Transcript
L E A
D I S C E R
Richard Smith
Where I Got My Stuff
• Tony Robins Training• Inscape Publishing• Go Deep With DiSC Certification Training• Work Of Leaders, How Vision Alignment and Execution Will
Change the Way You Lead by Straw, Scullard, Kukkonen and Davis
• The Great Connection by Arnie Warren• The 8 Dimensions of Leadership , DiSC Strategies for
Becoming Better Leaders by Sugarman, Scullard and Wielhelm
Check Your Personal Bias
Assessment tool – not a test
Results are not an award or a curse
No right or wrong behavior style
All DISC styles and priorities are equally valued
Everyone is a blend of all 4 styles
YAY!!!!!! Woohoo!!!!There are celebrities, highly successful business persons, politicians, scientists and heroes who score high in each of the four behavior styles.
AND……………..There are low-lifes, ne’er-do-wells, cheaters and prison in- mates who score high in each of the four behavior styles.
Review of Four Components
DECISIVE INTERACTIVE STABILIZING CAUTIOUS
HIGH D HIGH I HIGH S High C
Demanding Gregarious Patient Cautious
Driving Persuasive Predictable Perfectionist
Forceful Inspiring Passive Systematic
Daring Enthusiastic Complacent Careful
Determined Sociable Stable Analytical
Competitive Poised Consistent Orderly
Responsible Charming Steady Neat
Inquisitive Convincing Outgoing Balanced
Conservative Reflective Restless Independent
Mild Matter-of-fact Active Rebellious
Agreeable Withdrawn Spontaneous Careless
Unobtrusive Aloof Impetuous Defiant
LOW D LOW I LOW S LOW C
By Request…..
Today we are Dealing with D
High D on a Good Day
• Driven• Dominant• Commanding• Fast paced/dynamic• Self assured• Seizes challenges• Competitive• Results oriented• Fearless in confrontation
D on a BAD Day
• Boastful• Arrogant• Dictatorial• Blunt• Argumentative• Selective listener• Closed minded• Cold• Bully• Lack of concern for others
D Priorities
• Getting immediate results• Taking action• Challenging self and others
D Motivations
• Power• Authority• Competition• Winning• Success
D Fears
• Loss of control• Being taken advantage of• Vulnerability
D
Typically, what positions do we normally see in an organization where the behaviors of DOMINANCE, DECISIVENESS, FEARLESSNESS IN CONFRONTATION, COMPETIVENESS are most effective?
How many alpha-dogs fit comfortably in a small kennel?
It takes a lot of room to fit a second person who displays High D behaviors into your business.
• Second branch/office?• Always at risk that he or she will be after your
job….think about it• Need to be monitored and reigned in as
needed• Are you training your competition?
DISC DISC DISC Blah Blah Blah
• Challenge you to pull out your personal assessment and review it
• Make it your own– Highlight what you agree with– Put a question mark by what you don’t
understand– Put a (pencil) line through what you disagree with
• Understanding yourself better is the first step to becoming more effective when working with others
• Learning about other people’s DISC styles can help you understand their priorities and how they differ from your own
Remember……………….
Work styles are affected by other factors such as education, life experiences, and maturity.
Be Bold
• Find two trusted advisors and review your assessment with each of them• Welcome their feedback• Check to see if they can clarify any of
the areas that you questioned
How Often Are You Exhibiting Your Most Effective Traits?
• Direct• Self Assured• Faced paced/dynamic• Self assured• Seizes challenges• Competitive• Results oriented• Fearless in confrontation
How Often are You Exhibiting Ineffective Traits
• Boastful• Dictatorial• Blunt• Argumentative• Difficult listener• Closed minded
You can improve the quality of your workplace by using DISC to
build more effective relationships
• Have key* employees complete the assessment• Review it with them• Compare their preferred/natural behavior styles
to the job that you are expecting them to do• Are they likely to succeed naturally?• Are they likely to be satisfied?• Is it a set up for success or failure?
Before you do something you’d regret…….
This may be a great time to include someone else in your decision making process• Perhaps that trusted advisor• Perhaps your mastermind coach• Perhaps someone in your organization who
displays High I behaviors and can help represent the people side of the equation
• Your decision, your comfort level, your company
REMEMBER…..
Everyone has the ability to display behaviors from all four quadrants.
Everyone has adaptive skills which may be very effective at times.
EXAMPLE
Just because someone doesn’t have a high score in the D quadrant, doesn’t mean they don’t have a position on your management team.
LEADERS – one-to-many relationshipMANAGERS – many one-to-one relationships
Why, just look at little ol’ me…………………..
Use the Tool in the Interviewing and Hiring and Training Process
• Minimize mistakes• Maximize potential• Maximize effectiveness of onboarding process• Better understand– Employee learning style– Preferred method of recognition– Communication style compared to yours – What environment will be naturally preferable
Identify and articulate, with the employee, any identified areas of caution or needed accountability.
Hmmmmm….
Is there evidence that the employee is self-aware?
Volunteer #1 Member Profile
D I S CNatural 67 81 46 39Adaptive 70 81 10 10
Volunteer #2 Member Profile
D I S CNatural 99 99 53 14Adaptive 70 74 17 10
Volunteer #3 Member Profile
D I S CNatural 81 81 46 32Adaptive 42 95 17 10
Volunteer #4 Member Profile
D I S CNatural 99 81 46 25Adaptive 49 81 32 10
Volunteer #5 Member Profile
D I S CNatural 99 81 32 39Adaptive 84 67 10 10
Volunteer #6 Member Profile
D I S CNatural 99 81 46 39Adaptive 70 81 10 10
Volunteer #7 Member Profile
D I S CNatural 21 99 77 53Adaptive 10 74 39 60
Questions Discussions
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