What is DISC - how does it work?
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Knowing yourself is the first part of a journey of maximising your personal effectiveness. DISC personality assessment is one sure fire way of starting that journey. Call me on 0117 3178147 or email robh@businesscopilot.co.uk to find out more
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What is DISC - how does it work?
- 2. Business CoPilot – what we do • DISC expert • Business Coach • Sales Mentor • Sales Trainer • Bristol based • 0117 317 8147 • robh@businesscopilot.co.uk • www.businesscopilot.co.uk
- 3. Objectives • Understand DISC • Know how to use it
- 4. We need to understand what motivates you?
- 5. How to mature - Covey’s 8 Habits Sharpen the saw Know your voice
- 6. Perspective “We don’t see things as they are We see them as we are.”
- 7. Which Blue Dot is the Larger?
- 8. Click to the next slide but only for 3 seconds – what do you see?
- 10. What do you see – look closely! It says Good and evil!
- 11. What is this blob?
- 12. You can only see it clearly if you change your perspective
- 13. What is DISC?
- 14. William Moulton Marston, 1928
- 15. What is Personality? A set of qualities that make a person distinct from another
- 16. What is DISC? DISC Methodology shows: – How a person solves problems and responds to challenges – How a person attempts to influence or persuade others – The pace at which a person responds to change – How a person responds to rules and regulations
- 17. Dominance – 23% • Descriptive adjectives – Driving – Competitive – Forceful – Direct – Self starter – Assertive • Motivated by - Power and Authority • Basic fear - Failure • Communication style - Telling
- 18. Influence – 27% • Descriptive adjectives – Influential – Persuasive – Friendly – Verbal – Communicative – Positive • Motivated by - Public praise and recognition • Basic fear - Rejection • Communication style - Motivating
- 19. Steadiness – 42% • Descriptive adjectives – Dependable – Deliberate – Amiable – Persistent – Good listener – Kind • Motivated by - Security • Basic fear - Insecurity • Communication style - Organising
- 20. Compliance – 8% • Descriptive adjectives – Compliant – Careful – Systematic, logical – Precise – Accurate – Perfectionist • Motivated by - Procedures • Basic fear - Conflict • Communication style - Writing
- 21. Why does it matter? The Personal Profile Analysis is designed to identify unique behavioural characteristics in the workplace Benefits: – Motivation – Improve team dynamics – Improves communication – Improving job “fit” and career guidance
- 23. Covey’s 8 Habits Sharpen the saw Know your voice
- 24. Turning DISC into reality means: • Knowing yourself • Observing • Predicting • Modifying • Relating • Not right or wrong but DIFFERENT What next?
- 25. VIP • Vision – without it we perish • Individuals – see it their way • Policy – ensure that they allow the two above to happen
- 26. Business CoPilot – what we do • DISC expert • Business Coach • Sales Mentor • Sales Trainer • Bristol based • 0117 317 8147 • robh@businesscopilot.co.uk • www.businesscopilot.co.uk
Editor's Notes
- An angry young person – assume it is a girl as it is in pink Frustration and anger
- Agam – israeli artist
- McGregor maintained that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results. Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop. theory x ('authoritarian management' style) The average person dislikes work and will avoid it he/she can. Therefore most people must be forced with the threat of punishment to work towards organisational objectives. The average person prefers to be directed; to avoid responsibility; is relatively unambitious, and wants security above all else. theory y ('participative management' style) Effort in work is as natural as work and play. People will apply self-control and self-direction in the pursuit of organisational objectives, without external control or the threat of punishment. Commitment to objectives is a function of rewards associated with their achievement. People usually accept and often seek responsibility. The capacity to use a high degree of imagination, ingenuity and creativity in solving organisational problems is widely, not narrowly, distributed in the population. In industry the intellectual potential of the average person is only partly utilised.