Behavioral Profiles-A Focus on DISC

Variety is the spice of life, and that variety comes in many forms.  One form is people.  We are all similar in design, yet, we are all unique.  As a leader/manager, you deal with all types of people, and dealing with them in the same way is not the most effective way to get their very best effort.
 
Recently I wrote about Myers-Briggs and how that behavioral profiling tool can help in knowing and working with the individuals on your team.  Now it’s time for the DISC profile.  DISC is an acronym for:

• Dominance - relating to control, power and assertiveness
• Influence - relating to social situations and communication
• Steadiness - relating to patience, persistence, and thoughtfulness
• Conscientiousness - relating to structure and organization

Much like Myers-Briggs, DISC provides insight into behavioral styles and preferences. 

DISC is a four quadrant behavioral model based on the work of William M. Marston Ph.D. to examine the behavior of individuals in their environment or within a specific situation.

Dominance: People who score high in the intensity of the 'D' styles factor are very active in dealing with problems and challenges, while low D scores are people who want to do more research before committing to a decision.

High "D" people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering. Low D scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.
  
Influence: People with High I scores influence others through talking and activity and tend to be emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic.

Those with Low I scores influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.
  
Steadiness: People with High S styles scores want a steady pace, security, and do not like sudden change. Low S intensity scores are those who like change and variety.

High S persons are calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and “poker faced”. People with Low S scores are described as restless, demonstrative, impatient, eager, or even impulsive.
 
Conscientious: People with High C styles adhere to rules, regulations, and structure. They like to do quality work and do it right the first time. High C people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, tactful.

Those with Low C scores challenge the rules and want independence and are described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and careless with details.

Knowing your people is really important in becoming an amazing leader.  You need to know them, and they need to know you.  “Connection” begins the process of developing trust.  It takes more than understanding someone’s behavioral profile--this is just a tool.  But like many tools, the right one can make the job much easier.

Do you have a DISC profile?