Forståelse om menneskelig adferd, og bevissthet om egen personlig adferdsprofil og preferanse, er viktige forutsetninger for godt fungerende lederskap på alle nivå.

DISC er en personlig analyse, som benyttes som et verktøy for utvikling av personer, team, og ledere. DISC-analysen har sitt fokus på å øke forståelsen av ulikhet i personlige ulikheter, adferd, og motivasjonsfaktorer.

Områder hvor DISC ofte benyttes:

• Teambygging
• Teamutvikling
• Lederutvikling
• Karriereplanlegging
• Rekruttering
• Kommunikasjonstrening
• Konfliktløsning
• Salgstrening
• Servicetrening

Blant hver leders oppgaver, er utfordringen om å finne den riktige personen til riktig oppgave, og å coache medarbeiderne I deres ulike ansvarsområder, på den mest hensiktsmessige måten for hver enkelt. Ved å benytte adferdsanalysen DISC vil du som leder ha større muligheter for et suksessfullt lederskap, kommunikasjon og teambygging.

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Informasjon om DISC

I 1918 ble professor I psykologi ved Colombia University, William Moulton Marsden, spurt av det militære forsvaret; "hvorfor er det slik at på tross av identiske treningsmetoder, responderer og oppfører rekruttene seg ulikt? Marsden brukte 10 år på å forske på problemstillingen, og utgav i 1928 boken "The Emotions of Normal People", hvor han beskrev at det er, og hvordan man kan, forutse og beskrive menneskelig adferd, i gitte situasjoner.
Boken forble ignorert i hans egen livstid, men i 1950-årene tok en annen psykolog, William Cleaver, opp arbeidet til Marsden, og etter mye forskning, analyser og eksperimenter, konkluderte han at Marsden hadde rett i sine konklusjoner. Cleaver utviklet, basert på begges arbeid, en av de mest kraftfulle metodene for å analysere og definere det personlige adferdsmønsteret. Metoden bygger på at gjennom en oversiktelig to-akse-figur, kunne måle responsen fra et utviklet spørsmålsskjema. Den ene aksen omtaler "pågående – avventende", mens den andre aksen omtaler "utadvendt – introvert"

Vi vil alle ha en "plass" i begge disse aksene, og metoden forteller oss hvor i aksene vi har vårt utgangspunkt. Basert på de ulike særtrekkene som framkommer, basert på hvilke områder i de to aksene som kombineres, defineres fire karakteristiske adferdstrekk; "dominant", "influerende", "stabil", og "konstruktivitet" (Compliance).
Hver og en av oss har elementer i alle disse fire trekkene, men en eller flere av dem, er alltid mer framtredende og tydelig i vår adferd, og er vår primære motivasjon.

Hva er din adferdsprofil?

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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.

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.

Kontakt oss for mer informasjon om DISC og analyser Denne e-postadressen er beskyttet mot programmer som samler e-postadresser. Du må aktivere JavaScript for å kunne se adressen