DISC

DISC Assessment

The fascination with the practical applications of an assessment led me to the DISC. DISC (Assessment & Report) gives you insights to better understand yourself & others, and actionable tips to improve your ability to interact and work with others.

An assessment is useless if it cannot help you apply what you learned about yourself to improving your behaviors and increasing your effectiveness in interacting with others.

“If you work with people who are difficult, there is both good news and bad news. 
The bad news is you work with them. The good news is you have time to study them, 
understand the patterns of their behavior, and plan your strategic response.” 
—Rick Brinkman & Rick Kirschner

The D.I.S.C. Assessment

The DISC Assessment is a behavioral profile or assessment. It measures observable behavior and emotion; how we prefer to act and communicate (or behavioral style). The DISC Assessment does not measure or tell you your personality type. Instead, it shows how your personality responds to the environment. For example, it reveals how you tend to behave under stress, in conflict, when communicating, and when avoiding certain activities.

The three main objectives of the DISC Assessment are:
  • Determine/recognize and value your own DISC behavioral style.
  • Determine/recognize and value the DISC behavioral style of others.
  • Become proficient in adapting your behaviors to create better performance.
A solid assessment must have the following: affordable, short, simple, easy-to-remember, immediate & practical applications of actionable recommendations (e.g., understanding of self, others, and the situation, and adapting to others in a manner that will reduce tension and increase trust and collaboration in all types of relationships).

The D.I.S.C. Model

The DISC Model uses a four-dimensional model of normal behavior. The four dimensions—Dominance, Influence, Steadiness, and Conscientiousness—provide the basis for the name DISC. The DISC Model is based on the 1928 work of psychologist William Moulton Marston. Marston theorized that people are motivated by four intrinsic drives that direct behavioral patterns. He used four descriptive characteristics for behavioral tendencies which are represented by four letters: D, I, S, and C. Thus, the concept of “DISC” was born.
  • The Dominant “D” type – An outgoing, direct, brief and to the point, decisive, independent, task-oriented individual will be focused on getting things done, accomplishing tasks, getting to the bottom line as quickly as possible and MAKING IT HAPPEN! Bottom line and results oriented. This person enjoys challenges and immediate results. (The key insight in developing a relationship with this type person is RESPECT and RESULTS.)
  • The Influencing “I” type – An outgoing, people-oriented individual loves to interact, socialize and have fun. This person enjoys being on teams, sharing openly, entertaining and motivating others. This person is focused on what others may think of him or her. (The key insight in developing a relationship with this type person is ADMIRATION and RECOGNITION.)
  • The Steadiness “S” type – Are team players, cooperative and supportive of others. They prefer being in the background, working in a stable environment. They are often good listeners and prefer to avoid conflict and change. A reserved, people-oriented individual will enjoy relationships, helping or supporting other people and working together as a team. (The key insight in developing a relationship with this person is FRIENDLINESS and SINCERE APPRECIATION.)
  • The Conscientious “C” type – A reserved, task-oriented individual will seek value, consistency and quality information. This person focuses on being correct and accurate. Cautious and concerned. They are focused on quality, details and accuracy. (The key insight in developing a relationship with this individual is TRUST and INTEGRITY.)
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