DISC: Understanding Behavioral Styles

DISC is a framework for understanding different behavioral styles and how to interact with them effectively. It does not aim to classify or judge people, but to understand the differences in their styles and preferences.

DISC stands for four main behavioral styles:

• D - Dominance: Focuses on achieving results, facing challenges, and managing situations.
• I - Influence: Focuses on building relationships, social communication, and persuading others.
• S - Steadiness: Focuses on cooperation, support, and maintaining stability.
• C - Conscientiousness: Focuses on accuracy, analysis, and adherence to rules and procedures.

The origin of the DISC model dates back to the theory of “Emotions” developed by psychologist William Moulton Marston in his book “Emotions of Normal People” in 1928. Marston observed four main types of emotional responses, suggesting they are the basis of human behavior.

• Axis 1: Activity vs. Passivity: Describes the speed of an individual’s response to stimuli.
• Axis 2: antagonistic❓ Environment vs. Favorable Environment: Describes an individual’s view of the surrounding environment.

Through the intersection of these two axes, Marston identified four basic behavioral patterns that correspond to DISC:

DISC assessment relies on a questionnaire that asks participants to choose the words or phrases that best describe their behavior. Algorithms are used to analyze participant responses and generate a DISC report that clarifies the individual’s dominant behavioral style.

• Validity: Indicates the accuracy of the test❓ in measuring what it is supposed to measure (i.e., behavioral patterns).

• Reliability: Indicates the stability of test results over time.

• Style D (Dominance):

  • Wants: Dominance, control, and winning.
  • Interact with: Focus on bottom-line results (numbers and money). Let them talk and listen.
  • How to deal with them: Show that you appreciate the value of their time. Help them get things done quickly. Give them options and let them choose what’s right for them. Use scenarios for effective communication.
• Style I (Influence):
  • Wants: To talk and be listened to. Persuasion. Opportunities for social networking.
  • Interact with: Spending time building the relationship (ask about them). Emphasize their acquaintances.
  • How to deal with them: Be fun and enthusiastic. Pay attention to social boundaries. Use conversation scenarios.
• Style S (Steadiness):
  • Wants: Reassurance, stability, feelings of security and belonging.
  • Interact with: Provide all the information they need (especially facts and statistics).
  • How to deal with them: Give them plenty of time to make decisions. Communicate with them frequently. Let them know how much you care about them and their family. Give them time to think.

• Style C (Conscientiousness):

  • Wants: To know a lot of facts and details. Avoid conflict and mistakes.
  • Interact with: Provide as much information as possible (especially facts and statistics). Appeal to their logic.
  • How to deal with them: Be prepared and on time for every interview. Give them time to think.

• Effective Communication: Understanding the other person’s behavioral style allows you to adapt your communication style to be more effective. For example, when dealing with a D style person, be direct and concise, while when dealing with an S style person, be friendly and patient.

• Team Building: The DISC model helps in understanding the strengths and weaknesses of each team member, which allows for effective task distribution❓❓ and enhanced collaboration.
• Leadership and Management: Helps leaders understand the needs and motivations of their employees, allowing them to motivate and inspire them to perform at their best.
• Sales and Marketing: The DISC model helps in understanding the needs of potential customers and adapting the sales style to be more persuasive.

• Conflict Resolution: The DISC model helps in understanding the causes of conflicts and developing strategies to resolve them effectively.

• Example 1: Sales Team: If a sales team consists of people with D and I styles, they may be good at attracting new customers and closing deals, but they may lack attention to detail and customer service. People with S and C styles can be added to enhance these aspects.

• Example 2: Negotiation: When negotiating with a C style person, be prepared to present a lot of facts and data to support your position.

• Example 3: Building relationship: When communicating with style I, you can ask him about F.O.R.D. (Family, Occupation, Recreation, Dreams) which enhances the relationship between you.

• Oversimplification: Some believe that the DISC model oversimplifies complex human behavior.

• Cultural Biases: The DISC model may not be suitable for all cultures.
• Over-reliance: The DISC model should not be relied upon as the sole tool for understanding others, but should be used with other tools and personal assessments.