communication-knowing your behavioural style en final

8/7/2019 communication-knowing your behavioural style EN Final

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Insights Into

Communicating

Insights will give you tools to . . .

Increase your self-knowledge

Better understand others

Improve your people connecting skills

Reduce stress

Increase self-confidence

Develop better relationships

Resolve conflict


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INTRODUCTION TO

SUCCESS INSIGHTS

Every person is different from all others, and one significant aspect of that uniqueness is behavior.

Throughout history, observable human behavior has been studied and classified, leading ultimately tothe development of the modern day DISC system, which enables us to identify and measure behavioralfactors with exceptional accuracy.

The lineage of the DISC language has been traced as far back as 444 B.C., when Empodocles, founderof the school of medicine in Sicily, stated that everything was made up of four elements that could becombined in an infinite number of ways. These were: earth, air, fire and water.

In 400 B.C., Hippocrates, the founder of modern medicine, based his observation of people on theeffect of climate and terrain on individuals. He categorized behavior and appearance for each climate,advancing that the environment can cause change in behavior. Pursuing his thinking further, heidentified four temperaments that he associated with body fluids: Sanguine, Melancholic, Choleric andPhlegmatic.

In 1921, Carl G. Jung, identified and described four types primarily oriented by the four psychologicalfunctions: thinking, feeling, sensation and intuition. Jung further divided the four types in twodivisions he called libido and energy, also called extroverted and introverted.

In 1928, the major developer of the DISC language, Dr. William Moulton Marston, described thetheory we use today in his book, The Emotions of Normal People. He viewed people as behavingalong two axes which, when placed at right angles, form four quadrants, each describing a distinctbehavior pattern: Dominance, Influence, Steadiness and Compliance.

The Success Insights program, associating four colors with the DISC quadrants, combines moderncomputer technology with an unparalleled behavior and relationship model to provide a workable andmeaningful framework for improved communications and interpersonal skills in any business setting.


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SUCCESS INSIGHTS

OVERVIEW

The premise of the modern day DISC system is that every individual demonstrates behavioral traits -

in unique combination and in varying strengths - from all four behavior groups.

The Success Insights system utilizes the quadrants and associated colors in the creation of the Style

Analysis, which profiles an individuals characteristics, behavioral style and needs.

The four behavior groups are:

Dominance - RedRedInfluence - YellowYellow

Steadiness - GreenGreen

Compliance - BlueBlue

Behavioral research has proven that people, in terms of how they act, universally have similar

characteristics; but the differing degrees of intensity ranging from high to low exhibited for each

set of behavior traits defines the uniqueness of the individual. The DISC language is employed in the

analysis of these factors and reveals the individuals strengths and weaknesses, actual behaviors, and

tendencies toward certain behaviors.

Research also suggests that the most effective people are those who understand themselves and

others. Success Insights provides the tools to gain this vital understanding.


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What DISC is not

1. DISC is NOT a measurement of a personsINTELLIGENCE

Intelligence is very difficult to measure, if itcan be measured at all. The DISC languagegives us no indication of a personsintelligence.

2. DISC is NOT an indicator of a persons

VALUESValues are the why of a persons behavior.Why do we do what we do? Values are nottypically observable, but must usually beverbalized.

3. DISC is NOT a measurement of SKILLS ANDEXPERIENCE

Skills and experience are the primaryfocuses of an employer: What can you doand what have you done? Skills andexperience are outside the realm of theDISC model.

4. DISC is NOT a measurement of EDUCATIONAND TRAINING

Two other primary focuses of an employerare education and training. Again, these are

outside the realm of the DISC model.

DISC is the language of how we act, or ourbehavior.

The DISC system identifies and measurescharacteristics associated with behavioral styles. Itprovides exceptionally accurate profiles of ournatural styles and what our adopted styles shouldbe for success in dealing with others.

DISC is the foundation for increasing andimproving our communications through increasedunderstanding of ourselves and others; and

although DISC deals only with observablebehavior, our increased understanding inescapablyinfluences other aspects of our personal make-up,our experiences, and our relationships.

What DISC is


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D RED: Task driven to win

People with a Red style have an inherent need to direct. They are extroverts and will

usually give their opinions in clear specific language.

If a job loses challenge, expect the Reds to become somewhat bored. They must have

continual challenge. The Red person is driven to win, both in the corporate world as well

as on the golf course. Their desire to win is related to being on top of the heap, proving

it can be done.

In dealing with people, the Reds will be direct and to the point. They may

unintentionally come across as being too blunt to some other behavioral styles. They

will take issue if they disagree, even heatedly, but will seldom hold a grudge. They are

task-oriented, looking for results.

The Red can be a high risk-taker, perhaps not considering the consequences. Not

intentionally trying to hurt others, the Red does not consider failure as an option.

Interested in the new, the unusual, and the adventurous, Reds will usually have a wide

range of interests and be willing to try their hand at anything.

OUTSTANDING

CHARACTERISTICS

OF EACH BEHAVIORAL STYLE


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The fast-pace, results-oriented approach of the D-Red style is often misinterpreted andrequires proper understanding and management.

1. Bottom-line organizers: If given the authority, they will cut through needless steps and getthe job done.

2. Self-starters: Reds will work long hours to show you they can make it happen. No need to

push them to get them going.3. Forward looking: Reds focus on the possibilities of what can happen. Obstacles represent achallenges to be overcome, not reasons to stop.

4. Place high value on time: Reds are driven about efficiency; quicker, faster, better. Howmuch can be accomplished in the least amount of time?

5. Challenge-oriented: They MUST have a challenge. Regardless of how impossible it mayseem, they will focus all their energies on making it happen.

6. Competitive: Winning is everything. A competitive situation increases the positive energy of

the Reds.7. Initiate activity: Not people to sit around and discuss options, Reds want to (and will)initiate activity to get desired results.

8. Challenge the status quo: Unconcerned with the way weve always done it, Reds willreinvent the old way, focusing on one goal results.

9. Innovative: Fast movers, High Ds focus on efficiency and constantly look for shortcuts toget the desired results.

10. Tenacious: Driven by results, challenges and winning, High Ds are forceful and direct and

will be tenacious in overcoming obstacles to reach their goals.

THE VALUE OF

THE D STYLE


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I YELLOW: The limits the sky

The Yellow has an inherent need to interact, loving opportunities to verbalize. The

Yellow has a tendency to talk smoothly, readily and at length, using friendly contact and

verbal persuasion as a way of promoting a team effort.

Fundamentally, the Yellow wants to be liked and usually likes others; sometimes

indiscriminately. Preferring not to be alone, the Yellow has a need for social affiliation

and acceptance. Possessing a high level of trust in others, the Yellow may be taken

advantage of by people.

Expect Yellows to be involved in just about everything. At their best, they promote

trust and confidence, and feel they can persuade people to the kind of behavior theydesire.

Emotion is very difficult for Yellows to contain. They do wear their hearts on their

sleeves, and their faces are very expressive of the emotions they are experiencing.

OUTSTANDING

CHARACTERISTICS



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The warm, friendly, fun-loving demeanor of the I style adds an optimistic hope to

the dream. When hard times hit, the I-Yellow can bring light to a dark room.

1. Optimism and enthusiasm: The people person Yellows possess a great ability

to motivate and get the team excited.

2. Creative problem solving: Yellows possess very creative minds and will, ifallowed, be ingenious in their ability to come up with new, creative ideas and

solutions to problems.

3. Motivate others toward goals: Leadership is the ability to move people toward a

common goal. Yellows motivate people through positive interaction and

persuasion.

4. Positive sense of humor: Yellow`s add fun to the team and to the task.

5. Team player: Needing interaction, Yellows are very good team players.

Working together means having fun while getting the job done.

6. Negotiate conflicts: Natural mediators (not liking conflict), Yellows can

verbally persuade both sides to come to an agreement.

7. Verbalize articulately: If there is a presentation to be made, an argument to be

won, someone who needs to be persuaded about something that is good for all, send

the Yellows.

THE VALUE OF

THE I STYLE


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S GREEN: To serve the team

The Green has an inherent need to serve. Always the one to help out, the Green lends

a hand to get the job done.

Greens do not switch jobs very often, preferring to remain in one company as long aspossible. They will also tend to stay in a relationship a long time, be it business or

personal, for reasons of both security and harmony.

Showing a cool, relaxed face, Greens are not easily triggered or explosive by nature.

They tend to conceal their very active emotions. With introverted personalities, they

will hide their problems and not wear their hearts on their sleeves.

Greens will develop strong attachments to their work group, family, club or

association. They operate very well as team members and coordinate their efforts with

others easily. They will strive to maintain the status quo, since they do not want

change that is unexpected or sudden.

Closure is essential for Greens, and they must be allowed to finish what they start.

Amiable, easy going, and relaxed, they will build strong relationships with a few close

people.

OUTSTANDING

CHARACTERISTICS



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The loyalty and ability of S-Green style individuals to form close relationships has acementing effect on the people around them, pulling everyone together for a common goal

1. Dependable team workers: Always willing to help out, Greens are great team players.

2. Work hard for a leader and a cause: If Greens believe in the leader and the cause, theywill work extremely hard to make it happen. When Greens accept a task, expect them tobe around for a while and to logically move toward completion.3. Great listeners: Listening skills are natural behavior for Greens. Great listening abilitymakes them natural at helping people work through their problems.

4. Patient and empathetic: Greens are very patient. Really trying to understand the situationthe other person is in, they sometimes become too adapting.

5. Good at reconciling factions, calming and stabilizing: Driven by a desire for harmonyand peace, Greens can help stabilize conflict.

6. Logical and step-wise thinkers: Involved in the planning process, Greens can bring loftyideas back to the realm of the real world and point out gaps and flaws in the plan.

7. Will finish tasks started: Closure is of utmost importance to Greens. Tasks that arestarted must be finished. They also have the ability to organize effectively.

8. Loyal long term relationships: Greens on the team will form loyal, long term relationshipswith their associates.

THE VALUE OF

THE S STYLE


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C BLUE: In God we trust, all others use data

Blues strive for a stable and orderly life and tend to follow procedures in both their

personal and business lives. Dependant upon procedures, they will usually stick to

methods that have brought success in the past.

Going by the book is the first rule of conduct for Blues. They are aware of and

sensitive to the dangers of mistakes and errors, preferring a professional disciplined

approach for problem solving.

Preferring to compete with themselves, Blues constantly strive toward better ways of

doing things. There is a right way to do things and a wrong way. They would rather

be cautious than brash; conventional rather than bold.

Blues are data gatherers and will gather all possible facts (maybe too many) related to

a specific problem. They are systematic thinkers, precise and attentive to detail.

Blues are very careful in thought and deed. Statements made with little or no proof

will not fly with them.

Blues tend to be loyal and dedicated, doing whatever is expected of them to the best of

their abilities.

OUTSTANDING

CHARACTERISTICS



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The C-Blue style sets the standards for the team and maintains them. In a worldof fast pace and change, they keep us closer to reality with their objective thinking.

1. Objective thinkers: When dialoguing with Blues, the world is their arena. Bluesbring reality to plans, analyzing and testing the data for accuracy.

2. Conscientious: Blues take their work personally, almost as an extension of their

being. The finished task is a reflection of their attention to small details.3. Maintain high standards: With focus quality, Blues assist the team inconsistency of standards and operation, adding order to the scenario.

4. Define, clarify, get information, criticize and test: Blues will blow holes inplans that are not well thought out. Their skeptical nature looks at all possibilitiesbefore they buy into the plan.

5. Task-oriented: The world is not all touchy-feely. We need people on the teamthat place urgency on doing the tasks that are needed.

6. Ask the right questions: One of the most significant contributions that Bluesmake to any organization is that they ask the tough questions.

7. Diplomatic: If given the opportunity, Blues will be very diplomatic in sharingthe data to support their conclusions. They prefer discussions void of emotionalappeal.

8. Pay attention to small details: Many projects would be a total disaster if itweren't for the Blues attention to detail.

THE VALUE OF

THE C STYLE


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FORMAL IMPERSONAL ANALYTICAL DETACHED

OBJECTIVE STRONG-MINDED COMPETITIVE CORRECT

TASKS SYSTEMS

INFORMAL PERSONAL CONSIDERATE INVOLVED

SUBJECTIVE CARING ACCOMMODATING HARMONIOUS

RELATIONSHIPS MORALE

QUIET

OBSERVANT

INWARDLY -

FOCUSED

DEPTH

INTIMATE

RESERVED

REFLECTIVE

THOUGHTFUL

CAUTIOUS

TALKATIVE

INVOLVED

OUTWARDLY-

FOCUSED

BREADTH

GREGARIOUS

FLAMBOYANT

ACTION ORIENTED

OUTSPOKEN

BOLD

X

X

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