The DISC Assessment 

When we understand how everyone is uniquely different based on their communication styles, we can better relate to our customers, employees and peers as well as in our personal relationships.

Workplace success requires constant communication and collaboration of information and ideas with others. For many, this can be one of the most challenging aspects of work! At SWHRC, we use tools to improve how we interact with each other and others. Our favorite tool is the widely used DISC Assessment.

We know that people communicate differently. We all have our own preferred communication styles. Identifying DISC behavioral styles helps us know how that person prefers to communicate. Knowing this aids in adapting our own style to communicate more successfully. When we adapt to others, we can better engage them in what we are trying to accomplish. They will be more interested in what we have to say and we will have a better outcome.  By making small adaptations in some of your interactions, it will benefit both the individual and your overall business.

It can be as simple as slowing down, talking less, or staying focused on the results.

DISC is an abbreviation of the four behavioral types:

• Dominance
• Influence
• Steadiness, and
• Compliance

The DISC assessment is based on the early work of William Moulton Marston, who was a lawyer, psychologist, and inventor. We are all a mix of our highs and our low scores on these scales. Many of us have several traits where we score high on the behavioral style.

Communication Style: High D

These people are known to talk and expect others to listen. D’s tend to express their own opinions as fact and may not appreciate another’s need for further discussion about a topic. They may be blunt and they can often challenge others and the status quo. Your interactions with the D-profile may feel like a competition. They move forward and make decisions quickly.

If you want to interact more effectively with a D then focus on tasks and results. Try keeping pace by moving quickly. Also, do not frustrate their desire to take action. They want to be in control, so make them feel that they have power.

Communication Style: High I

Communicate with a high I in an inspiring way. They are good at selling their ideas and visions. A high I may talk a lot. They prefer to look at the big picture and avoid what they view as trivial details. People who are high I’s are good at providing positive, constructive feedback, but they may not be direct.

When you are interacting with an I, stay focused on the positive. Move quickly, but spend some time being sociable with them. Show interest when they are talking and talk about people over tasks. Try not to focus on too many details or focus on the negative.

Communication Style: High S

The high S prefers interactions in one-on-one settings. They answer when asked, but otherwise, they may prefer listening to speaking. High S is known to speak calmly and warmly. A high S looks to create trust during the interaction. They prefer to talk about topics that they have mastered. In addition, they will explain things calmly, thoroughly, and in a steady manner.

Some tips for interacting successfully with the high S includes slowing down and explaining in detail. Also, give time to think and talk about it with others. Remember to warn them in advance about any possible changes. Focus on benefits to their team and people close to them. Last, but not least, focus on building trust.

Communication Style: High C

A high C often prefers to use written communication, like emails. They may not readily express disagreeing views. They want detailed, fact-based information to insure they make the correct decisions. Since a C’s focus is on details and data, they need to be reminded of the big picture. They also prefer conversations where they don’t have to focus on opinions or intangible matters. They tend to be pretty diplomatic in how they go about working with others.

Tips for improving interactions with a high C includes giving them time to think and ask all of their questions. Make sure to explain carefully and give sound reasons and data whenever possible. Ideally, provide information and agendas in writing and ahead of time whenever possible.

How can leaders benefit from the assessment?

• Leaders will understand how their tendencies influence their effectiveness in specific situations.
  • Different situations call for different leadership styles. Knowing your instinctive leadership style and being aware of what leadership style is required to meet the demands of the situation or environment is essential to being a good leader.
• Leaders will understand themselves better – the first step to becoming more effective when leading others.
  • Each behavioral style has instinctive strengths and limitations. Learning how to maximize your strengths and minimize your limitations is the first step to effective leadership development. The DISC assessment will help you identify these areas.

At SWHRC

We Keep HR Simple!

Southwestern HR Consulting, we are the Human Resources experts, so you don’t have to be. We make sure that your business is HR Healthy and up to date on the latest regulations. Our clients become legally compliant, well documented, and consistent in their daily HR practices by customizing services to meet the needs of each organization. SWHRC’s processes have served as a proven approach in meeting HR requirements. We want our clients to be better in their field and create long-term business partnerships. And it all starts with a conversation.

Disclaimer: As the employer, you, of course, have the final decision on your approach to all advisement.