Why should I use DISC at work?

One critical element in my people management over the years has been to develop an understanding of peoples behaviour preferences, and utilising DISC as a means to appreciate these.

As explained earlier DISC is a well regarded measure of how an individual prefers to act either in work or home settings. Its not a personality test, but a self assessment of your behaviour preferences.

How does DISC measure behaviour?

Research has consistently shown that behavioral characteristics can be grouped together into four archtypes. (Hence the DISC acronym) People with similar preferences tend to exhibit specific types of behaviour common to that style – this is not acting. A person’s behaviour is a necessary and integral part of who they are and derives from their fundamental personal values.

The DISC model scientifically analyzes an individual’s preferred manner of doing things with as many as 384 combinations of the four measurable styles based on the results of a brief questionnaire. Responses to this questionnaire are rated in terms of Dominance, Influence, Steadiness, Compliance, (The four styles of the DISC model) from which a computer program derives a “score” from the answers. A persons preferences can be a simple as a high single preference say S, or a complicated as a preference to use three of the four styles depending on the situation and whether they are under pressure.

What DISC is NOT

Right and wrong has nothing to do with the DISC language and system of reports.

Right and wrong is based on values and beliefs. DISC is a neutral language only describing the differences in how people approach problems, other people, pace and procedures. Winners and successful people can come from all styles of behaviour.

DISC isn’t a label. People have a preference for certain behaviours, but their preferences can change. I assumed a high D profile when i moved into management and was forced to become more dominant – or so I thought- to accomplish my goal. And in my post-employment preferences, my D has declined. Your DISC can change with circumstances and an individual can flex or adapt their behaviour styles to fit roles and other team members- its not easy and can put pressure on an individual but it can be done.

DISC is not like a “foreign” language that takes years to master. Results are fast when you simply 1) Gain an appreciation and respect for other people’s preferred styles and 2) Learn to recognize them in your interactions and adapt or flex your conversational and behavioural approach. This alone radically improves connection and communication. And that will make a big difference to your personal success.

DISC does not measure intelligence, skills, experience, education and training. However, we do have reports that respectively measure workplace values and personal values that act as hidden motivators (not easily observable) at work and that fuels DISC profiles- the Values Report. We can also measure how behaviour preferences can mean individuals prefer certain roles in teams- this is the TEAMS report.

In business terms, there are several important reasons to use the DISC reports at work.

1. Designed For Professional Use
One of the reasons that DISC has such a practical value is that it was specifically designed to address business-related behaviours. DISC isn’t a personality test as it doesn’t attempt to create a complete psychological profile of the user. Instead it concentrates on how individuals prefer to behave at work. This makes the DISC model very easy to understand and makes the insights truly accessible and applicable to real-life business situations.

2. Gaining Commitment and Cooperation 
People tend to trust and work well with those who seem like themselves. The most effective way to gain the commitment and cooperation of others is to “get into their world” and adapt to their behavioural style. Observe a person’s body language, “how” they act and interact with others. Notice clues in their work or living area. By applying the DISC language you will immediately be able to blend or adapt your style with another’s unique style for much better communication.

3. Building effective teams 
People may have a tendency to be hard on each other, continually value judging behaviour, therefore, team development tends to be slowed or halted due to ongoing people problems. An awareness of behavioural differences has an immediate impact on communication, conflict resolution and motivation for the team. Understanding the DISC styes of your team members will enable you to understand their behaviour preferences, communication preferences, work-style preferences and enable you to adapt, or to have a conversation about how team members can adapt their behaviour in certain circumstances.

4. Resolving and preventing conflict 
Understanding the style similarities and differences of individuals inside and outside your team will be the first step in resolving and preventing conflict. By meeting the person’s behavioural needs, you will be able to diffuse many problems before they even happen- as many work place conflicts are people related. Some people prefer structured management, others like to work alone. I have found that the DISC language will enable you to learn more about a person in 10 minutes than you can learn in a year without DISC.

5. Gaining credibility and influence. 
Every interaction you have with a person either increases or decreases your credibility and influence. Have you ever met a person who won’t stop talking and relates his whole life story to you? When you see this person coming, do you dread the interaction? If so, it is because their behaviour has caused them to lose credibility and influence with you. Conversely, a person who you can’t wait to see daily has credibility and influence in your eyes and, therefore, is deserving of your time. The DISC language allows you to behaviourally understand how you can create influence with others by adapting your behaviour to their preferences to ensure the right things are done.

If you’d like to know more about DISC please contact me. If you’d also like to know how to adapt DISC to your team and enhance your performance we’re ready for your call! Whilst DISC isn’t the only product out on the market, its a validated, consistent, and worthwhile tool to asset you address people  issues, if you have an alternate method why not share it in our comments?