You’ve identified someone as a “High D” DISC behavior style…what now? You adapt your behavior style to communicate in a manner which is preferred by that person. How?
Here are some tips for making communications with a “High D” DISC behavior style (extrovert, task oriented, fast-paced speech, controlling, etc.) more effective:
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Pick up the pace of your conversation and stick to business, unless they offer social chit-chat.
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Be brief, concise and to the point. Value their time!
- Be well-organized and prepared.
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Present the facts logically and efficiently.
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Support their goals and objectives.
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Take issue with facts, not the person, if you disagree.
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Read the body language – look for impatience or disapproval.
Remember, this is not about conning and manipulation. It is about adapting your behavior/communication style in an effort to have the most effective communications with another behavior style and achieve a win/win outcome.
Do you know your behavior style? Are you ready to incorporate assessments into your hiring process? Call or email us today!
On Monday, we began a discussion about the DISC behaviors assessment. Today, I want to discuss some quick ways to identify a person’s behavior style without the benefit of an online assessment. By recognizing someone’s behavior style and adapting to their preferred method of communication, you will have a much great chance of communication success and achieving win/win for both parties.
DISC Grid with Behavior Clues
To identify someone’s DISC behavior style:
- Begin by determining if they are Direct/Extroverted or Indirect/Introverted. If a person is Direct/Extroverted, they are most likely a high “D” or a high “I”. If a person is Indirect/Introverted, they are more likely a high “S” or high “C”.
- Once you have determined them to either be a “D” or an “I”, or an “S” or a “C”, consider if the person is more task oriented or people oriented.
- If the person is extroverted (D or I) and task oriented, they are most likely a high “D”. High “D’s” are typically driven and ambitious. They represent about 18% of our population. Some famous high “D” behavior styles include George Bush, Bobby Knight, Michael Jordan, Cher, Madonna and General George Patton. When communicating with a high “D” remember to be brief, concise and to the point.
- If the person is extroverted (D or I) and people oriented, they are most likely a high “I”. High “I’s” are very verbal and social. They represent about 28% of our population. Some famous high “I” behavior styles include Arnold Schwarzenegger, Arnold Palmer, Julia Roberts, Ronald Reagan and Robin Williams. When communicating with a high “I” remember to allow time for personal conversation, allow them to talk, value their opinion and openly share information.
- If the person is introverted (S or C) and people oriented, they are most likely a high “S”. High “S’s” are usually passive, loyal and process oriented. They represent about 40% of our population. Some famous high “I” behavior styles include Michael J. Fox, Laura Bush, Princess Diana and Mr. Rogers. When communicating with a high “S” don’t be emotional, be supportive and encouraging.
- If the person is introverted (S or C) and task oriented, they are most likely a high “C”. High “C’s” are usually analytical, precise and detail oriented. They represent about 14% of our population. Some famous high “C” behavior styles include Mr. Spock, Albert Einstein, Al Gore and Alan Greenspan. When communicating with a high “C” don’t be critical and be prepared with a detailed plan.
As stated earlier, by adapting your communication style based on other’s behavior styles, you will be able to gain cooperation, build winning relationships, prevent/resolve conflict and increase your influence.
Want to incorporate DISC profiles into your business? Please call or email us today!
Ron McNutt, Senior Partner at RMi, is now a Certified Professional Behaviors Analyst certified in administering and debriefing the DISC behavioral assessment.
Certified Professional Behaviors Analyst
Do you know DISC? DISC is an improvement tool that will help improve hiring success, improve sales, improve employee coaching and improve overall communications and leadership skills.
DISC Grid
The DISC profile is a four-quadrant behavioral model developed by William Marston in 1928. DISC measures observable behavior or “HOW” someone does what they do.
- (D) Dominance is a measure of “How” you respond to problems and challenges.
- A High D: New problems solved quickly, assertively, actively. Gets to the bottom-line quickly.
- A Low D: New problems solved in a controlled, organized way. Thinks before acting.
- (I) Influence is a measure of “How” you influence others to your point of view.
- A High I: Meets new people in an outgoing, talkative manner. Gregarious and emotional.
- A Low I: Meets new people in a quiet, controlled, reserved manner. Emotionally controlled.
- (S) Steadiness is a measure of “How” you respond to the pace of the environment.
- A High S: Prefers a controlled, deliberate work environment. Values security of situation.
- A Low S: Prefers a flexible, dynamic, changeable environment. Values freedom of expression.
- (C) Conscientiousness is a measure of “How” you respond to rules and procedures set by others.
- A High C: Likes things done ‘the right way,’ and says, “Rules are made to be followed.”
- A Low C: Works independently of the procedures and says, “Rules are made to be bent or broken.”
Stay tuned…we’ll be diving deep on the benefits of DISC in the coming days!
Want to incorporate DISC profiles into your business? Please call or email us today!
