DataDome Blog

‘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!

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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.

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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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Well folks, it is almost Halloween – that means it is is World According to DISC time again. Time to carve your pumpkins and pick out your costume for the Diabolical DISC Masquerade Party (costumes required, of course). Devils and princesses, movie monsters and pop-stars, comic book characters and astronauts will be in your neighborhood Trick or Treating. What will this year’s most popular costumes be? Perhaps a look at one family through the lens of DISC behavioral profiles can give us a hint:

Young Dennis is a high D according to his DISC profile. He’s set a big goal for his candy gathering escapades: twice as much candy as last year. To meet his goals he has enlisted his dad to take him to the next subdivision up the road where more of the residents have kids and therefore more houses giving out treats. He’s also delegated carrying a spare sack to his younger sister, Samantha, just in case he fills up his first candy bag. Dennis’s costume choice: Darth Vader.

Irene, Dennis’s mom, took a DISC assessment at work – she is a high I and she’s excited because she is going to go to a huge costume party the night before Halloween where tons of her friends will be. She is in the costume shop now having trouble deciding what to wear. She’s chatted with every employee in the store and most of the other customers asking their opinions of what they like best and which costume would most people love to see her in. She knows she doesn’t want a big heavy mask because she wants to easily see everyone who’ll be at the party and she’s afraid that if she wore one nobody would recognize her. In the end she settles for an attention getting Marie Antoinette outfit with a little handheld mask on a stick.

If Samantha the younger sibling were to take an assessment her DISC behavioral profile would show she is a high S. She’s nervous about going with Dennis and her dad to the other neighborhood because she’s comfortable sticking to the neighbors they’ve always visited for treats in the past, but in the end she agreed to stick with Dennis’s plan because they go Trick or Treating together every year. She sometimes wants to be the one to push the doorbell, but Dennis always does that and she doesn’t like to make a fuss about. Samantha was going to dress up as Lisa Simpson like she did last year, but the costume didn’t fit anymore so this year she’s going as Snow White.

Charlie is Dennis and Samantha’s dad. His DISC style indicates he is a high C and not a big fan of Halloween. He gets grouchy thinking about all the unruly kids running across his well-manicured lawn and the inevitable toilet paper that will be lobbed across his carefully trimmed hedges. He has set a rigid timetable up for taking the kids Trick or Treating and he will inspect every piece of candy to make sure nothing has been tampered with. He’s dreading going to the party Friday with his wife, partly because the babysitter always ignores his instructions regarding what time the kids are supposed to be in bed and what TV shows they are allowed to watch. Since Irene is going as Marie Antoinette he thought it would be only right to go as Louis the Sixteenth, but none of the costumes at the shop were authentic enough for his tastes so he is going instead as Cardinal Richelieu.

Well, before we wrap up this lighthearted look at DISC behavior during one of our favorite holidays, here’s a few more quick takes on DISC meets Halloween:

The Wolfman – Low I, Low C
Dracula – High D, Low I, High S
Dr. Frankenstein – High D, High C
The Creature (Frankenstein’s Monster) – Low D, Low I, High S, Low C
Dr. Jekyll / Mr. Hyde – High C, Low D / Low C, High D
Batman – High D, Low I, Low S, High C
Princess Leia – High D
Little Red Riding Hood – Low D, High I

And remember no DISC Halloween celebration is complete until somebody dresses up as Dr. William Moulton Marston’s other invention – Wonder Woman.

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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.

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Our popular workshop and training are back for the Fall season: The Align to Thrive workshop and the career-changing 2-day DISC Certification program have sessions coming soon.

Two-Day CPBS DISC Certification Training
This intensive program gives you the opportunity to learn DISC from twice-named TTI International Trainer of the Year, Arthur Schoeck. The Advanced Experiential DISC Certification is a behaviorally-based communication workshop. Participants will learn how to communicate using the DISC language as a way of understanding themselves and others. The workshop incorporates a behavioral assessment to give a more complete understanding of what DISC is and how to use it to interact with others and to appreciate others’ behavioral styles.

Each class is limited to eight people to ensure personal attention and optimal participation and interaction.

Sessions: October 27th & 28th, November 17th & 18th, December 14th & 15th, and January 25th & 26th

Location: Data Dome Conference Center, 1040 Lindridge Dr. NE, Atlanta, GA 30324

Find out more and register here: http://datadome.com/certification_workshop.php

Align to Thrive!
A special half-day workshop offered in conjunction with Alignment at Work, LLC. This session is designed for business leaders looking to ignite performance despite the economic storm by developing a culture capable of emerging stronger and ready for sustained growth.

Is Your Team Aligned to Pull Through the Economic Storm?

Available Session Date: November 10th
Location: The Georgian Club: 100 Galleria Parkway, Suite #1700, Atlanta, GA 30339

Find out more and register here: http://datadome.com/align2thrive.php

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In a recent episode of Boaz Power TV recorded in Washington DC, Boaz Rauchwerger tells a story of a young Abraham Lincoln and how his harsh criticism of a local city official led to that official challenging Lincoln to a duel. Although the duel was averted at the last moment, Boaz uses the anecdote as an illustration of the downside and risk of criticizing and complaining and asks viewers to pledge to completely abstain from criticizing or complaining for an entire week.

But is criticizing always bad? Are there no situations where complaining might be useful?

Let’s take a quick look at the classic DISC behavioral styles and see if the “3 C’s Affirmation: I do not criticize, condemn, or complain. I look for the good.” is really a good or realistic idea for everybody to try to follow.

First let’s look at the high D DISC profile: Regardless of whether avoiding complaining is a good idea, the high D individual is very unlikely to stick to the pledge. He or She might say the words, but as soon as a situation is encountered that calls for corrective action (or at least appears to from the high D’s perspective) an on-the-spot critique is going to occur. The high D DISC profile rankles at things that put objectives at risk and he or she won’t brood about it – the complaint will be gotten off the chest right away and the criticism will be repeated unless or until adjustments to the situation are made.

The high I DISC profile is a completely different story. The behavioral bias of a high I DISC profile makes him or her very likely to embrace this pledge. It’s feel-good message aligns well with the high I’s habits of trying to please people and be thought of positively by those around him or her. However, the high I might actually be avoiding or procrastinating about delivering a needed complaint or critique out of a behavioral tendency to try to be too nice. For example a high I manager might not give a needed critique to an employee to avoid being perceived as a “bad guy”, but as a result a minor problem is overlooked when it may have been easily corrected and now it may fester into a larger issue because it wasn’t “nipped in the bud”.

High S individuals are very reluctant to buck the status quo. In an effort to avoid making waves he or she may bottle up complaints and critiques that are quite legitimate – they don’t need to take the pledge, they already have a natural tendency to avoid complaining, but by holding criticism inside they may be needlessly suffering abuse, or struggling with correctable situations. Their assumption is that time will smooth out the wrinkles and most problems will sort themselves out, however, this is not always the case. The person with a high S DISC profile should in fact be encouraged to critique and complain to make sure that a storm of trouble and resentment isn’t brewing beneath the laid-back surface.

Finally we come to the high C DISC profile, probably the best candidate for Boaz’s advice. High C’s are process and compliance oriented and have a habit of criticizing things and people that disrupt policy and procedure. An extreme high C is often perceived as being harsh because of a natural intolerance for anything that falls short of exacting standards. If the high C embraces the 3 C’s affirmation it may lead to more harmonious communication for him or her and those with whom he or she works. Unlike the high D, the high C may embrace the pledge if convinced, by hard data, of the value of adopting it as a policy or code of conduct against which compliance can be measured.

As you can see, different people’s DISC profiles indicate a diversity of behavioral tendencies. It is rare to find one-size-fits-all advice that actually makes sense across the full spectrum of DISC behavioral styles.

Not that I’m complaining…

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The DISC Profile world is rife with examples and explanations of the various behaviors found on the high side of the charts. High D, I, S and C behaviors are the staples of behavioral consultants and organizational designers, but we here at Data Dome want to make sure you understand that very low scores in a behavior category can be just as predictive as the high DISC styles. Fortunately for us we’ve got a couple of great celebrities to look to for examples of Low C DISC profiles in action…

It almost seems that Lindsay Lohan and Paris Hilton are having a contest to see who’s DISC behavior profile displays a lower C.

Let’s first look at the DISC adjectives to get a feel for what a low C DISC style is like:

• independent
• opinionated
• unconventional
• uninhibited
• free-thinker
• unconstrained
• avoid detail
• self-governing
• defiant/rebellious of rules set by others
• careless with details

Both actresses have been noted in the media for outrageous behavior and a lack of discipline in business dealings. Paris, famous for being famous, was described in an article on the 10 worst celebrity business owners as having “failed at the business of being herself.” According to the article, acting in an unconstrained way, inattentive to the details of endorsement deals has led her to being sued for millions in damages. And with several scandalous pictures and tapes floating about on the Internet, one would hardly categorize Paris Hilton as “inhibited.”

Similarly, Lindsay has had numerous run-ins with authorities, has shown flagrant disregard for public safety in her use of drugs and alcohol while driving. Despite her talent and creativity she has been called “officially unreliable” and unprofessional on movie sets. The notion of self-governing seems like an apt description of someone who smokes despite being an asthma sufferer since the age of two. With nude photo-shoots as Marylin Monroe and a movie role as a stripper, Lohan also fits the “uninhibited” adjective.

I imagine they would both nod their heads in agreement when they read in their DISC profiles: “Respect my defiant nature”.

That is they might if they bothered to show up to fill out the DISC assessment.

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In a recent post by John G. Agno for Coaching Tip: The Leadership Blog some interesting, survey results are brought to light indicating that an alarming 33% of employees consider their managers to be incompetent. The article goes on to suggest that communication problems and recession-induced organizational changes may have much to do with the very high incompetence rating.

Agno seems to be on the right track. Communication is an essential managerial skill, but what is often overlooked are the DISC behavioral underpinnings that can make all the difference between a distrustful and unhealthy communication culture and one where information flows freely, encouraging trust and a sense of inclusion around the office.

Relationship dynamics within the workplace can be impacted by conflicting motivations and communication that isn’t adapted to the diversity of DISC behavioral styles amongst the staff. When a worker doesn’t understand a manager’s motivation or is expected to digest information that runs counter to the worker’s DISC style then the worker may come to a conclusion that the manager is in fact incompetent.

For example, let’s say the manager is a high C who is operating with strong Utilitarian/Economic motivators and the employee is a high D with strong Individualistic/Political motivators. The manager may announce a cutback based on a cut and dry procedural determination – profits are down, so cut costs – while the high D employee is focused on the goals set forth for the department and has a hard time seeing how they can be achieved with less staff. Without adapting communication that reconciles these points of view and behavioral biases it’s easy to see how a conflict could arise. The high C boss could take the high D employees natural resistance to the cutback as a disregard and disrespect of procedural authority and even a naivety in the face to the dollar and cents facts of the situation. The employee in turn could see the manager’s action as callous in difficult times and sabotaging of the ability to reach important objectives.

So how might this go differently? If the manager above were a more skillful communicator and was armed with the kind of knowledge that assessments can provide about employees she could have adapted her style to better communicate with her employee – putting the platinum rule in action. Tools like DISC assessments would have uncovered the manager and worker’s DISC styles and a tool like Motivation Insights could have revealed how each rated the six value categories in the spectrum of Workplace Motivators. The manager could have made the employee more involved in the decision and discussed how the best way to help most of the employees was by pursuing the overall goal of keeping the business alive – a goal which necessitated the cutback. The two could then move to a more productive conversation of how to adjust strategy and tactics under the changed circumstances. The improved communication changes the employee’s perception of the manager as an incompetent, uncaring, dictator who ignores business objectives into a new appraisal as a competent leader willing to make tough decisions for the overall good of the many.

We’ve discussed here how the same decision communicated differently could change the perception of competence. Adapting communication based on an understanding of workplace motivators, values, and DISC behavioral styles can go a long way toward improving office morale and trust within the company culture.

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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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