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DISC types
Explanations > Preferences
> DISC types
DISC types |
Preferences | So
what?
DISC types
This is a popular system originating in the 1920's by an American
psychologist called William Moulton Marston. It measures four preferences, in
which you are scored in
each preference (thus resulting in a profile score across each type).
The meanings of the DISC letters vary, according to whom you talk. Known
variants are included in the table below:
|
DISC type |
Description |
| Dominant (Direct, Driver, Demanding, Determined,
Decisive, Doer) |
Independent, persistent, direct. Energetic, busy,
fearless.
Focus on own goals rather than people.
Tell rather than ask.
Ask 'What?' |
| Influential
(Inducement, Inspiring, Impressive, Interacting, Interesting) |
Social, persuasive, friendly. Energetic, busy,
optimistic, distractible.
Imaginative, focus on the new and future.
Poor time managers. Focused on people than tasks.
Tell rather than ask.
Ask 'Who?' |
| Steady
(Submissive, Stable, Supportive, Shy, Status quo, Specialist) |
Consistent, like stability. Accommodating,
peace-seeking.
Like helping and supporting others. Good listeners and counselors.
Close relationships with few friends.
Ask, rather than tell.
Ask 'How?' and 'When?' |
| Conscientious (Cautious, Compliant, Correct,
Calculating, Concerned, Careful, Contemplative) |
Slow and critical thinker, perfectionist. Logical,
fact-based, organized, follows rules.
Don't show feelings. Private. Few, but good friends.
Big-picture, outlines.
Ask 'Why?' and 'How?' |
When compared to the Myers-Briggs Type Inventory, it
is more behaviorally focused (Myers Briggs focuses more on the thinking
processes).
Preferences
Just by looking closely at this, a number of preferences can be seen within
the DISC types, including:
|
Preference |
Dominant |
Influential |
Steady |
Cautious |
| Focus on other people |
|
X |
X |
|
| Independent, internal |
X |
|
|
X |
| Energetic and busy |
X |
X |
|
|
| Tell rather than ask (vs. opposite) |
X |
X |
|
|
| Imaginative, big-picture, future-focused |
|
X |
|
X |
| Like stability and predictability |
|
|
X |
X |
| Like change (vs. stability) |
X |
X |
|
|
| Task-oriented (vs. people) |
X |
|
|
X |
| Flexible to changing world |
|
X |
X |
|
The DISC can be simplified in a 2x2 grid:
|
|
People-focused
|
Task-focused |
| Active,
Outgoing |
Influential
|
Dominant |
| Passive,
Internal |
Steady
|
Conscientious |
So what?
Understand the DISC type. They are quite simple and thus easy to use. Then
play to the person's preferences and overall type.
With Dominant people
- Build respect to avoid conflict
- Focus on facts and ideas rather than the people
- Have evidence to support your argument
- Be quick, focused, and to the point
- Ask what not how
- Talk about how problems will hinder accomplishments
- Show them how they can succeed
With Influential people
- Be social and friendly with them, building the relationship
- Listen to them talk about their ideas
- Help them find ways to translate the talk into useful action
- Don’t spend much time on the details
- Motivate them to follow through to complete tasks
- Recognize their accomplishments
With Steady people
- Be genuinely interest in them as a person
- Create a human working environment for them
- Give them time to adjust to change
- Clearly define goals for them and provide ongoing support
- Recognize and appreciate their achievements
- Avoid hurry and pressure
- Present new ideas carefully
With Conscientious people
- Warn them in time and generally avoid surprises
- Be prepared. Don't ad-lib with them if you can
- Be logical, accurate and use clear data
- Show how things fit into the bigger picture
- Be specific in disagreement and focus on the facts
- Be patient, persistent and diplomatic
See also
Four Types
http://www.discprofile.com/whatisdisc.htm
www.cepmagazine.org/pdf/060369.pdf
Marston, William (l979), The emotions of normal people, Minneapolis,
Persona Press, Inc.
Rohm, Robert (1993), Positive Personality Profiles, Personality
Insights Inc.
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