Understanding the DISC Model

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The DISC model of human personality types is a powerful tool for success. Your ability to identify a person’s primary DISC personality style, and to use that knowledge appropriately is the key to Adrian Law’s Platinum Rule (which is the subject of another article altogether). So what exactly is the DISC model and why should you care?

DISC was developed nearly 100 years ago (in the 1920’s to be exact) by Professor William Marsden. Professor Marsden concluded that there are four different behavioral styles. He also concluded that each person exhibits some of each style, but has one dominant style that influences most everything they do. Because people tend to interact best with those who are like them, recognizing a person’s DISC style enables you to interact with them more effectively. And the more successfully you interact with others, the more likely you are to get what you want out of that interaction.

The four personality styles that the professor identified are: Dominance, Influence, Steadiness, and Compliance (hence the acronym DISC). As you would expect, a person’s dominant personality style has a major impact on all aspects of their lives, including how they interact with others and how best you can interact with them. For example, a person who has a primarily high-D personality will be eager to shake things up, make changes, alter things to work the way they like best. A high-S personality values stability over all else and would be likely to resist change, even when it would be beneficial to them. Unless one of them alters the way they interact, this pairing will cause a lot of stress.

Because each personality type values different things, and we all tend to like people who are most like us, you need to take a person’s DISC style into account when dealing with them. If you’ve ever tried to chit-chat with a high-D person, or stay right on task with a high-I person, you know the futility of trying to interact with a person using a style that isn’t compatible with their own. Since this is so, the ability to recognize someone else’s DISC personality style and modify your approach to one that is compatible with theirs is a powerful tool for succeeding in your interactions with them.

Author: Bill Mann

Article Source: http://www.articlealley.com/article_987759_24.html

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Applying the knowledge of the DISC Behavioural Styles

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In the section DISC Behavioural Styles we have looked at how to identify and understand the DISC behavioural styles amongst people in the workplace. Here are some tips on how to approach and interact with people based on the information you have learnt about them and their various traits:

The “D” Dominant style:

  • Be direct and straight to the point. The dominant personality type respects this type of approach.
  • Set a clear purpose at the beginning of the discussion. This also shows your decisiveness and Leadership which will earn you respect.
  • Show them how they can be successful. The dominant behavioural style highly motivated by results and success.

The “I” Inspiring style:

  • Have fun when interacting with them. The inspiring type likes fun, entertainment and enjoyment.
  • Be animated when speaking to them. You need to keep up the level of interest with the inspiring type.  They sometimes have a tendency to get bored during a conversation.
  • Focus on their goals. The facts and figures can be boring to them, so keep them focused on the positive consequences of their future accomplishments.

The “S” Steady style:

  • Ask a steady person “How can I support you?”  The steady type is very supportive of others, and will appreciate the same in return.
  • Be friendly and comforting with a steady person.
  • Avoid imposing too much change too quickly. The steady type likes stability. Status quo suits them well.

The “C” Conscientious style:

  • Be on time when meeting with the conscientious style. They like precision and punctuality.
  • Communicate in a logical way.  It needs to make sense to them.
  • Be objective. Clearly state your objectives upfront and make sure you achieve these objectives on time and as agreed.

The key to mastering the process here is practice, practice, practice. Chunk it down to easy and measurable levels of achievement here, and evenually you will be operating with more flow and automony.

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