| DISC - Behaviour analysis |
 Insight of human nature and self-knowledge are important keys to a well functioning leadership on all levels. DISC is a personal analysis and is used for development of personnel, teams and leaders. The DISC-analysis is focus upon understanding humans’ differences, behaviour and drives.The areas of use for disc behaviour analysis are: * Personnel assessment *Teambuilding  *Team development*Leadership development *Career planning/ replacement/ conveyance *Recruitment/ assortment *Communication training *Conflict solution Each leaders challenge is to find the right person for the right place and to coach the personnel in their various roles at work. By using behaviour analysis you will have more possibilities for a successful leadership, communication and teambuilding. Contact our office for DISC-analysis This e-mail address is being protected from spambots. You need JavaScript enabled to view it Information about DISC In 1918 the Professor of Psychology at Colombia University William Moulton Marsden, was asked by military; Why is it that, despite identical training regimes, intakes of recruits behave differently? Marsden spent ten years researching the subject and in 1928 published his book The Emotions of Normal People, in which he posited that it is possible to predict human behaviour, in given circumstances. The book was ignored in his lifetime, but in the 1950s another psychologist, William Cleaver, chanced upon the work, and, after much checking and experimentation, concluded that Marsden was right. He developed from it one of the most powerful method available of assessing behaviour by measuring peoples personality. It is based upon two behavioural axes to measure responses to a self-reporting questionnaire. One is the aggressive- submissive axis, the other is the extrovert-introvert axis. We all sit somewhere on both these axes and the method provides us with four measurable characteri1stics called Dominance, Influence Stability and Compliance (usually abbreviated to DISC). Each of us has these four characteristics in our make-up in greater or lesser measure. However, one of them is always stronger than the others and is called the “primary drive”. Which are your Personality styles? Read through the descriptions below and identify those elements that you believe reflect your own style. DOMINANCE Someone whose primary drive is dominance is forceful an driving, demanding and impatient, and tend to be a director of people (ie, they tell, the do not ask). Such a person has an innate need to achieve, to overcome obstacles and problems. Consequently, their major motivations are winning and gaining power and control over their own future and their environment. They care not that you like them but demand respect for their ability to achieve. Once an objective has been achieved, it ceases to hold interest and the search is on for a new challenge. Dominance …… Such people seek to rise to positions of power and responsibility, and are frequently found in general management, or in positions where their ability to keep the big picture in focus is critical. Their route to these positions may often be through – but is not confined to – sales, since they are natural entrepreneurs and want to know: “What´s in it for me?” Suggested way to communicating with dominant styles Keep conversations short and to the point and be well prepared; use positive, simple but assertive language. Do not be intimidated by their abrupt manner, but demonstrate that you are interest in achieving similar goals. INFLUENCE Someone whose primary drive is influencing, as the name implies, is outgoing and gregarious. They genuinely like people and consequently have a strong, innate need to be lied. They will work hard to maintain harmony and are able to integrate and lead others using persuasion and enthusiasm. Such people are empathetic and seem able to understand what others are feeling without effort. These people respond very positively to peer-group recognition and, though they consider themselves as team-oriented, they are only really interest in leading the team. However, they will also be concerned at the effect that decisions they make will have on their colleagues´ view of them. Influencers will often be found working in environments that require communications and persuasive ability, so they are often found in – but are not confined to – public relations, advertising and sales. Suggested ways of communicating with influencers Allow time for them to express their thoughts and be interested in the way they feel. Be enthusiastic and appreciative of their ideas and, where appropriate, let them lead the team. STABILITY Someone whose primary drive is to be stable and steady (often referred to as an “amiable”) is deliberate in thought and action. Such people want to know before action and therefore as many “why” questions. Reserved but amiable, such people inspire trust but are unlikely to reciprocate that trust until the other person has proven themselves worthy of it. This is not likely to happen easily or quickly. They are long-term planners, who prefer to try to avoid problems rather than confront them and are intensely loyal to those considered friends. Such people are careful and need to know that they are an integral and valued part of the team. Amiables dislike sudden unannounced change and prefer a cyclical element in their work. Amiables will frequently be found working in logistical and administrative roles or environments that require long-term commitment and continuity. Suggested way of communication with stable amiables Answer all of their questions, no matter how irrelevant they may seem to you. Give time for thought and be absolutely sincere in your dealings with them. COMPLIANCE People whose primary drive is compliance ar accurate, precise, detail-oriented and concerned for criteria or rules and fear chaos. Such people will often be highly qualified in more than one discipline. Analytical, sceptical and objective, they can be demanding and are often uncompromising about standards. Such people frequently have an odd sense of humour that is quite happy to let the “know it all” talk about subjects that they really know little about and gently prick the “know it all´s” balloon. Compliant types will often found in work that requires knowledge and expertise, and a rigorous, analytical ability to assess facts and data. Contact our office for DISC-analys This e-mail address is being protected from spambots. You need JavaScript enabled to view it |
