DISC communication skills
A manager’s ability to understand people and communicate well is key to organizational effectiveness. Therefore, managers should become students about communicating and interacting with the people on their teams.
The DISC Model is a language that helps us understand the different ways people can behave in various situations. Used extensively throughout the world, the DISC language is based on observable human behavior, and it’s fairly easy to learn.
Using the DISC language you’ll be better able to gain commitment, build effective teams, resolve and prevent conflict. Understanding DISC will also help you gain credibility and influence.
Quick History of the Four Styles
Identifying different styles of behavior goes back at least to the time of Hippocrates, in 400 B.C. After much observation, Hippocrates suggested that four main types of people existed. Six hundred years later, Galen, a Roman philosopher, also spoke of four basic types of behavior.
Jump ahead to the 1920’s, when a psychology professor at Columbia University named William Marston identified four distinct behavioral preferences and outlined what we now refer to as the DISC Model of behavioral temperaments. In the 1950’s a man named Walter Clark developed the Activity Vector Analysis, the first assessment instrument based on Marston’s theory. The DISC Assessments many people use today are based on the work of these men.
DISC is a Neutral Language
It is vitally important to know that the DISC Model and its associated language is inherently neutral, and therefore any judgment of “good” or “bad” behavioral styles are inappropriate. Although it’s safe to say that some behaviors are more effective (or less effective) in certain situations, it’s also important to recognize that people can adapt their behavior situation by situation. Therefore, in DISC language, we value the strengths of each style and understand where limitations may exist.
Why Learn the Four Styles?
The more managers and leaders know and understand the behavioral preferences of the people they lead and manage, the better they can make decisions about how to create optimal conditions for their teams to excel. The more managers and leaders apply this knowledge, the more effective they can become.
The DISC Language Overview
DISC is an acronym, with each letter representing a different spectrum of behavior.
People have a natural preference for how they prefer to:
- respond to problems and challenges (“D” scale)
- influence other people (“I” scale)
- pace their day (“S” scale)
- respond to rules and procedures (“C” scale)
People scoring high on the “D” scale like to DOMINATE problems. They jump in and try to resolve them right away. People scoring low on the D scale prefer to take their time when solving problems.
People scoring high on the “I” scale like to INFLUENCE other people to their way of thinking. People scoring low on the I scale prefer to let people form their own opinions.
People scoring high on the “S” scale like STEADINESS in the pace of their day and not a lot of change or conflict. People scoring low on the S scale prefer plenty of change and don’t mind conflict.
People scoring high on the “C” scale are CONSCIENTIOUS about rule and procedures and want to follow them. People scoring low in C don’t mind bending or ignoring rules en route to getting results.
Although there is much more to the DISC language, these are the basics. To learn more about DISC, click on the links in the “More Learning” column on the right.
DISC assessments measure behavioral style—a person’s preferred manner of doing things in light of Problems, People, Pace, and Procedures. These behaviors are observable.
The DISC Model does not measure intelligence levels, values, skills, experience, education levels, or training.
Remember: DISC is a neutral language. Some behaviors may be more effective in certain situations, but the ideas of “right and wrong” or “good and bad” do not apply.
An overview of High and Low D Scores
People scoring strongly in D like challenges and trying to dominate a problem They are often:
Determined and decisive
Vigorous and driving
Egocentric and self-important
Strong-Willed and forceful
Autonomous and independent
Goal-Oriented and ambitious
People scoring low in D dislike challenges and usually are slow to resolve new problems, sometimes even preferring that problems resolve themselves. They are often:
Cautious and careful
Low-keyed and agreeable
Undemanding and unchallenging
Hesitant and harmonious
Peaceful and unassuming
Common mottos for a strong D:
Do it NOW – Win – Get results
When communicating with Strong D people:
Stick to business (no personal chit-chat)
Be brief and to the point (don’t “dream” with them)
Be prepared and organized (avoid rambling explanations)
Conversely, when communicating with people scoring low in D:
Personal chit-chat is okay, even expected
(too much time pressure can be uncomfortable)
Exploring options is fine, even welcomed
(being too terse or brief feels incomplete)
DISC assessments measure behavioral style—a person’s preferred manner of doing things in light of Problems, People, Pace, and Procedures. These behaviors are observable.
The DISC Model does not measure intelligence levels, values, skills, experience, education levels, or training.
Remember: DISC is a neutral language. Some behaviors may be more effective in certain situations, but the ideas of “right and wrong” or “good and bad” do not apply.
An overview of High and Low I Scores
People scoring strongly in I like to engage and influence people. They are often:
Enthusiastic and effusive
Magnetic and magnanimous
Friendly and forthcoming
Demonstrative and persuasive
Optimistic and trusting
Expressive and engaging
People scoring low in I have little or no drive to influence others or sway their opinions. They can be seen as:
Factual and frank
Matter-of-fact
Undemonstrative and unengaged
Pessimistic and stand-offish
Critical and skeptical
Common mottos for a strong I:
Enjoy ALL of life – Have fun – Get results
When communicating with Strong I people:
Be warm and friendly (avoid terse, short sentences)
Provide details in writing (avoid too many details in conversation)
Include time to talk about their thoughts & feelings (don’t over-control the conversation or cut it short)
Conversely, when communicating with people scoring low in I:
Draw out their opinions slowly
(don’t expect an abundance of enthusiasm)
Allow them to explore both sides of an issues — pros and cons
(don’t be too enthusiastic or overly-optimistic)
DISC assessments measure behavioral style—a person’s preferred manner of doing things in light of Problems, People, Pace, and Procedures. These behaviors are observable.
The DISC Model does not measure intelligence levels, values, skills, experience, education levels, or training.
Remember: DISC is a neutral language. Some behaviors may be more effective in certain situations, but the ideas of “right and wrong” or “good and bad” do not apply.
An overview of High and Low S Scores
People scoring strongly in S like a steady, even pace. They are often:
Relaxed and resistant-to-change
Passive and patient
Non-demonstrative and detached
Consistent and cooperative
Steady and stable
Reliable and loyal
People scoring low in S tend to prefer plenty of activity, variety, and change. They can be seen as:
Impatient and impulsive
Flexible and adaptable
Restless and fidgety
Eager and anxious
Active and alert
Common mottos for a strong S:
Peace and Loyalty – Commitment to the Cause
When communicating with Strong S people:
Start easy with a personal comment (avoid jumping straight into business)
Speak softly and easily (avoid demanding overtones)
Allow them time to think about things (don’t expect fast decisions)
Watch body language for disagreement (they probably won’t verbalize anything)
Conversely, when communicating with people scoring low in S:
Expect fast answers while bouncing from topic to topic
(don’t be surprised if they’re ready to move on before you)
Be prepared to state you need more time if you feel you need it
(don’t let them rush you into moving too fast)
DISC assessments measure behavioral style—a person’s preferred manner of doing things in light of Problems, People, Pace, and Procedures. These behaviors are observable.
The DISC Model does not measure intelligence levels, values, skills, experience, education levels, or training.
Remember: DISC is a neutral language. Some behaviors may be more effective in certain situations, but the ideas of “right and wrong” or “good and bad” do not apply.
An overview of High and Low C Scores
People scoring strongly in C like to know and follow rules and procedures. They are often:
Perfectionistic and precise
Careful and cautious
Conventional and tactful
Exacting and accurate
Systematic and stable
Incisive and inflexible
People scoring low in C tend to ignore rules set by others. Extremely low C people will even disregard rules set by themselves. People scoring low in C may be seen as:
Unsystematic and uninhibited
Opinionated and obstinate
Self-righteous and stubborn
Arbitrary and aggressive
Careless and inconsiderate
Common mottos for a strong C:
Do it RIGHT – Rules are made for a reason
When communicating with Strong C people:
Be accurate, objective, and realistic (avoid using emotional pleas)
Consider both pros and cons of any issue (avoid focusing only the positives)
Allow them time to think about things (don’t expect fast decisions)
When communicating with people scoring low in C:
They may have no qualms about bending rules
(don’t expect a desire for compliance)
Agreed-upon procedures may be “forgotten”
(you may need to remind them of operational standard
Valuing the Differences
Many people make the mistake of believing “the world would be a better place if people were more like me.” Smart people know this is not true, and that highly effective communications can occur when people subscribe to the following:
- each of the four styles has strengths, and each also has weaknesses
- we get more done and get along better if we value the differences
Good teamwork and good work environments exist when managers capitalize on the strengths of all four types of people. Knowing the DISC language provides managers a way to bring out the best in people and create passion-driven teams.
Getting DISC assessments for your team
Leadership Development, Inc. and the Center for Workplace Excellence are licensed and certified providers of DISC assessments (among other useful “personality tests”).
Licensing requirements preclude us from providing direct access to these assessments, but you may receive a complimentary DISC assessment by contacting us and inquiring about how DISC assessments can be used to help you create a passion-driven team.