DiSC® is a behavioural profiling tool used by 75% of Fortune 500 companies. At Leading Teams, we use this tool with our clients as part of our model. Each of our facilitators is certified in DiSC profiling.
The DiSC behavioural model is based on research conducted by William Moulton Marston Ph.D. (1893-1947). Marston wanted to examine the behaviour of “normal” people in their environment or within a specific situation.
DiSC is an acronym for the four primary dimensions of behaviour:
- Dominance– direct, results-oriented, strong-willed and forceful.
- Influence– outgoing, enthusiastic, optimistic and lively.
- Steadiness– even-tempered, accommodating, patient and humble.
- Conscientiousness– analytical, reserved, precise and systematic.
The key to understanding the DiSC dimensions of behaviour is to understand the two needs that drive them. There are two basic needs that influence how people behave in relation to one another; the need for affiliation and the need for control.
There is no right or wrong profile. Because DiSC profiles describe behavioural style, they are ideal tools for the work environment. While measuring a person’s personality type can be helpful, we can’t really ask that person to change their personality. It is appropriate, however, for an organisation to ask people to adapt their behaviour to become more effective in the work environment. Behaviours are the focus of the Leading Teams model.
In particular, managers and leaders become more adaptable when they understand the impact of their behaviour on the work environment, and the impact that environment has on employee engagement, commitment and productivity. They learn to adapt the way they communicate and relate to the different motivational needs of the people they work with.
Knowing one’s DiSC style is helpful in understanding natural behavioural tendencies and how to meet individual needs. But when building relationships with others – something we all have to do – knowing how to adapt behaviour to improve relationships with other people improves communication and creates win/win solutions.
Each individual has a primary DiSC style, yet we are all capable of, and at times display, aspects of the other styles. Having the knowledge to practice those behaviours to be more adaptable when it is appropriate to do so can be a great asset.
DiSC assessments help employers and employees to eliminate much of the needless mystery, misunderstanding, and conflict that stop teams from working effectively together.
DiSC profling provides models (or frameworks) for helping people to build better relationships with others, learn about their strengths and weaknesses, and ultimately use that information to become more productive and fulfilled.
At Leading Teams, we find that most CEOs, managers and team members that we encounter are interested in finding out more about themselves and how they can deal with others more effectively: with their manager, colleagues, friends, and family. Just about everybody has experienced a personality conflict with another person that they found difficult to get along with at some point, and want to avoid those sorts of situations from happening again in the future.
DiSC is known across the world to help teams and individuals improve performance.
Contact us to find out more about how DiSC profiling can help your organisation.
