she got the old coat relined. When he opened the box he was confused for a second to see his old coat in a new gift box, but when he saw the new lining he smiled and quietly slipped the coat on over his pajamas.

The high C DISC profile can be intimidating to shop for because the high C can be meticulous and critical about quality and appropriateness of a gift. Last year, Clara, a high C, was dismayed when her friends in the office gave her an expensive planner from Franklin-Covey – they thought it would be a big hit because she is so organized, but she felt insulted that they thought she needed someone else’s system to stay on top of things. This year they did better, giving her a subscription to Consumer Reports so she can always have the data to make the most informed purchase decisions.

Here are a few more just-in-fun gift ideas –

The gift they want:

  • High D – NASCAR fantasy camp driving lesson, air horn, watch with built-in stopwatch
  • High I – Tickets to the Oprah show, karaoke machine, a huge holiday party
  • High S – Grandpa’s pocket watch, a family holiday dinner, savings bond
  • High C – Gaggia Classic Espresso Machine, statistical graphing calculator, US Chess Federation standard chess set

The gift they need, but don’t want:

  • High D – meditation retreat, biofeedback machine, chamomile tea
  • High I – time management system, accountability coach, Social Media blocking software
  • High S – home organizer session, procrastination-busters class, Toastmasters membership
  • High C – empathy training, improv class, mud-wrestling tournament entry

As always with the World According to DISC series, we like to keep it light while sharing some instructive, yet one-dimensional attributes of DISC behavior. In reality people are multi-dimensional and are influenced by a range of motivators and attitudes in addition to having a mix of behavioral styles.

Whatever your DISC style we at Data Dome wish you and yours a very happy holiday season!

Some DISC Profile “Quick-Takes” from the World According to DISC

Friday, November 19th, 2010

Our intrepid office reporter cornered a few colleagues with classically high DISC profiles and asked, “Wow, we sure are busy these days aren’t we?”

The person with a high D DISC profile said: “You said it! I’ve got some big goals to reach before the end of the year, now give me a hand and sort these files for me.”

The high I said: “I know! Can you believe it? I mean everyone I talk to says they are swamped. You’re swamped, I’m swamped, we’re all swamped! So what do you have on your plate? Hey Jerry, hey Margaret, come here we’re discussing how busy everyone is these days…”

The high S said: “Um, I guess so, can I go back to work now?”

The high C said: “Who authorized this interview? We’re working on a very tight schedule here. Have you seen the project plan? We can’t have unapproved interruptions like this. We have procedures for a reason you know.”

“Are you taking any time off before the end of the year?”

The high D: “Ski vacation in Aspen – this year I’m going to conquer the expert slopes.”

The high I DISC profile said: “We’re going on a cruise – I just love meeting all the people and getting to know them all week.”

The high S: “Visiting my parents for a week like I did last year.”

The high C: “I’m taking the Series 7 Financial Certification exam.”

“How do you unwind?”

Our DISC profiles responded:

The high D: “Coaching my kid’s basketball team.”

The high I: “Meeting friends for coffee.”

The high S: “Reading a book in my favorite chair at home.”

The high C: “Organizing my receipts. ”

“What do you like best about your job?”

The high D: “Always another mountain to climb.”

The high I: “I work with some fascinating people.”

The high S: “I’m very loyal to my boss, I’ve worked for her for twenty years.”

The high C: “Refining our processes for higher quality.”

“Is there a question you would like to ask me?”

The high D: “Are we almost done here? I’ve got calls to make.”

The high I: “How did you become the office reporter? Do you meet a lot of people? Everyone must think you’re fascinating. I wonder if people would find me fascinating if I had your job? By the way, you are great at this! How long have you been reporting? Do you love it?…”

The high S: “I’ve never been interviewed before.”

The high C: “What makes you think you have the authority to come in here and disrupt my schedule?”

We like to use these World According to DISC examples to give you a flavor of how people with strong one-sided DISC profiles might act in familiar situations. However, it is important to remember that unlike the characters our reporter encountered here, real people aren’t one-dimensional and it is rare for someone to max-out in just one DISC category without also being strong in at least one other. It is the knowledge of a person’s total blend of motivators, behaviors and attitude that really makes the difference in understanding how they will work with others.

World According to DISC – Thanksgiving Edition

Monday, November 15th, 2010

Thanksgiving is just around the corner and that means it is time for another episode of our continuing series – the World According to DISC. DISC profiles are an invaluable tool to help understand an individual’s behavior at work and at home, when relaxed and when stressed. Let’s meet one family and see how their behavioral styles influence their holiday celebration.

Don is a high D who works in sales. It’s been a slow year and the imminent arrival of Thanksgiving is a big reminder that most of the year is gone and time is running short if he is going to make his numbers for the year. He’s frustrated that so many people will be off of work, because every day between now and the end of the year counts so much toward hitting his targets. The one saving grace in his opinion is football. He’ll have a hard time keeping his seat at the dinner table because he’s focused on getting in a big dose of big screen football time. Since he can’t make any sales call on Thanksgiving Day anyway he’ll be diverting all his attention to cheering on his favorite teams.

Irene, Don’s wife, is a high I. She loves Thanksgiving mostly because it means the holiday party season has arrived and she loves to go to parties. She’s actually doing her best to try to turn the family Thanksgiving celebration into a party – she has invited just about every neighbor on her block to drop by and share dessert with them after the big turkey dinner. In fact, she’s starting to worry that she won’t have enough desserts and she’s rushing to the store to do a last minute shopping with her daughter, Sally in tow. Although Sally’s not enjoying the hectic scene at the supermarket, Irene is in her element – she’s run into several friend’s and is now happily chattering away with the cashier.

Daughter Sally is a high S and although she seems calm on the outside, she’s cringing on the inside at the turmoil in the supermarket. She didn’t really want to go, but her mom was in such a sudden panic about not having enough for dessert that she didn’t want to make a fuss. She’s looking forward to seeing her uncle and cousins who come to their house for Thanksgiving dinner every year. The lead-up and preparation is always a bit too hectic for her and her sister, Connie, is always snapping directions at her. Sally feels more comfortable after the big dinner when everything slows down. The football fans crowd into the den to cheer their favorite teams while Sally visits quietly with her cousins as they take their time clearing the table and putting away the leftovers.

Connie, is Sally’s older sister and has a high C disc profile. She has been snapping and fussing all day trying to put things in proper order for the big feast. She can’t understand why Sally takes so long to set the table when the process should be clear. She would do it herself, but she’s too busy because a few years ago she took over the cooking duties from her mother. Irene is a friendly person, but she can’t follow a recipe and Connie is now in charge of the Thanksgiving menu. She’s also planning on asking Don if she can carve the turkey this year – she thinks he makes a mess of it and she has been studying the proper procedure online for how to get the most meat off the bone in a neat and efficient manner. She’s set up a work area on the dining room sideboard with a platter and all the carving tools. She’s timed the turkey to be ready at 5pm exactly and she’s going to throw a fit if the bird is dry because Irene and Sally are late getting back from the supermarket.

Despite Connie’s worry, Irene and Sally manage to get back in plenty of time with a sackful of holiday cookies and an apple pie for the dessert crowd. Connie thinks that a homemade pie would be more appropriate, but agrees there wouldn’t be enough time to make one. She’s delighted that her dad has agreed to let her carve the turkey, and Don is delighted to have one less distraction from the day’s football watching. Sally finishes setting the table with the help of her cousins. As they quietly put out the fine linen napkins they save for special occasions and her mother’s good china, Sally takes comfort in the familiar objects and relishes the calm moment before the chaos of a crowded table. Irene forgets all her anxiety about being unprepared as she happily gets caught up on all the family gossip with her brother, who arrived while they were at the store.

Looks like it’s going to be a pleasant Thanksgiving after all. We at Data Dome hope you enjoy the lighthearted looks at prototypical DISC behavioral profiles that we feature in the World According to DISC series, and we wish you and your family a very happy holiday season!

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