disc profile insight: disc walkthrough
Post on 01-Nov-2014
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DESCRIPTIONDiSC Profile Insight offers its buyers a step by step overview of what their profiles mean; how to read them, how to interpret the graphs and translate what values and assets can be taken out of the report to better your work environment, and communication.
- 1. DISC Profiles Understanding Your Behaviour
2. Agenda Overview of what DISC is and is not Origins of DISC Understanding your Graphs Descriptors of each Behaviour Looking at the DISC Wheel Important Sections of Your DISC Profile 3. What the DISC System Is Objective view of our behaviour Self-determined Self-reflective Contrast between natural and adapted styles A tool to help you conduct mini-reality checks A tool to help you determine origins of stress A powerful reference point for teams 4. What the DISC System Is Not An excuse for poor or abusive behaviour A reason to not work on how we affect others An imposed subjective analysis of your behaviour A personality test An indicator of right or wrong behaviour 5. DISC Origins Hippocrates 400 BC Carl Jung 1920s Dr. William Marston Style Analysis Instrument The Emotions of Normal People 1928 Active or passive actions based on perceptions of favourable or antagonistic conditions 6. All people exhibit all four behavioural factors in varying degrees of intensity. - W. M. Morston 7. Graph I Adapted Style The Mask we wear Adapting our behaviour to our environment Most Changeable of the Graphs Reading the environment and adapting Focus Graph Home vs work, volunteer vs work 8. Graph II Natural Style Who we are Us in our natural state Low energy, run down, or simply at ease Least Changeable of the Graphs Hard wired behaviours Affect of an Emotional Event Can cause some change 9. Dominance Descriptors (Red) Descriptors Ideal Environment Adventuresome Freedom from controls, supervision and details Competitive Evaluation based on results, not process or method Daring An innovative and futuristic-oriented workplace Decisive Non-routine work with challenge and opportunity Direct A forum to express their ideas and viewpoints Innovative Persistent Problem Solver Results-Oriented Self-Starter 10. Dominance Descriptors (Red) Value to the Team Possible Limitations Bottom-line organizer Overuse of position Forward-looking Sets standards too high Challenge oriented Lacks tact and diplomacy Initiates activity Takes on too much too soon too fast Innovative Emotion: Anger Fear: Loss of Control Need: To direct Looking for: Results 11. Influence Descriptors Descriptors Ideal Environment Charming Assignments with a high degree of people contact Confident Tasks involving motivating groups Convincing Establishing a network of contacts Enthusiastic Democratic supervisor with whom they can associate Optimistic Freedom from control and detail Persuasive Freedom of movement Popular Multiple, changing work tasks Sociable Results-Oriented Self-Starter Trusting 12. Value to the Team Possible Limitations Optimism and enthusiasm Inattentive to details Creative problem solving Be unrealistic in appraising people Motivates others toward goals Trust people indiscriminately Team player Situational listener Negotiates conflict Emotion: Optimism Fear: Social rejection/Being taken advantage of Need: To interact Looking for: The experience Influence Descriptors 13. Steadiness Descriptors (Green) Descriptors Ideal Environment Amiable Jobs for which standards and methods are established Friendly Environment where long-standing relationships can be or are developed Good Listener Personal attention and recognition for tasks well done Patient Stable and predictable environment Relaxed Environment that allows time for change Sincere Environment where people can be dealt with on a personal, intimate basis Steady Team Player Understanding 14. Value to the Team Possible Limitations Dependable team player Yields to avoid controversy Supports a leader and a cause Difficulty in establishing priorities Patient and empathetic Dislike of unwarranted change Logical thinker Difficulty dealing with diverse situations Loyal, long-term relationship Emotion: Non-emotional Fear: Loss of security Need: To serve Looking for: Security Steadiness Descriptors Style (Green) 15. Compliance Descriptors (Blue) Descriptors Ideal Environment Accurate Where critical thinking is needed and rewarded Analytical Assignments can be followed through to completion Conscientious Technical, task-oriented work, specialized area Courteous Noise and people are at a minimum Fact-finder Close relationship with a small group High Standards Environment where quality standards are important Mature Patient Results-Oriented Precise 16. Compliance Descriptors (Blue) Value to the Team Possible Limitations Maintains high standards Be defensive when criticized Conscientious and steady Get bogged down in details Defines, clarifies, gets information and tests it Be overly intense for the situation Asks the right questions Appear somewhat aloof and cool Task-oriented Emotion: Fear of failure Fear: Criticism of work Need: For procedures Looking for: Proof and evidence 17. Report Sections Value to the Organization Checklist for Communication Donts on Communication Ideal Environment Adapted Style Keys to Motivating Keys to Managing 18. Summary Reviewed what DISC is and is not Where DISC comes from How to Read and Use your Graphs Characteristics of Each Behaviour DISC Wheel Important Sections of Your DISC Profile