extended rfl disc academy assessments 2021 discover …

© Extended DISC N.A., Inc. - All Rights Reserved

Extended DISC®

Assessments

RFL

ACADEMY

2021

DISCOVER

WHAT

DRIVES

YOU


What MOTIVATES you?

What are your strengths?

How you work best in your

team.

Agenda


Why Take the Extended DISC®

Assessment?


Why Take the Extended DISC® Assessment?

Identifies your natural behavioral style• How you prefer to go about the day

Self-discovery• Improves your self-awareness and understanding of how you come across

to others• Shows your true strengths and development areas

Road map• Starting point to make decisions about how to adjust• Provides candid feedback on what may be holding you back• Provides ways to identify others


Jung’s Theory of Human Behavior

IntuitionSensing

Thinking

Feeling


Thinking

Feeling

Sensing Intuition

COMPLIANCE DOMINANCE

STEADINESS INFLUENCE

The DISC Model


Thinking

Feeling

Sensing Intuition

4 Quadrant DISC Model


DISC Behavioral Styles

None of the styles are better or

worse. They all have

similarities and

differences.

All styles have strengths and all styles have

areas of development.

99% of all individuals taking the Extended

DISC®

assessment have a

combination of styles.


Task-orientation

Active


D-StyleDecisive, tough, driversStrong-willed, directCompetitive, demandingIndependent, self-centered

Focus – actively controls tasks and thingsUnder pressure – lack of concernFear – loss of controlChange – ”Things don't progress without change”Doing – ”Do it now“


How to Identify D-style

▪ Is aggressive

▪ Blunt, impatient and demanding

▪ Focuses on results

▪ Builds relationships through doing

▪ Interrupts others

▪ Becomes irritated easily

▪ Is direct, says what thinks

▪ “What’s the bottom line?”

▪ Focuses on the big picture

▪ States own opinions as facts

▪ How does this benefit ME?”

▪ Often appears to be in a hurry

▪ Makes decisions quickly, hastily

▪ Multi-tasks

▪ Difficulty understanding others’ viewpoints or feelings

© Extended DISC N.A., Inc. - All Rights ReservedPeople-orientation

Active


I-StyleSociable, charismaticTalkative, energeticSpontaneous, impulsiveExpressive, optimisticPersuasive, inspiring

Focus – actively involved with people and emotionsUnder pressure – disorganizedFear – social rejectionChange – “This is going to be fun!“Doing – “Let's have fun doing it!"


How to Identify I-style

▪ Talks a lot

▪ Is animated

▪ Gets easily excited

▪ Is open and friendly

▪ Appears unorganized

▪ Does not listen for long

▪ Stays away from hard facts

▪ Does not pay close attention

▪ Jumps from subject to subject▪ Does not focus much on

details▪ Talks about people he/she

knows▪ May make decisions

spontaneously ▪ May ask same questions

several times ▪ May touch; comfortable with

physical contact

© Extended DISC N.A., Inc. - All Rights ReservedPeople-orientation

Reserved


S-StyleCalm, steady, loyalCareful, patientFamily-orientedGood listener Modest, amiableTrustworthy

Focus – involved with familiar peopleUnder pressure – too accommodatingFear – loss of stabilityChange – “It's working fine now, why change?“Doing – “Let's do it as agreed.“


How to Identify S-style

▪ Is easy-going

▪ Appears calm

▪ Listens carefully

▪ Appears thoughtful

▪ Nods and goes along

▪ Let me think about it

▪ Likes own physical space

▪ Does not get easily excited

▪ Asks questions and inquires about the specifics

▪ Seems to have strong opinions but does not express them vocally

▪ Completely new ideas/things seem to make him/her uncomfortable

▪ Ponders alternatives, slow in making decisions


Task-orientation

Reserved


C-StylePrecise, detailed, quietFollows rules, systematicLogical, cautiousFormal, disciplined

Focus – analyzes task and thingsUnder pressure – overly criticalFear – criticism of workChange – “Why do we need to change?”Doing – “Let's do it right”


How to Identify C-style

▪ Focuses on details▪ Quiet and cautious▪ Asks many questions

▪ Not comfortable with physical contact

▪ Appears reserved and somewhat timid

▪ Doesn’t easily express disagreeing views

▪ May have done homework on the products/services

▪ Studies specifications and other information carefully

▪ Makes decision only after studying pertinent facts/issues

▪ May be very critical; criticism based on facts, not opinions

▪ “Fine” really is good

▪ Never forgets; doesn’t let go


DISC Behavioral Styles: Key Points


Things to Remember about the Personal Analysis


You at a Glance

• Visual description of how your natural style is typically seen by others


This is not a “can – cannot”scale

Your Motivators

• Feels comfortable

• More likely to respond to positively

• Energized if present


Situations that Reduce Your Motivation

• Requires energy• Drains energy• Decreases motivation• Tends to avoid



Strengths• Takes less energy• Preferred• Tend to take them

for granted• Can overuse



Challenge with our Strengths

We take strengths for granted. “Everyone can do that.”

We “autopilot”- we get too comfortable.

“I’m successful! Why change?”


Reactions to Pressure Situations• How your style

tends to react to pressure situations

• Not description of weaknesses

• Takes more energy• Items to be

cautious about in pressure situations



Behavioral Competencies

• “Natural to your Style” vs. “Not Natural to Your Style”

• Numbers are not scores of good and bad, but indicators of energy



Relationship Roles

• How someone with your style tends to show up in group settings


Suggestions for adjusting your style

• How to interact more effectively with different styles

• Doesn’t come naturally to your style


Identifying the Main DISC Styles of Others


Identify the Main DISC Styles of Others

O:Observe

A:Assess

R:Recognize

Patterns of behaviors

• Active vs. Reserved• Task vs. People


ObserveIdentify patterns of behaviors.

Face-to-face, on the phone, written communication, etc.


TALKS ABOUT:Facts, analyses,

details, rules, instructions

TALKS ABOUT:Goals, oneself,

hard values, results, change

TALKS ABOUT:Agreements,

principles, past, proofs, one’s team

TALKS ABOUT:People, team-

spirit, good things, future, oneself

Observe


Questions the Styles AskObserve


Assess Two questions to ask when identifying a person’s dominant style


Recognize


Identifying DISC Styles


Is it correct and am I

your “go-to” person?

Is it done and am I

great?

Is it safe and will you

support me?

Is it fun and do you like

me?

Identifying DISC Styles


Identify the Main DISC Styles of Others

O:Observe

A:Assess

R:Recognize

Patterns of behaviors

• Active vs. Reserved• Task vs. People


▪ Impatient listener

▪ May interrupt frequently

▪ Focuses on the big picture

▪ “What’s the bottom line?”

▪ How does this affect/benefit me?

▪ May assume control and start to talk

▪ May not pay attention at all if not interested in the topic

How D-Styles Tend to Listen


▪Be direct and brief

▪Don’t overuse data

▪Focus on task and results

▪Identify opportunities and challenges

▪Do not be emotional

▪Ensure he/she feels in control/wins

▪Act quickly, he/she decides quickly

How to Communicate with D-Styles


▪“This is your goal”

▪“It’s not going to take long. I only need 2 minutes.”

▪“What do you need and when do you want it?”

▪“Here is a problem that you should resolve”

▪“This must be ready by….”

Speaking the Language of D-Styles


▪ May talk too much

▪ Enjoys the interaction

▪ Provides a lot of feedback

▪ May not assess what is said

▪ Gets enthusiastically involved

▪ Doesn’t pay attention to details

▪ Focuses on the feelings

▪ May lose concentration and get sidetracked

How I-Styles Tend to Listen


How to Communicate with I-Styles


Speaking the Language of I-Styles


▪ Pays attention

▪ Patient listener

▪ Focuses on the message

▪ May nod even when disagrees

▪ Does not offer a lot of feedback

▪ May focus on the negative and subdue excitement

▪ May interrupt and resist if the message creates change

How S-styles Tend to Listen


▪ Be patient, build trust

▪ Provide information he/she needs

▪ Present issues logically

▪ Relax; allow time to discussion

▪ Show how solutions will benefit him/her and team

▪ Involve in planning

▪ Slow down

▪ Secure commitment step by step

How to Communicate with S-Styles


▪ “How should we proceed?”

▪ “We should follow these steps. First this and then that…”

▪ “How do you think we should do this?”

▪ “I want you to be involved inplanning from the beginning.”

Speaking the Language of S-Styles


▪ May get hung up in details.

▪ Looks for logic in presentation.

▪ Does not provide much feedback.

▪ Asks a lot of questions if interested.

▪ Attentive listener if interested in the topic.

▪ Can be critical and/or look for mistakes, errors, etc.

How C-styles Tend to Listen


▪ Use data and facts

▪ Keep on task; proceed logically

▪ Focus on quality

▪ Use proven ideas

▪ Respect person space

▪ Be patient; slow down

▪ Do not get personal

▪ Explain carefully

How to Communicate with C-Styles


▪ “I would like to provide you withsome additional information.”

▪ “I would like to hear yourassessment.”

▪ “What are the pros and cons of the different alternatives?”

▪ “Could you list the key issues?”

Speaking the Language of C-Styles


Self-awareness is a gift

Review your Extended DISC® Report for suggestions/tips

on adjusting your behaviors with others.

Accepting who we really are…just as we are.

• We are each responsible for how we choose to, or choose not to, modify our behavior

Accepting others for who they are.

• The only one we can change and control is ourselves


Rule for Adjusting Your Style

Treat others how you want to be treated. (The Golden Rule)

• Good baseline for building empathy.

• Only works when people want to be treated like yourself.

Treat others the way they want to be treated.

• More effective• The other person is more likely to be

engaged in the interaction and respond more positively to your adjustments


Personal Action Plan

• Identify 3 things you will START doing

• Identify 3 things you will STOP doing

• Identify 3 things you will CONTINUE doing.

extended rfl disc academy assessments 2021 discover …

Documents