One of the critical skills of successful General Managers is not only a clear understanding of self, but the ability to quickly size up people that you meet in a business setting, and Identify ways to work with them. Whether they are new colleagues, a new boss, new clients or new staff- a good GM knows how to quickly find a way to build trust and empathy
I have given some guidance regarding assessing the potential preferences of strangers, but this was a while ago, and really didn’t provide a strong process to assessing a DISC profile.
And so here is a solid process to assess a persons likely DISC behaviour preference, and from there your understanding of communicating with different preferences kicks in.
Briefly, here are some core behaviours of each style. You may have even noticed some of these behaviours in yourself or the people you deal with.
- Dominance (D): are faster paced (movement, talking, deciding), extrovert (talking) more direct (to the point), task/goal orientated (want to win) and personally more guarded (do not disclose personal information readily)
- Influence (I): are faster paced (movement, talking, deciding), extrovert (talking) more direct (to the point), people orientated (seek out and enjoy the company of others) and personally more open (disclose personal information readily)
- Steadiness (S): are slower paced (slower to move, talk and respond), introvert (thinking before talking to people they know), more indirect (take time to get to the point and gives detailed information), relationship orientated (want to get to know you) and personally more open (will disclose personal information)
- Conscientious (C) or Compliant: are slower paced (slower to move, talk and respond), introvert (thinking will talk if asked), more indirect (take time to get to the point and gives detailed information), task/goal orientated (wants to do things the right way first time) and personally more guarded (do not disclose personal information readily)
So, to quickly identify the styles of other people ask these two questions of yourself:
- Are they more direct and fast-paced or indirect and slower-paced?
- Are they more guarded and task-oriented or open and people-oriented?
Direct and fast-paced or indirect and slower-paced
Direct/Faster-Paced People (D and I Styles right of the vertical line)
Behaviours
Frequently uses gestures and voice intonation to emphasize points- Less patient; more competitive
- Often makes emphatic, generalized statements
- Sustained eye contact
- Frequent contributor in conversations
- Obvious and strong body language or gestures
- Expresses opinions readily and openly
- More likely to introduce self to others
Indirect/Slower-Paced People (S and C Styles left of the vertical line)
Behaviours
Infrequent use of gestures and voice intonation to emphasize points- More patient and cooperative
- Often makes qualified, well-structured statements, but only after they have thought or been invited to contribute
- Subtle body language or gestures
- Infrequent but profound contributor in the team
- More likely to wait for others to introduce themselves
- Reserves expression of opinions
Guarded and task-oriented or open and people-oriented
Open/People-Oriented People (I and S Styles below the horizontal line)
Behaviours
- Shows feelings and enthusiasm freely
- More relaxed and warm
- Emphasizes main ideas
Goes with the flow- Conversation can wander in conversations or meetings
- Opinion-oriented
- Animated facial expressions
- Easy to get to know
- Friendly body language or gestures
- Initiates/accepts physical contact
Guarded/Task-Oriented People (D and C Styles above the horizontal line)
Behaviours
- Keeps feelings private
- Limited range of facial expressions
More formal and proper- Avoids/minimizes physical contact
- Goes with the suggested program
- Speaks in specifics; cites facts and examples
- Formal body language or gestures
- Conversation stays on subject
The Whole Picture
The Four Basic Behavioral Styles Overview
Below is a chart to help you understand some of the characteristics of each of the four basic styles, so you can interact with each style more effectively. Although behavioural style is only a partial description of personality, it is quite useful in describing how a person behaves, and is perceived in a social or work environment.
| HIGH DOMINANCE STYLE | HIGH INFLUENCE STYLE | HIGH STEADINESS STYLE | HIGH CONSCIENTIOUS STYLE | |
|---|---|---|---|---|
| PACE | Fast/Decisive | Fast/Spontaneous | Slower/Relaxed | Slower/Systematic |
| PRIORITY | Goal | People | Relationship | Task |
| SEEKS | Results Control | Participation Praise and encouragement | Acceptance Security | Accuracy Precision |
| STRENGTHS | Challenges Leadership Setting and driving high standards | Persuading Motivating Entertaining High energy | Listening Teamwork Follow-through Supporting others | Planning, creating systems & structures Following the rules Logistics |
| GROWTH AREAS | Impatient; Insensitive to others; Poor Listener | Inattentive to detail; Short attention span; Poor follow-through | Oversensitive; Slow to begin action; Lacks global perspective | Perfectionists; Critical; Unresponsive |
| FEARS | Not having control; Having to completely trust others | Loss of Social recognition | Sudden changes; Instability | Personal criticism of their performance or views |
| IRRITATIONS | Inefficiency; Indecision | Routines; Complexity | Insensitivity; Impatience | Disorganization; Impropriety |
| UNDER STRESS MAY BECOME | Dictatorial; Critical | Sarcastic; Superficial | Passive; Indecisive | Withdrawn; Stubborn |
| GAINS SECURITY THROUGH | Control; Leadership | Recognition others approval | Friendship, Cooperation | Preparation; Thoroughness |
| MEASURES PERSONAL WORTH BY | Impact or results; Track record and process | Acknowledgments; Applause; Compliments | Compatibility with others; Depth of contribution | Precision, Accuracy; Quality of results |
| BEST ENVIRONMENT | Efficient Busy, fast paced; Structured | Interacting Busy; Big picture; Personal | Friendly; Functional; Personal | Formal procedures; Detailed; Structured |