The document discusses the history of behavioral style models from ancient Greece to modern times. It notes that Hippocrates first outlined four temperaments in 400 BC (sanguine, phlegmatic, melancholic, choleric). Carl Jung later identified four styles in 1921 (intuitors, thinkers, feelers, sensors). The most popular current model is DISC, which identifies four styles: Dominance, Influence, Steadiness, and Conscientious. The document then provides brief descriptions of each of the four styles.

1. History of the Four Behavioral
Styles
Ref-Dr. Tony Alessandra’s blog of of 31 Jan 2018 in ICF
By
Col Mukteshwar Prasad(Retd)

2. Introduction
 Any history buffs out there? Any curious minds about the early
origins of behavioral style models? Dr. Tony Alessandra gives
us an introduction to the history of the four behavioral styles.
Dr. Tony shines a light on the discussion and development of
these styles through the centuries – from Hippocrates through
Jung – we learn both the differences and the common threads
of profiling people. Leading us up to the modern 4-style model
– in particular, the popular DISC model. Dr. Tony also offers
brief descriptions of each of the four styles: Dominance,
Influencing, Steady, and Conscientious.

3. History of the Four Behavioral Styles
 People have been fascinated with studying behavioral styles for
thousands of years.
◦ Starting with the early astrologers, theorists have sought to
identify these behavioral styles.
◦ In ancient Greece in 400 BC, for example, the physician
Hippocrates outlined four temperaments:
 Sanguine,
 Phlegmatic,
 Melancholic, and
 Choleric.
◦ In 1921, famed psychologist Carl Jung (the first to study
personal styles scientifically) labeled people as
 Intuitors,
 Thinkers,
 Feelers, and
 Sensors.

4. History of the Four Behavioral Styles
 Since then, psychologists have produced dozens of
models of behavioral differences, some with sixteen or
more possible behavioral blends.
◦ Some teachers have drawn metaphors (as teaching aids) to
birds, animals, or even colors.
◦ This four-style model has enabled superbly skilled
communicators to respect the dignity of others and adapt
successfully to them and their needs for win-win outcomes for
centuries.
◦ The most popular behavioral model of this kind, DISC, uses the
four style terms:
 Dominance (High ‘D’ Style),
 Influence (High ‘I’ Style)
 Steadiness (High ‘S’ Style), and
 Conscientious (High ‘C’ Style).
◦ However, in the broadest sense, DISC embraces all methods of
treating others the way they wish to be treated!

5. History of the Four Behavioral Styles
 Note: DISC is based upon observable behaviors, NOT
“personalities” or “temperaments.”
◦ This distinction is critical because human beings may change
their behavior in the middle of a conversation.
◦ When you learn to adapt to the behavior that you are witnessing,
you will stay in rapport with that person.
◦ People’s personalities are deeply ingrained and slow to change,
but behaviors can change in the blink of an eye.
◦ The way a person is acting at each moment in time will dictate
how you should be selling to them.

6. Dominance Styles
 Dominance behavioral styles are driven by two governing needs:
◦ To control and
◦ Achieve.
 Dominance Styles are goal-oriented go-getters who are most
comfortable when they are in charge of people and situations.
 They want to accomplish many things-now-so they focus on no-
nonsense approaches to bottom-line results.
 Dominance Styles seek expedience and are not afraid to bend
the rules.
◦ They figure it is easier to beg forgiveness than to ask permission
◦ . Dominance Styles
 Accept challenges,
 Take authority, and
 Plunge head first into solving problems.

7. Dominance Styles…
◦ They become annoyed by delays and are
 Fast-paced,
 Task-oriented, and
 Work quickly and impressively by themselves.
◦ They are driven and dominating, which can make them
 Stubborn,
 Impatient, and
 Insensitive to others.
◦ Dominance Styles are so focused that they forget to take the
time to smell the roses.

8. Influencing Styles
 Influencing behavioral styles like to be where action is and are
◦ Friendly,
◦ Enthusiastic
◦ “party-animals”
◦ They thrive on being in the lime light for associated
 Admiration,
 Acknowledgment, and
 Compliments
◦ Their primary strengths are
 Enthusiasm,
 Charm,
 Persuasiveness, and
 Warmth.
◦ They are idea-people and dreamers who excel at getting others
excited about their vision.
◦ They are eternal optimists with an abundance of charisma.

9. Influencing Styles….
 They are idea-people and dreamers who excel at getting others
excited about their vision.
◦ They are eternal optimists with an abundance of charisma.
◦ These qualities help them influence people and build alliances to
accomplish their goals.
 Influencing Styles do have their weaknesses:
◦ Impatience,
◦ An aversion to being alone, and
◦ A short attention span.
 Interactive Styles are risk-takers who base many of their
decisions on intuition, which is not inherently bad.
 Interactive Styles are not inclined to verify information; they
are more likely to assume someone else will do it.

10. Steady Styles
 Steadiness behavioral styles are warm and nurturing
individuals.
◦ They are the most people-oriented of the four styles.
◦ Steadiness Styles are
 Excellent listeners,
 Devoted friends, and
 Loyal employees.
◦ Their relaxed disposition makes them approachable and warm.
◦ They develop strong networks of people who are willing to be
mutually supportive and reliable.
◦ Steadiness Styles are excellent team players.
 Steadiness Styles are risk-averse.
◦ In fact, Steadiness Styles may tolerate unpleasant
environments rather than risk change.
◦ They like the status quo and become distressed when
disruptions are severe.
◦ When faced with change, they think it through, plan, and accept

11. Steady Styles…
◦ Steadiness Styles-more than the other types-strive to maintain
 Personal composure,
 Stability, and
 Balance.
 In the office, Steadiness Styles are
◦ Courteous,
◦ Friendly, and
◦ Willing to share responsibilities.
 They are
◦ Good planners,
◦ Persistent workers, and
◦ Good with follow-through.
 They go along with others even when they do not agree
because they do not want to rock the boat.
◦ They are slower decision-makers because of their need for
security; their need to avoid risk; and their desire to include
others in the decision-making process.

12. Conscientious Styles
 Conscientious behavioral styles are
◦ Analytical,
◦ Persistent,
◦ Systematic people who enjoy problem solving.
 Conscientious Styles are detail-oriented, which makes them more
concerned with content than style.
◦ Conscientious Styles are task-oriented people who enjoy
perfecting processes and working toward tangible results.
◦ They are always in control of their emotions and may become
uncomfortable around people who are very outgoing, e.g.,
Interactive Styles.
 Conscientious Styles have high expectations of themselves and
others, which can make them over-critical.
◦ Their tendency toward perfectionism-taken to an extreme-
can cause “paralysis by over-analysis.”
◦ Conscientious Styles are slow and deliberate decision-
makers.

13. Conscientious Styles…
◦ They
 Do research,
 Make comparisons,
 Determine risks,
 Calculate margins of error, and
 Then take action.
◦ Conscientious Styles become irritated by surprises and
glitches, hence their cautious decision-making.
◦ Conscientious Styles are also skeptical, so they like to see
promises in writing.