DiSC Profile Insight offers its buyers a step by step overview of what their profiles mean; how to read them, how to interpret the graphs and translate what values and assets can be taken out of the report to better your work environment, and communication.

2. DISC Profiles
Understanding Your Behaviour

3. Agenda
• Overview of what DISC is and is not
• Origins of DISC
• Understanding your Graphs
• Descriptors of each Behaviour
• Looking at the DISC Wheel
• Important Sections of Your DISC
Profile

4. What the DISC System Is
• Objective view of our behaviour
• Self-determined
• Self-reflective
• Contrast between natural and adapted styles
• A tool to help you conduct mini-reality checks
• A tool to help you determine origins of stress
• A powerful reference point for teams

5. What the DISC System Is Not
• An excuse for poor or abusive behaviour
• A reason to not work on how we affect
others
• An imposed subjective analysis of your
behaviour
• A personality test
• An indicator of ‘right’ or ‘wrong’ behaviour

6. DISC Origins
• Hippocrates – 400 BC
• Carl Jung – 1920s
• Dr. William Marston
– Style Analysis Instrument
– ‘The Emotions of Normal People’ 1928
• Active or passive actions based on
perceptions of favourable or antagonistic
conditions

7. All people exhibit all four behavioural
factors in varying degrees of intensity.
- W. M. Morston

9. Graph I – Adapted Style
• The Mask we wear
 Adapting our behaviour to our environment
• Most Changeable of the Graphs
 Reading the environment and adapting
• ‘Focus’ Graph
 Home vs work, volunteer vs work

10. Graph II – Natural Style
• Who we are
 Us in our natural state
 Low energy, run down, or simply at ease
• Least Changeable of the Graphs
 Hard wired behaviours
• Affect of an Emotional Event
 Can cause some change

11. Dominance – Descriptors (Red)
Descriptors Ideal Environment
Adventuresome Freedom from controls, supervision and details
Competitive Evaluation based on results, not process or method
Daring An innovative and futuristic-oriented workplace
Decisive Non-routine work with challenge and opportunity
Direct A forum to express their ideas and viewpoints
Innovative
Persistent
Problem Solver
Results-Oriented
Self-Starter

12. Dominance – Descriptors (Red)
Value to the Team Possible Limitations
Bottom-line organizer Overuse of position
Forward-looking Sets standards too high
Challenge oriented Lacks tact and diplomacy
Initiates activity Takes on too much too soon too fast
Innovative
Emotion: Anger
Fear: Loss of Control
Need: To direct
Looking for: Results

13. Influence – Descriptors
Descriptors Ideal Environment
Charming Assignments with a high degree of people contact
Confident Tasks involving motivating groups
Convincing Establishing a network of contacts
Enthusiastic Democratic supervisor with whom they can associate
Optimistic Freedom from control and detail
Persuasive Freedom of movement
Popular Multiple, changing work tasks
Sociable
Results-Oriented
Self-Starter
Trusting

14. Value to the Team Possible Limitations
Optimism and enthusiasm Inattentive to details
Creative problem solving Be unrealistic in appraising people
Motivates others toward goals Trust people indiscriminately
Team player Situational listener
Negotiates conflict
Emotion: Optimism
Fear: Social rejection/Being taken advantage of
Need: To interact
Looking for: The ‘experience’
Influence – Descriptors

15. Steadiness – Descriptors (Green)
Descriptors Ideal Environment
Amiable Jobs for which standards and methods are established
Friendly Environment where long-standing relationships can be or
are developed
Good Listener Personal attention and recognition for tasks well done
Patient Stable and predictable environment
Relaxed Environment that allows time for change
Sincere Environment where people can be dealt with on a
personal, intimate basis
Steady
Team Player
Understanding

16. Value to the Team Possible Limitations
Dependable team player Yields to avoid controversy
Supports a leader and a cause Difficulty in establishing priorities
Patient and empathetic Dislike of unwarranted change
Logical thinker Difficulty dealing with diverse situations
Loyal, long-term relationship
Emotion: Non-emotional
Fear: Loss of security
Need: To serve
Looking for: Security
Steadiness – Descriptors Style (Green)

17. Compliance – Descriptors (Blue)
Descriptors Ideal Environment
Accurate Where critical thinking is needed and rewarded
Analytical Assignments can be followed through to completion
Conscientious Technical, task-oriented work, specialized area
Courteous Noise and people are at a minimum
Fact-finder Close relationship with a small group
High Standards Environment where quality standards are important
Mature
Patient
Results-Oriented
Precise

18. Compliance – Descriptors (Blue)
Value to the Team Possible Limitations
Maintains high standards Be defensive when criticized
Conscientious and steady Get bogged down in details
Defines, clarifies, gets information
and tests it
Be overly intense for the situation
Asks the right questions Appear somewhat aloof and cool
Task-oriented
Emotion: Fear of failure
Fear: Criticism of work
Need: For procedures
Looking for: Proof and evidence

20. Report Sections
• Value to the Organization
• Checklist for Communication
• Don’ts on Communication
• Ideal Environment
• Adapted Style
• Keys to Motivating
• Keys to Managing

21. Summary
• Reviewed what DISC is and is not
• Where DISC comes from
• How to Read and Use your Graphs
• Characteristics of Each Behaviour
• DISC Wheel
• Important Sections of Your DISC
Profile