DISC IN A FLASH!

IMPA Eastern Region Conference, 2015

Sarah Martyn Crowell

OPENING EXERCISES

1. Color Activity2. Party Activity3. Around the Room Activity

DISC

What: a tool to describe an individual’s preferred work style Focus is on behavior

Why: improve relationships and enhance communication Better work environment Increased opportunities for effectiveness

What DiSC isn’t: A diagnostic tool An excuse: the goal is to modify your behavior to

increase effectiveness

REMEMBER…

There are no good or bad styles There is no best style All styles have strengths and limitations All styles can be more or less effective People are a mixture of styles

Active

Thoughtful

Accepting(People)

Questioning(Task)

Direct

Results

-Orie

nted

Firm

Strong-w

illed

Force

ful

Outgoing

Enthusiastic

Optimistic

High-spirited

Lively

Analytical

Reserved

Precise

Private

Systematic

Even-te

mpered

Accommodati

ng

Patient

HumbleTa

ctful

DIS

C A

SS

ESS

MEN

T G

RA

PH

Click icon to add picture Classical Patterns

Dominance • Developer• Result Oriented• Inspirational• Creative

Influence • Promoter• Persuader• Counselor• Appraiser

Steadiness • Specialist• Achiever• Agent• Investigator

Conscientiousness • Objective Thinker• Perfectionist• Practitioner

DiSC Drama

DiSC PerspectivesBreakout Activity

STRENGTHS AND FEARS

D – results, making it happen

i – making connections; cheerleading

S – team builder

C – accuracy and analytical ability

D – loss of control

i – social rejection

S – unpredictability; being taken advantage of (being treated like a doormat)

C – criticism of work; making a mistake

Greatest Strength Greatest Fear

HOW CAN OTHERS BEST RELATE?

D: What? – “Get it done.”

i: Who? – “Get recognized” or “Get involved.”

S: How? – “Get along.”

C: Why? – “Get it right.”

HOW CAN OTHERS BEST RELATE?

Dmake communication brief and to the point

respect their need for autonomy

be clear about rules and expectations

let them initiate

show your competence

stick to the topic

show independence

eliminate time-wasters

iapproach them informally

let them verbalize thoughts and feelings

keep the conversation light

provide written details

give public recognition for individual accomplishments

use humor

Sbe systematic in your approach

provide a consistent and secure environment

let them know how things will be done

use sincere appreciation

show their importance to the organization

let them adapt slowly to change

Cprovide clear expectations and deadlines

show dependability

demonstrate loyalty

be tactful and emotionally reserved

allow precedent to be a guide

be precise and focused

value high standards

THANK YOU!