leadership and communication presented by: garrison singer performance solutions international
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Copyright Discovery Profiling International 2003 3
Our Objectives And Goals
1. Understand the language of DISC and Motivators
2. Celebrate each persons style
3. Use the language of DISC and Motivators in the selection process of candidates
4. See how DISC and motivators facilitates communication and enhances leadership direction
Copyright Discovery Profiling International 2003 4
What is DISC?
How we do what we do
Success comes from all types of behavior
No good or bad
No right or wrong
DISC is a Neutral Language
People do not like to be labeled
A person’s behavior is the sum of all four factors and should be not labeled as a High D, I, S or C
DISC is a Silent Language
A measurement of intelligence
An indicator of a person's values
A measurement of skills and experience
A measurement of education
DISC is NOT
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What is DISC used for?
Customer Service Career Planning
SalesTime ManagementConflict Resolution
Team Building
Family
Goal Setting
Social Relationships Sports
Job Selection
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The Emotions of DISC!
Quick to Anger(Short Fuse)
Slow to Anger(Long Fuse)
Very Trusting(Optimistic)
Distrusting(Pessimistic)
Non-Emotional(Listens)
Emotional(Shows Emotion)
Low Risk(By the Book)
High Risk(What Book?)
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What do the Factors Measure?
Problems
Challenges
People
Contacts
Pace
Consistency
Procedures
Constraints
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Using DISC
Your behavioral design is the combination of the highs and lows of all four factors.
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Using DISC
Everyone has the ability to adapt.
Adapting requires energy.
You can identify your natural tendencies and consciously adapt as the situation requires.
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DOMINANCE – 12%
How a person solves problems or accepts challenges
Demanding Aggressive Pioneering Competitive Decisive
Emotion — ANGER
OUTGOING and TASK-ORIENTED
Examples?
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The High Dominant
Keep your distance Lean slightly forward Direct eye contact Strong handshake Talk with their hands using
linear motions
Body Language
Challenges Opportunities to lead Tough Assignments
Energizers
Strong Clear Confident Direct
Tone of Voice
Win Results Lead the field Be the best, or first Bottom Line Immediate New and Unique
Powerful Words
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Style Analysis Graph
100100
9090
8080
7070
6060
5050
4040
3030
2020
1010
00
Regina Hap
Karen, RobertPeterKonnie, Pat, KimCarol
Ann
Linda
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INFLUENCE – 28%
How you influence others to your point of view
Enthusiastic Persuasive Optimistic Impulsive Gregarious
Emotion — TRUST
OUTGOING and PEOPLE -ORIENTED
Examples?
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The High Influence
Use touch Smile Expressive gestures Stand or sit next to Fun- laughing
Body Language
People Interaction Social Recognition Situations requiring enthusiasm
Energizers
Energized Enthusiastic High and low modulation Persuasive Friendly
Tone of Voice
Fun I feel Exciting You will look great Recognition Put you in the spotlight Picture this
Powerful Words
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Style Analysis Graph100100
9090
8080
7070
6060
5050
4040
3030
2020
1010
00
Kim
LindaKonnie
Pat, KarenRegina, HapPeter, Ann
Carol
Robert
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STEADINESS -47%
How you respond to the pace of the environment
Methodical Habitual Consistent Patient Possessive
Emotion — NONEMOTIONAL
RESERVED and PEOPLE -ORIENTED
Examples?
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The Steadiness Factor High
Not too close Lean back, don’t rush Relaxed Small hand gestures Calm Friendly, eye contact
Body Language
Security Closure Team Harmony Opportunity to serve
Energizers
Warm Soft Calm Steady Low in volume
Tone of Voice
Think about it Take your time Help you out; help me out Logical, step-by-step Trust me Guarantee Promise
Powerful Words
Copyright Discovery Profiling International 2003 20
HapReginaKimKonnie
Ann
CarolKaren, RobertLindaPat, Peter
Style Analysis Graph100100
9090
8080
7070
6060
5050
4040
3030
2020
1010
00
Copyright Discovery Profiling International 2003 21
COMPLIANCE – 13%
How you respond to rules and regulations set by other people
Precise Perfectionist Orderly Conservative Diplomatic
Emotion — FEAR
RESERVED and TASK-ORIENTED
Examples?
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High Compliant
Don’t touch Sit or stand across from Direct eye contact Little or no hand gestures Firm posture
Body Language
Information Quality standards & rules Compliance to rules Analysis/research
Energizers
Controlled Little modulation Thoughtful Direct Precise
Tone of Voice
Here are the facts Proven Guarantees The data shows No risk Take you time Think it over Analyze
Powerful Words
Copyright Discovery Profiling International 2003 23
Style Analysis Graph100100
9090
8080
7070
6060
5050
4040
3030
2020
1010
00
Carol
RobertPeter, AnnPat
Konnie
HapRegina, Karen
Kim
Linda
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Stress Recovery!
Physical Activity
Social ActivityNothing Time
Thinking Time
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THE SUCCESS
INSIGHTS WHEEL
Closer to center, more adaptable Farther out, more rooted in your style Outer ring is pure style
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We see the world through our own eyes.We each see differently.
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Attitudes or Behavior?
Behavior (DISC) is how you carry out your action.
Attitudes put the thought in your mind and impel you to action.
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Theoretical
Goal: Truth & Knowledge
Passion: Discover of truth
Over-Extensions: Practical matters neglected
Stress Factors: Subjective experience, inability to know or DISCover
“Not to know is bad, not to wish to know is worse.”
— African Proverb
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Utilitarian
Goal: Utility of resources
Passion: Utility & practicality
Over-Extensions: Workaholic, self-preservation only
Stress Factors: Wasted resources, no return on investment
$$$
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Aesthetic
Goal: Experience & Expressions
Passion: Form & Harmony
Over-Extensions: Non-awareness of subjective reality
Stress Factors: Objectivity without feeling, disturbance of form
“A wildflower on the mountain top would not change places with a rose in the garden.”
— Armenian Proverb
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Social
Goal: Elimination of hate & conflict
Passion: Investment of self in others
Over-Extensions: Focus on others; injurious to self
Stress Factors: Individualistic behavior, insensitivity
“The best passion is compassion.”
— Jamaican Proverb
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Individualistic
Goal: Assertion of self in victorious causes
Passion: Attaining & Using position & power
Over-Extensions: Power over People.
Stress Factors: Loss of power or position
“Victory had a hundred fathers. Defeat is an orphan.”
— Chinese Proverb
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Traditional
Goal: Search for highest value in life
Passion: Finding meaning in life
Over-Extensions: Self & other sacrifice for beliefs, closed-minded
Stress Factors: Actively opposing set of beliefs
“Better to die standing than to live on your knees.”
—Yiddish
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Questions
DISC : observable behavior
Motivators: underlying drive
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Areas for Improvement
Can you recognize your areas which could use improvement?
Check out Time Wasters
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Dysfunctional Teams
What are the hallmarks of a dysfunctional team?
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Absence of Trust
Fear of Conflict
Lack of Commitment
Avoidance of Accountability
Inattention to Results
The Five Dysfunctions of a Team
The Results The Signals/Signs
Invulnerability – People are not showing their true selves or willingness to be vulnerable
Artificial Harmony – Making things look nice. No open conflict discussion. Conflict always taken offline.
Amibiguity – Goals, tasks, commitments left unclear in team meetings. No one searching for clarity. Hiding out.
Low Standards – Lack of high standards of performance. No one taken to task.
Status and Ego – The individual places their ego and needs over that of the teams. Personal result most important.
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Functional Teams
What are the hallmarks of a fully functioning team ?
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Trust
Open Discussions and Constructive Conflict
Making & KeepingCommitments
TotalAccountability
ProducingResults
A Fully Functioning Team
The Results The Signals/Signs
Vulnerability – People are showing their true selves and willingness to be vulnerable. Seeking help. Searching.
Constructive Conflict – Open discussion and conflict resolution. Passion. Caring about issues. Respect.
Clarity – Goals, tasks, and commitments are clear and commitments met. No hidden agendas.
High Standards – The team works to the highest quality. Individual and Group accountability
Status and Ego – The group takes precedent over the individual. Group success more than ego.
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Our Objectives And Goals
1. Understand the language of DISC and Motivators
2. Celebrate each persons style
3. Use the language of DISC and Motivators in the selection process of candidates
4. See how DISC and motivators facilitates communication and enhances leadership direction
Copyright Discovery Profiling International 2003 50
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