DISC Behavioral Profiles

What is a DISC Behavioral Profile?

The DISC profile is a behavior profile that will help individuals and teams understand their own behavioral tendencies and also the behavioral tendencies of others.  It is not a psychological test.  You cannot pass it or fail it.  There are no right or wrong answers.  It is a very powerful tool to help organizations develop clear strategies to maximize the impact of each person in their organization and maximize the combined skills and abilities of the whole team.

The History of the DISC...

Over a hundred years ago people began to study human behavior.  Fairly quickly they began to notice that while everyone is unique, human behavior falls into some predictable patterns.   Some people tend to be more direct while others tend to be more indirect.  People also tend to be task oriented or people oriented.  Once these trends were identified researches began to identify the behavioral tendencies of each combination of factors (direct and task oriented, direct and people oriented, etc.).  This research led to the development of the fifteen different behavior patterns in the DISC profile. 

The FOUR DISC Patterns

The DISC Profiling instrument additionally groups people into varying degrees of 4 categories Dominance, Influencing, Steady, and Cautious Thinker.  DISC is an acronym for the first letter of these four words that describe the four core behavior patterns that are the foundation for the profile. 

The D stands for dominance.  The person who is high in D is the person who is direct and task oriented.  Their goal is usually to win or control.  They seek to achieve goals by directing and controlling tasks.  The following characteristics will usually describe them:

DIRECT, COMPETITIVE, FORCEFUL, DARING, CHALLENGES STATUS QUO, GOAL ORIENTED, QUICK, LOGICAL THINKER, LIKES FACTS, LIKES FREEDOM TO CHOOSE.

The person who is high in D usually has to be concerned about being too aggressive and controlling or too action oriented.  Can you identify persons who would fit this description?

The I stands for Influencing or interacting.  The person who is high in I is the person who is direct and people oriented.  They like to achieve goals but they like to do it through others, instead of through controlling tasks.  The goal of the person who is high in I is to make a favorable impression because they seek to achieve goals by working through others.  The following characteristics will usually describe them:

ENTHUSIASTIC, PERSUASIVE, FRIENDLY, IDEA PERSON, CONCEPTUAL THINKER, VERBAL EXPRESSIVE, INVOLVED, EXTROVERTED, BIG PICTURE PERSON, INTERACTIVE.

The person who is high in I usually has to be concerned about being thin skinned, not detail oriented, easily bored and easy to lose focus.  Can you identify persons who would fit this description?

The S stands for Steady.  The person who is high in S is the person who is indirect and people oriented.  The goal for the person high in S is stability, security or predictability.  They try to achieve success by developing predictable patterns in working with others.  The following characteristics will usually describe them:

STABLE, CAUTIOUS, ORGANIZED, TRADITIONAL, LOW-KEY, SINCERE, LOYAL, TEAM PLAYER, LOW RISK TAKER, RESERVED, LOGICAL THINKER

The person who is high in S usually has to be concerned about being slow to change and fear of conflict.  Can you Identify persons who would fit this description?

The C stands for Cautious Thinker or Conscientious.  The person who is high in C is the person who is indirect and task oriented.  The goal for the person high is C is accuracy.  They work to achieve success through accuracy and thoroughness.  The following characteristics will usually describe them:

DEPENDABLE, ANALYTICAL, INDEPENDENT, PERFECTIONIST, TASK ORIENTED, HIGH INTERNAL STANDARDS.

The person who is high in C usually has to be concerned about being slow to change and fear of conflict. 

The combinations of high and low expression of there four core behaviors is what creates the fifteen patterns in the DISC.

How Can The DISC Be Used?

The DISC profile is used in a variety of ways.  Below is a list of the most common ways that the DISC profile is used.

Team training

When building teams at work the DISC profile is extremely valuable.  Each member of the team will complete the profile and then key elements of each profile are shared with all team members.  The DISC creates an objective way to discuss likenesses and differences among team members.  It also enables the team to best discuss how to use the skills of each person.  In a branch or departmental setting the DISC can be very useful.  Also, if cross-functional teams are developed within the organization it is useful.

Leadership training

Leadership training is another place where the DISC is very helpful.  Leaders can understand their natural behavioral tendencies and how these affect their leadership styles.  In addition, leadership can understand how to lead people with different behavior patterns than their own.

Staff development

If your organization has a priority on staff development, the DISC is a natural tool to learn more about the person and the best career development plan for the person.

Developing a service and sales culture

Most organizations today are developing some version of a service and sales culture.  Not everyone is alike so it is helpful for leaders to understand the different ways in which people approach the service and selling components of their role.  The DISC can also help you understand why some individuals are naturally effective at service and sales while others struggle.

Hiring

The DISC can be a useful component of an effective hiring strategy.  When you have narrowed your selections to two or three individuals, having each person complete the DISC can help you identify which person may be the best match for the position. 

You can also complete a Role Behavioral Analysis (RBA) for a position in which you identify the behavioral expectations you have for a given position.  Once someone completes a DISC Profile we can then run an analysis of the persons DISC with RBA to see where someone's natural tendencies line up with what is expected in the position and where they do not.  Conducting an RBA is not only beneficial when hiring, but can then be used to coach and development a new employee at NO ADDITIONAL COSTS TO YOU!

What is Included in a DISC Profile?

Upon completing the DISC Profile there are different reports that can be printed depending on the purpose for using the DISC.  The different reports include the following:

1.       General Characteristics

a.       Behavioral Highlights

b.       Graphs

c.       Behavioral overview

d.       Tendencies

e.       Motivating factors

f.       Preferred Environment

g.       Tends to avoid

h.       Strategies for increased effectiveness

i.       Demotivating Factors

j.       Behavior in conflict situations

k.       Behavioral Tendency Continuum

2.       Creating Positive Relationships

a.       Creating a positive climate for the individual

b.       How to communicate with the individual

c.       How to compliment the individual

d.       How to provide feedback to the individual

e.       How to deal with the individual in conflict

f.       How to deal with the individuals problem-solving style

g.       How to deal with the individuals decision making style

3.       Relating to People and the Environment

a.       How the individual tends to communicate

b.       How the individual tends to make decisions

c.       How the individual tends to manage time

d.       How the individual tends to solve problems

e.       How the individual tends to handle stress

(Sections 1-3 are included in the cost of each DISC Profile)

 

4.       How to Manage the individual

a.       Developing

b.       Motivating

c.       Complimenting

d.       Counseling

e.       Problem-solving

f.       Delegating

g.       Correcting

h.       Decision making

i.       Communicating

5.       How the individual Tends To Manage Others

a.       Communicating

b.       Delegating

c.       Directing people

d.       Developing People

e.       Decision-making

f.       Managing Time

g.       Problem-Solving

h.       Motivating Others

6.       Managing the individual in a Sales Environment

a.       Developing

b.       Motivating

c.       Giving Recognition

d.       Coaching/Counseling

e.       Communicating

f.       Problem Solving

g.       Delegating

h.       Decision-Making

7.       The Individuals Natural Approach to Selling

a.       Planning

b.       Opening the call

c.       Interviewing

d.       Presenting

e.       Responding to concerns

f.       Gaining commitment

g.       Servicing  

(Sections 4-7 are not included in the base costs for each DISC.  See the cost section for additional fee’s associated with 4-7.)

Any and all of the sections above can be selected depending on the purpose for using the DISC and the desired outcome.  To discover which options would be best for your organization and to see SAMPLE'S of each report please contact our office to speak with a DISC Specialist by calling (706) 795-3557.

Options For Using the DISC

Option 1- We are currently switching all of our DISC profiles to the new online EPIC software.  However we still have a large number of DISC reports remaining in the current software.  You can still conduct the exact same tests and role behavioral analysis as you can in the new online system, however they are all conducted from our office.  We are currently running a special on DISC Profiles that are conducted manually from our office.  The special pricing below is good until we run out of profiles at which time the pricing will switch to the pricing outlined in Option 2.

To take advantage of this current special you would have an individual complete a paper version of the test and fax the scoring sheet to our office.  Upon receipt of the scoring sheet we will enter the answers in to the DISC Software and produce the report.  We can, at this point, also conduct the analysis with the position expectations as well.  Any DISC Profiles or analysis that are conducted manually will be transferred to a new EPIC Account for future access and continued use in the future.  This transfer will occur at no additional cost to you.  The special price list for conducting these test are outlined below. 

Option 2 - The new online EPIC system for conducting DISC Profiles and Role Behavioral Analysis (RBA’s) will allow you to create and conduct your own DISC Profiles, email them to the participants, access the results, and conduct analysis without ever having to contact our office.  By creating a Customized Account you can control who the DISC Profiles are sent to and who has access to the information.  By purchasing blocks of credits for $3.10 per credit, which will be transferred to your account, you can conduct each of the reports on your own.  There is a minimum purchase of 5 credits.  All reports and analysis are stored electronically and can be printed, emailed, or saved for hiring and future performance coaching. 

If you choose not to create a customized account all of the above can be conducted by emailing us a list of names, email addresses, and the details of which profiles you would like conducted. 

With the cost of creating a customized account you will also receive FREE technical support and a phone lesson for using your account. 

Costs For Using the DISC

Option 1 Costs (DISC Profiles conducted manually from our office.  These are available for a limited time only on a first come basis.  Once the remaining DISC Profiles are used pricing will move to option 2).

Option 2 Costs (Option 2 is for DISC Profiles conducted using the new online EPIC Software). By creating a Customized Account you can control who the DISC Profiles are sent to and who has access to the information.  By purchasing blocks of credits for $3.10 per credit, which will be transferred to your account, you can conduct each of the reports on your own.  There is a minimum purchase of 5 credits.  All reports and analysis are stored electronically and can be printed, emailed, or saved for hiring and future performance coaching. 

 How Do I Get Started?

To take advantage of this GREAT LIMITED TIME OFFER or begin using the new online EPIC system call our office today and ask to speak with Drew Brantley by calling (706) 795-3557.