DISC PRACTITIONER CERTIFICATION MANUAL - PeopleSmart Worldpeoplesmartworld.com/uploads/5/2/2/6/5226875/manualcertification… · the peoplesmart world team Carol Dysart is “The

DISC PRACTITIONER

CERTIFICATION MANUAL

by

Carol Dysart, M.Sc. Counseling, DISC Master PeopleSmart World

2 The PeopleSmart Method™ Manual - updated Dec 2014

© PeopleSmart World 2014

Carol Dysart

Copyright Notice

COPYRIGHT© 2014 PeopleSmart World. All Rights Reserved. No part of this Training Manual may be reproduced in any form, including video recording, photocopying, downloading, broadcasting or transmission electronically, without prior written consent of PeopleSmart

World. Copyright protection includes content in the material generated from software programs displayed on the screen, such as icons, screen displays, and the like.



TABLE OF CONTENTS

INTRODUCTION ........................................................................................... 5

THE PEOPLESMART WORLD TEAM ................................................................ 6

OUR WEBSITES AND “WHERE TO FIND WHAT” ............................................ 9 TRAINING OUTCOMES & COMPETENCIES ................................................... 10

SETTING THE CONTEXT for DISC… ............................................................. 11

THE HISTORY OF DISC PERSONALITY PROFILING ..................................... 14

THE DISC MODEL ....................................................................................... 16

PRINCIPLES OF MOTIVATION .................................................................... 23 DISC COMMONLY ASKED QUESTIONS ........................................................ 25

THE KEY TO SELF-ESTEEM .......................................................................... 35

How to ADMINISTER and INTERPRET (DEBRIEF) A DISC PROFILE ............ 37

INTERNAL AND EXTERAL GRAPHS .............................................................. 44 INTERPRETING THE WORD SKETCH CHARTS .............................................. 51

HIGH AND LOW DISC GRAPH POINTS ........................................................ 54

THE VALUE OF KNOWING OUR “BLIND SPOTS” .......................................... 58

The DISC DIAMOND (aka DISC COMPASS) ................................................. 62 SHARING AUTHENTICALLY USING DISC TOOLS ......................................... 67

STRONG AND WEAK TRAITS ....................................................................... 68

COACHING TO ALTER OR CHANGE A BEHAVIOR ......................................... 70

STEPS IN INTERPRETING A DISC GRAPH ................................................... 71 PUTTING WORDS TO A PROFILE GRAPH .................................................... 73

INTERPRETATION SUMMARY ..................................................................... 75

CAROL’S FINAL WORDS OF WISDOM ......................................................... 77

RESOURCES - To have a little fun with DISC .............................................. 81

DISC Sing-a-long ....................................................................................... 84



BACKGROUND and HISTORY of DISC



INTRODUCTION

WELCOME to the PeopleSmart World Method™ for DISC Practitioner Training. My team and I have created this manual and training materials to provide you with the method I discovered that will help anyone understand the basics of DISC and how to interpret a DISC report. With it, DISC can become a second “language” for you - a mastery that will serve you for the rest of your life in every interpersonal interaction. Whether you are a coach, consultant, manager, trainer, team leader or business owner, when you help people identify their core patterns, you help them uncover and replace self-defeating thoughts and behaviors with ones that will empower them. Learning why people do what they do and how to be their own best friend is a major part of what this work is all about. You will know how to bring DISC-literacy to others. While DISC-literacy is an art and a science, it is also a practical skill that will become easier and easier for you to apply the more you actually practice it! In fact, you can ask me for a couple complimentary links to a DISC profile to use to practice first on your family members or close friend. Bring your questions about it to our calls. Your own interpretation and coaching skills will improve because you will not only “own” what you learn about your own and your friends’ unique gifts, but you will know how get the most out of the profile when working with clients. The best way to begin is to make this your own self-DISCovery journey. This way you will personally reap the benefits as you study, listen, share, and apply. Follow all links and do the recommended exercises. View all the videos and read all the references I guarantee you, it will all pay off!



THE PEOPLESMART WORLD TEAM

Carol Dysart is “The DISC Guru” and a “DISC Master” having profiled thousands of people since her own first DISC Certification in 1979! Therefore, this PeopleSmart World Method™ is not taught anywhere else. It outlines her special way of looking at and “mining the gold” that she “reads” simply from a printed out DISC profile report. She applies this when meeting people for the first time as well. And now you will be able to do that as well!

You’ll feel like a master once you get to the point that you are unconsciously applying everything you have learned here. Study the letter, but drink in and enjoy the spirit and essence – the love you will help bring out in people. It is what has kept her passionate about using the DISC model for so many years. She is able to see and apply DISC distinctions much deeper than most because of the opportunity she has had since 1980, providing DISC profiles and coaching to the tens of thousands of students who attend the Money & You® and the Excellerated Business School for Entrepreneurs® programs. You will soon be able to tune in on keys to understanding people too. Just keep profiling and interpreting their reports!

Carol supplies the DISC profile versions she uses through her Affiliate system. VIP clients who use a lot of profiles in their own work can order their own branded Private Label DISC Profiles and have a VIP Partners platforms. Our clients and students are now applying DISC not only in the USA, but in Mexico, South America, Africa, New Zealand, Australia, Singapore, Malaysia, Thailand, Japan, Korea and China and she loves is knowing that in just a few days YOU will be part of this ripple effect!

Carol chose to focus on DISC, even though there were many other profiling systems she could have been using throughout her career. She saw the need for people to know themselves and others better and still has not found a better, simpler, easier to use model that is so accurate and fun for people to use! DISC – and the way that we now teach it - helps people let go of thinking people are limited by any way by their style. In fact, once people “get” that what make them “stuck” can “unstick” with a shift in their attitudes or assumptions. Once they see that they can actually change whatever they don’t like about themselves and their current results, they feel free to FLY!



When students ask, “What is it about DISC that allows people to transform themselves, their attitudes and their perceptions?” Carol says, “Stay tuned!” That is exactly what this training is about! In fact, she predicts, “There will be a point in your training when, suddenly, you will find you cannot NOT see DISC styles reflected in everyone you meet! It’s the practical results of this knowledge alone that transforms – and we LOVE being part of that process!

You’ll understand WHY people do what they do from your own experience and you’ll become even more effective in your own life. Your mastery will show up in your practice!

IT TAKES A TEAM! Carol is grateful for the many people who have contributed greatly to her success as a DISC Master. She thanks all the trainers, teachers, mentors, business partners, associates and students that have blessed her with all of their gifts along the way.

It is with humility and appreciation that she specifically wants to thank the Who’s Who of her DISC business as it is today: Sandra Davis: a talented trainer and friend who became Carol’s business partner and co-creator of many of her training materials when Carol was sent to New Zealand in 2000. Sandra and her husband, Trevor, were her home and “NZ sponsors.” Over the years their relationship has continued in friendship – and now her DISC business is bringing her and Sandra back together again. Sandra is designing and managing Carol’s original ProfileU.com website and they both contribute to the materials found therein. Douglas Ng: Seeing the potential in both Carol’s expertise and DISC as a key tool that needed greater exposure globally, Douglas brought his technical Internet, web and business strategy expertise to the team. He is Founder, Director and Trainer of Thrive Now Pte Ltd, Chief Klonc, Klonc Pte Ltd, Co-Founder, Beingness Quotient Pte Ltd, and Adventurer, Adventures in a Thriving World Pte Ltd. His platforms host our Affiliate system and he is a great strategist. Douglas helped Carol “unwind the spaghetti bowl” she had created by wanting to include her many relationships into her CarolDysart.com website – (one of the things her “High I” style and her “big picture thinking” attracts so easily – but also that slows down her progress! Douglas has been a tremendous resource to our team and he is now including our DISC materials into all his leadership



trainings as well. We look forward to co-promoting and licensing each other’s training systems around the world through our Joint Venture called BQ International, LLC Pte.

Dr. Tony Alessandra: Dr. Tony and Carol both recognized the power in the DISC model of behavioral styles when they first met in 1979. They have continued being colleagues and good friends ever since. Tony is a world-renowned, popular keynote speaker and author, having created many books, training film, and talks about DISC, which you can still find on YouTube today. It was partly his Platinum Rule concept and his PeopleSmart book that inspired Carol to go even deeper in what she was teaching in DISC because they could both see that this is the missing key to lasting success in any relationship – business or personal. Dr. Tony created the Private Label Assessments Platform we use now to provide our DISC profiles through and he has recently has added a Virtual Training, interactive DISC Classroom and an interactive People-Reading tool which you may find very helpful, plus the Job Selection and Recruiting Fitness tools that Carol helped him develop.

Dame DC Cordova: DC is CEO of the Excellerated Business Schools and the Money & You® Program which Carol first attended in1980. Her programs have opened many doors for Carol and because of her long-time client relationship with DC as well as being a close friend, Carol has met the most amazing entrepreneurially minded people. Carol owes the start and continuation of my DISC career to these friendships and client support! It was when DC sent Carol to New Zealand in 2000 to help her set up the Money & You program there that she met Sandra. She helped them publish her first edition of “MoneyMaking Systems” and they both owe DC much gratitude for their special relationship, her personal training and coaching in getting their business set up for global distribution.

Finally, Carol reminds us:

“To be a great DISC expert, you do not need to be trained in psychology or even be a licensed coach or practitioner. DISC is a ‘universal language’ – one that will allow you to immediately recognize the different style, needs and motivators just from a few observable clues. Simply put your training into action and tap into the outstanding training resources listen in each of the links in the Appendix to this training manual. Learn to recognize and acknowledge the positive qualities in each person based on what you know about their style. This is all most people want from their interactions with you anyway – acknowledgement that you are “seen” and that someone else can recognize you as a person!

Enjoy your journey! Stay in touch and let us know how you are doing in the training and how we can help you be the best that you can be.

Carol Dysart and the entire PeopleSmart World Team



OUR WEBSITES AND “WHERE TO FIND WHAT”

• http://www.CarolDysart.com CAROL DYSART BIO and RECOMMENDED RESOURCES for clients, visitors and Certified Consultants

• http://catalog.theDISCguru.com RETAIL CATALOG OF PROFILES Affiliate links, and information about how we can support our Affiliates/Partners with DISC and with other non-DISC-related profiles.

• http://apartner.theDISCguru.com AFFILIATE REGISTRATION INFO – Sign up to receive your special coded Affiliate links to our Catalog. Refer people to purchase any of the profiles in our catalog (above) and enjoy a 50% referral fee at the end of each month on all profiles sold that month through your links to the CATALOG. (Parent code to sign up is PEOPLESMART – then make up your own ID for subsequent use.)

• http://www.PeopleSmartWorld.com “PEOPLESMART WORLD UNIVERSITY” our most current site for Blog, STORE where you can buy our books, and other Profiling Tools and learning projects we recommend. Information on our online learning programs for schools and parent groups and many other DISC educational resources. This is also where school groups and other educational organizations request information about how to work with us. Learn more about Dr. Tony Alessandra’s Assessments 24/7 Virtual Training system here.

• http://MyProfiles123.com/account PRIVATE LABLE PROFILING

PLATFORM. Log in here to access your private site and creates customized links to provide in seminars or other volume purchases of profiles.

• http://www.MoneyandYou.com Learn all about the programs and the world-

famous graduates and “excellerated learning” programs that helped launch Carol into her career and experience enabling her to become a DISC “Master”. BSE is the Excellerated Business School for Entrepreneur® program which is HIGHLY recommended for a complete Entrepreneur’s business education following M&Y and held is several locations around the world.



TRAINING OUTCOMES & COMPETENCIES

Upon completion of this course and workbook you will have a basic understanding of:

1. History of DISC and the philosophy behind it including what observable behavior shows us and how it relates to personality style.

2. The DISC Four Quadrant model and what it represents.

3. The “P’ Words – how to quickly identify the primary focus of each of the DISC dimensions: Problems, People, Pace & Procedures.

4. Geier’s Principals of Motivation and how these relate to DISC.

5. Commonly asked questions that often come up about DISC.

6. How to distinguish The Golden Rule from The Platinum Rule

7. Changing a Personality Style – How it is related to energy and focus and how to coach someone in making any change.

8. Exercises and practices for using DISC style

You will also learn to explain:

1. The philosophy behind the DISC methodology (DISCology). 2. The DISC model and what it includes. 3. Key differences of the four DISC dimensions. 4. The key needs motivators and fears behind each DISC style. 5. The Context of DISC - The Beingness Quotient (BQ) technology 6. What Causes Conflicts in Relationships – and how to identify potential

challenges by viewing their DISC graphs?

7. DISCstyles Reports – what’s in them and how to apply to any interpersonal communication

8. How to read and a DISC graph.

9. How to apply the Word Sketch Chart in your DISC profile interpretation.

10. “Blind spots” – what causes them and how to reduce them.

11. What each style AVOIDS or FEARS – How to help remove self-doubt.



SETTING THE CONTEXT for DISC…

…And its relationship within the Beingness Quotient Neuro-scientists are proving that there are three “brain centers” in everyone. They are developed in proportion to our awareness and practice of each one. All three of these centers - or brains - determine the degree to which we think, feel and react to things in our world. We process our thoughts through our mind (head center), and our heart (heart center) and gut-level (gut center) instincts are activated by these thoughts. These neural networks underlie our behavior, emotions and feelings and are the multiple “intelligences” that we draw upon. They determine how we speak about and respond to the different areas of our life. (See Eban Pagan’s video at http://www.youtube.com/watch?v=k0LcfsQhuao on this subject.) Your personality doesn’t just drop in on your from out of the blue. It comes from early decisions you made and the NEEDS, EMOTIONS and FEARS that drive your behavior because of those decisions. You express who you are based on your perceptions. When I know my DISC style inside and out, how will I apply it in my life? The results you are currently getting relate to how well you recognize your needs, emotions, and if fear-based behavior is running the show. Once seen, you then have the power to choose how you respond in any future moment. If one’s results do not empower them, coach them to look and see what mindset or belief is driving that behavior. Who are you BEING? That will tell you what you are thinking and which attitudes are reflected in your mindset. Then, if the results you are getting could use improvement, you can accept – or change them from that point forward. Human beings have both intelligence and emotional patterns of behavior, which is why it is so helpful to see our DISC profile. Once identified, people can identify what is showing up in our answers in the profile, what we need to interact with each other to see the “who we are being”. Once seen mentally and emotionally, we can make new choices in how we think - which affects how we BE in our life.



BEINGNESS is a function of the integration of these three parts:

• Our IQ - Intelligence Quotient – our aptitude, cleverness and how we use our brain.

• Our EQ - Emotional Quotient– the beliefs, mindsets and feelings that we have.

• Our PQ - People Quotient–the understanding and knowledge about what drives, motivates and influences the actions of people – and what we gain insights about with the help of the DISC Interpretation PeopleSmart Method!

Not only behavioral, but cultural, spiritual and religious beliefs also influence those three quotients, so when you put them all together, you have a BEINGNESS QUOTIENT or BQ.

Life is about balance. When all three quotients are aligned and you are conscious of what drives your BQ you can then also understand how others are relating. In this area called “relationships,” life either STARTS... or STOPS!!! To develop ourselves fully we need an awareness of how we are “Being”. Then we can more authentically express what is at the base of the feelings, thoughts and values driving our behaviors. This is how our work with a behavioral model like DISC fits into the BQ framework. Our Beingness Quotient is directly proportional to our awareness of what’s possible when our IQ, EQ, and PQ meet and combine! It brings out our best, ignites our passions, and sets a model for what is possible. And as your people-literacy increases, so does your “Beingness Quotient”! Here are some examples of things most of us are already aware of:

• People who are primarily focused on other people could be referred to as primarily Influence/Socializers. What they focus on and the way they think is very different from those who are analytical and focus on facts. The people-oriented people actually have a natural lack of focus on details, facts, and figures. They can spend more time interacting with people because they are not that concerned about being correct. These people tune in with their “heart” and the ‘brain’ in their gut rather than what starts in their heads.



People, who think more about facts, also focus on the rules, policies and procedures more than the people. They rarely tune in to people’s emotions or feelings. They pay little attention to things the people-people love. (However, later in life they often wish they knew more about how to really “be” with other people.

Their lament is that they would rather avoid crowds. They just don’t like having to make small talk. Worse yet, they’d rather not start conversations with people they don’t know unless it’s about things they know well! They prefer staying in their “head” center. This illustrates that each style in the quadrant has a very different reality from the other styles. They actually THINK from different areas of their bodies. Their attention depends on which “brain” is running their show! What makes you a more people-literate person is when you suddenly realize it is not about YOU and you begin to look to see how you can “walk a mile in someone else’s shoes.” You start to see why one’s most significant skills are those that empower us to “Dance on the DISC” – and draw from any or all of the three “brain” centers.

This is not new to most people in that everyone notices these differences. They just don’t always know how to deal with those who are different, so historically, many have made up different ways to relate to these “default” behavioral style patterns and which we have little or no choice about. But with DISC-literacy, we gain a context to hold it in and the compassion to realize just why these differences are so great. Now the power for change and better relationships is in our own hands! When we increase our own DISC-literacy, we are able to improve our BEINGNESS QUOTIENT, which directly impacts our personal and relationship power. Think of what just doing that could make possible? (Like a kid in an ice-cream parlor, it boggles the mind!)



THE HISTORY OF DISC PERSONALITY PROFILING

Dr. William Moulton Marston, author of “The Emotions of Normal People.”

In the early 1920’s while Drs. Carl Jung and Sigmund Freud were fascinated by their new studies of what caused the “abnormal behavior” of the criminally insane, an American behavioral scientist and researcher, Dr. William Moulton Marston, was doing another type of research. More interested in what makes most people “tick” he was looking into the “Emotions of Normal People” and what being able to identify behavioral patterns

could predict about that person’s likely, predictable needs-motivated behavioral style. Marston had observed four common patterns of emotions and saw that they are experienced by all “normal’ human beings. He noted their predictability, depending on which type of observable behavior he saw.

Drs. Jung and Freud’s work was at the very beginning of what now has become the study of psychotherapy. Their work later led to a popular psychological profiling tool, the MBTI or Myers-Briggs Profiles. Often people assume that DISC is another variation on this profile, but in fact, the two are very different.

What Marston’s scientific research concluded was that behavior and what motivates it falls into consistent patterns, each based on very different mindsets, values, and perceptions about how life occurs? He saw that each style’s preferences showed which internal needs – and fears –motivate each behavior.

Dr. Marston gave each style a scientific behavioral name based on the fact they each were OBSERVABLE as operating in that pattern. The first initials of these four scientific terms are how we refer to this system by calling it DISC.



The Four DISC Dimensions

ominance nfluence

ompliance teadiness

Marston said these four major terms are observable and they each have a very different focus as well as they each are driven by or motivated by very different NEEDS, EMOTIONS, and FEARS.

Here’s a great story…

Did you know that in addition to his renowned work as a psychologist, Harvard graduate, Dr. William Moulton Marston, was an educational consultant for National Periodicals and All-American Publications, two of the companies that would merge to form the future DC Comics. In the early 1940s, super powered male characters, such as the Green Lantern, Batman, and its flagship character, Superman, dominated the DC Comics line. Marston had already become famous for inventing the forerunner of the lie detector – the POLYGRAPH when he realized a need for a new kind of superhero – one who could triumph over evil and bring peace for the good of all people - not with fists or firepower, but with love. Marston’s wife, Elizabeth, encouraged him to 'make the character a woman’. And, Voila! Wonder Woman was born - a beautiful, feminine character with all the strength of Superman plus all the allure of a good and beautiful woman!

This now famous character made her debut in All Star Comics #8 in December 1941!

(By the way, although Marston didn’t create the actual DISC profile or resulting graph that we use today, it was his work that laid the foundation for the instrument that others evolved into the DISC Personal Profile System. His focus was only on identifying the emotions of NORMAL people that each observable behavior reflects.)



THE DISC MODEL

Definition of "Behavior"/ “Behavior Dictionary answer: be·hav·ior/ biˈhāvyər/ The way in which one acts in response to a particular situation or stimulus Synonyms for behavior - conduct - demeanor – demeanor deportment Marston determined that almost 90% of our underlying thoughts have an emotional cause. In other words, 90% of what causes our behavior is invisible! Yet they cause the 10% of visible behavior! No wonder people aren’t able to tell others why they do what they do!

But Marston didn’t leave us there to wonder. He also showed us that while observable behavior is just the tip of the iceberg, they can tell us plenty!

Once able to see the signs on the surface you know the behavior. Then, if you know what usually is driving that certain behavioral style’s patterns, you also have a pretty good chance of guessing the person’s thoughts, mindset, and behavioral style underneath it all! You get more answers by fine-tuning the visual feedback through questions.

DISC-literate people understand the four distinct behavioral patterns and the emotions that drive each of them. So even though most of us are a blend of more than one, it is our primary style everyone sees and has to relate to. Whether male or female, young or old, at the top or the bottom of the pecking order, or we come from a culture that is different from others around us, our behavioral style shows up the minute we walk in the room.



Our style is telegraphed in several ways:

• The way we shake hands • How we react to stress • How we maintain our offices • How we make decisions. • How we answer the phone…and in many other ways.

The more people literate we are, the more we recognize and can “translate” the presenting style to include an understanding of the 90% that is hidden. This, then, allows us to predict the other person’s needs and adjust our own behavior to improve the flow of our interactions with them.

Marston noted that a most defining aspect of each major primary style is the MINDSET!

Observable Behavior Defined

Observable Behavior = Actions that are SEEN and experienced or felt by others

Observable behavior is affected by intensity of the energy and self-confidence a person has making them – whether fast paced or slower paced. And whether we are OPEN and focused on People or GUARDED and focused on the Task also helps define the differences in our style.

The more OPEN we are, the more trust we have because our orientation is that life is a safe space and favorable to operate within.

If we are GUARDED, we think that life is more antagonistic meaning we have to pay more attention to controlling the task (and others) in order to get things done!

Behavior is an outward display of our thoughts, beliefs and mindset.

Here’s an illustration



QUESTION: Which two of the four DISC styles shown in this model do you think wakes up each morning with an underlying, unconscious thought that “I have to control things because Life is unfavorable”?

Yes - D’s and C’s do think this way, because, depending on the intensity of their specific needs and drive, they actually have a sense that life is a bit (or a lot) “antagonistic”. This “fact” (to them) is something to be managed with authority or analyzed for accuracy. They don’t think as much about other people and their needs because they are very busy just taking care of what needs to be done!

“LIFE IS UNFAVORABLE” –GUARDED

D’s take an active, direct and outgoing stand, seeing life as a bit hostile and naturally want to take charge – to command, direct, and handle any problem so that they are not taken advantage of. C’s are cautious and introspective, careful to check all the facts and make sure that everything is correct. They would make sure they did the job correctly so that they wouldn’t be criticized, as this is their greatest fear. They want to have all the facts in place to help overcome any adversity.

These two styles are more comfortable in a TASK-FOCUSED and GUARDED environment. It is better not to rush up and hug them without establishing trust and getting their agreement that this behavior is OK with them. Give them lots of personal space and let them choose to take the first step toward touching or hugging. They will reach out if and when they are ready.

The opposite - “LIFE IS FAVORABLE” = OPTIMISTIC

By contrast, the I’s and S’s focus in the four quadrant model is OPEN – to people, feelings, and trust! Their thoughts are generally open to possibilities and optimistic because they have a belief that people can be trusted. They feel it is important to maintain great relationships with others because it is much easier to get things done! From a practical standpoint, they also know that everything will go more smoothly if each person gets what they want and need!

I’s take an active, direct, and outgoing approach with others because they know the value of maintaining great relationships. They count on others to help them accomplish their goals so they want to be liked by people. They are friendly and chatty – preferring to communicate by phone or in person, which is why they



love social interactions and networking as it makes it much easier for them to build business relationships.

S’s take their friendships seriously and are supportive, loyal, and patient. They approach decisions cautiously and do not confront others verbally because they would find it worse to offend anyone! This is also why they make sure they have the systems to steady the pace in the environment to make it easier for people to stay happy, organized, and productive!

When a person is PEOPLE-FOCUSED and OPEN, it doesn’t occur to them that everyone does not think like they do or live in the same, optimistic world that they prefer. Most of their focus is on serving others. They prefer to Be in order to Do so they can Have whatever it is their goal is.

A DISC profile does not classify people in and of itself. There are no good-bad categories and the system does not rank people in any way. It simply reports how much energy the person invests in each area of life. And the Word Sketch Chart in the DISC profiles we use matches your graph with the words to describe the level of intensity you use in each of the four DISC dimensions. People invest the most energy in those areas they concentrate on most frequently.

Each style has a distinct way of approaching life, based on those things that are most important to them. Here’s a quick summary of each. We’ll go more in depth with each later. Style Advantages and Disadvantages

Those with high needs for Dominance… …approach big picture problems in a competitive, aggressive, decisive and results-oriented manner. When their D graph is their highest, you can count on them to move fast, feel comfortable taking risks and they like to get things done now! Those highest in D also prefer it when they can be in charge, take control and when they have the authority to make decisions. They thrive in environments where there is both change and challenges. High D’s can also be impatient, overbearing and may even seem rude to those who are not so active and outgoing. They are not known for being the greatest of



listeners and they are prone to making snap decisions, rather than carefully thinking things through. Depending on the person’s style that they are with, some may see D’s as self-centered, demanding, blunt and overly aggressive. But those same qualities may “translate” into words like pioneering, assertive, adventurous, and leaders! Notice the reaction you have in hearing these words. If you loved these descriptive words and was glad I was bragging about your style, then “Dominance” may be a natural style for you (or you are totally opposite and you WISH you could be more that way!)

HIGH I’s Those who are higher in the Influence dimension… …are talkative, sociable, optimistic and lively. They love people and are comfortable being spontaneous, energetic and enthusiastic. I’s are positive, trusting, and good at influencing others to come along with them. While they are focused on people their High I tendencies may also be inattentive to details. Others with little intensity in the I dimension complain they are overly talkative and emotional. They may over-promise because they are so optimistic that they can meet any deadline. They are eager to do a good job and get acknowledged or recognized. Low I styles may perceive those high I-styled people as careless, impulsive, unfocused, and lacking in follow-up. High I’s say they can always get around to the details later, but if they can help other people be happier, that’s their priority!

Those high in the Steadiness dimension… …tend to be calm, loyal, patient, and modest, laid back and structured. They are eager to help, are systematic planners, and make excellent team players. S-styles tend are patient listeners, trustworthy, and most have a good balance between tasks and people. They are very persistent and seldom forget – either good things you to… or the bad!



S-styles need stability and security and, therefore, need help with change. They may be too willing to pitch in and at times are taken advantage of by others – especially those High D styles who need them the most. Others may perceive S-styles as too slow, stuck on the status quo, indecisive, stubborn or even quietly resentful, but the S would rather keep the responsibility for themselves because they think no one else could do it as well as they do, and they take their criticism graciously rather than to have something fall “thru the cracks” and let the team down.

Those who invest most of their life energy being Compliant… …are precise, logical, matter-of-fact, analytical and careful when it comes to maintaining the quality in an organization. They thrive on data, information and like having the time to analyze things. They are focused on tasks to ensure things get done correctly. C-styles tend to produce high quality work but may over-use that strength when it comes to focusing too much on the details, becoming nitpicking, or slow and losing the big picture. Other think they often get lost in the analysis, “focusing on the trees instead of the forest. C’s occur to the people-focused others as too critical, distant, pessimistic, and even cold.

Thinking Point

Can you see how very different each of these is?

Can you also see why trying to convince someone that your way is the best cannot ever be accomplished? To work together with a balanced team of players, what would you want first?

Once you can see how differently each person will perceive what’s important, realizing how important it is to know what each person’s style is, listen to each other, then start with an underlying agreement and commitment to what about your focus is important? What if everyone knew themselves so well that they could use information from their DISC profile whenever it was necessary to negotiate or nurture, or plan, or check for accuracy and come to an agreeable resolution? What if everyone knew their



own natural tendencies and strengths and then determine who should do what on the team? What type of team building process would make THAT possible?

Knowing what is underneath and driving each style patterns helps, because each has such different perspectives! And we are only talking about the FOCUS! You will note on the DISC circle graphic that the other dimension in which people differ is the speed with which they approach projects or life in general:

Is it “Ready – Aim – Fire!? Or Ready – Fire (oops) Aim?

It is no wonder we don’t all agree or understand each other! In fact, given how different each of the four major style types are it is a wonder anyone ever gets anything done!

The “P” Words – a tool to help you remember

In teaching DISC, it seems easier to remember the focus of each dimension when they have a single word that reflects the primary Focus of each DISC Dimension. Therefore, the following four words, each starting with the letter “P”, may help make it easier to remember the primary focus of each DISC Dimension:

D’s like Problems to Dominate The High D thinks their best results happen when they take charge, dominate leadership, and can direct others to get the job done. (This way no one can take advantage of them or take over control.)

I’s like People to Influence The High I thinks their best results come when they can influence others to join in with them to get things done. (This way they will have more fun and no one will feel left out.)

S’s like to keep the Pace (of the environment) Steady The High S thinks that to get the best results it is important to provide and steady environment for the team and there is no sudden change. (This way no one will put them on the spot or get upset.)

C’s like clear Procedures with which they can Comply The High C thinks that the best results come when everyone follows the rules and like it when the rules are defined and set by others. (This way things won’t fail and they won’t be criticized or called “stupid”.)

Can you start to see that there is something that more strongly drives each different style more than the others? (And this is one of the most important things to remember in learning how to interpret and help people see and get the most out of their profile.)



It is the FEAR that underlies and runs each style. You will learn the emotions, needs, and motivators that these thoughts are driven by when we discuss each dimension more in depth. But if you will make notes of behaviors in each style that you see fit in with these focus words, you will increase your people-smart capacities! Now, let’s turn to another reason for being DISC-literate. It will show you why knowing these principles will give you the edge in life.

PRINCIPLES OF MOTIVATION

These principles of Motivation came from Dr. John Geier, a professor in dentistry at the University of Minnesota, when he was first introduced to and could see the of relevance in applying Marston’s theories of observable needs-motivated behavior to his teaching.

Since Marston did not actually create a DISC profiling instrument, Geier applied the behavioral theories of Marston and created a version of the one we use today. Geier saw that with the right combination of question sets, it could show both a person’s primary as well as their secondary style’s behavioral traits, and display both as their Natural as well as their Adaptive style. Geier knew that if he could identify which behavioral pattern was strongest, he would also know the level of intensity of that person’s behaviors, needs, emotions and fears.

The DISC instrument went through several levels of testing. Constant statistical analysis and review show it not only to be valid and reliable, but respondents consistently declare it highly accurate as well.

Note the following principles, which came out of Geier’s research. Some points may confuse you or be hard to accept at first, but these Principles of Motivation have been proven through use and observation If it is hard to accept at first, it’s because most of us think we are totally unique. We don’t want others to be able to “read” us or predict anything about us. (Right?) Let’s face it… People like their privacy and do NOT want to be put in a “box.” While we ARE all unique, each style-type has predictable behavioral patterns. DISC Consultants become expert at observing, then seeing which style is showing up most predictably. You will see, the more profiles you administer, that almost everything about a person’s observable personality style shows up within the first few minutes.



You can even see it while they are taking the profile – some just want to get it over fast, while others like to think a lot and worry they might make a "mistake"! Others are afraid they might make a mistake so they think over each answer, which actually invalidates it so they have to take it over again. And because behavior is OBSERVABLE, the minute we begin interacting with others, THEY show up – if we know what to look for! Just keep observing and noticing the different interactions you have with others. See if what’s in this chart isn’t true for you too! GEIER’s Principals of Motivation

1. You cannot motivate other people, yet… 2. All people are motivated. 3. People do things for their reasons… not yours. 4. A person’s strengths - overused, underused or misused – are their weaknesses. 5. If I know more about you than you know about me, I can control the

communication. 6. If I know more about you than you know about yourself, I can control you!

THINKING and DISCUSSION POINTS What principles do you agree with? Not agree with?

Where have you seen this Principle in Action in your own life? Which Principle would you like to change? What’s the good news about these? What’s the bad news about them? What haven’t you told anyone else that is important to you? How could you make a shift in your practices that would make a difference for the quality of your relationships? What are you going to teach others that will help them? (Be sure to make a note of that!)



DISC COMMONLY ASKED QUESTIONS To set the context of how to use DISC and where we are going with this training, it will be helpful for you to be able to answer the most commonly asked questions.

WHAT DISC IS AND IS NOT 1. Is a DISC Profile a measurement of a person’s INTELLIGENCE?

No. Intelligence is very difficult to measure and there are many more than one type of “intelligence”. DISC does not tell us how smart someone is. There are no “smart” DISC styles or “dumb” DISC styles (even though some people think that the other person’s style IS one or the other!)

2. Does DISC include an indicator of a person’s VALUES?

No. Values are the why of a person’s behavior. Why we do what we do? Values are not observable, but must be dialogued. DISC is not a measurement of Values!

3. Is it a measurement of SKILLS and Experience!

NO! Skills and experience are two of the primary focuses of an employer; what can you do and what have you done. These are outside of the realm of DISC.

4. Should DISC be used as a measurement of the effectiveness of one’s EDUCATION or TRAINING!

NO! DISC does not give a judgment on this or any other items above. Yet, as we shall see, DISC has an inescapable bearing on all the above. Most of those skills and competencies can be brought into one’s awareness and developed through many of the other profiles and suggested training in our system.

5. How do CHILDHOOD INFLUENCES play into our style development? In other words, where does our personality style come from

Answer: Children develop strategies to meet their daily needs at a very young age – obvious things, like food, air, shelter… and love. They learn early in life how to manipulate, cajole, and defend themselves so that they don’t get into trouble with their parents. They need and desire love and therefore learn how to be right, look good, justify themselves, and stay in control by dominating or giving in to certain situations. They observe and absorb the rules, preferences and “rules of the game” they “absorb” or are taught in their childhood.



Children from the same parents may have very different behavioral styles because as each subsequent child is born, the parents are not the same as for the previous child. They are more experienced and at different stages in their life, relationships together, and careers. Each child enters a different home environment.

When parents are unaware of the positive – or negative – impact their awareness – or lack of it – is making on their children, they seldom question or design the attitudes, judgments and perceptions they are creating for their entire family. With each new incidence, there is an opportunity to repeat or deepen their childhood interpretations and perceptions, and how previous similar situations are impacting their decisions. The good news is that with awareness, the patterns developing in each child’s experience can be seen and changed when it doesn’t work! Human beings love to keep gathering “evidence” that we are right (even when it is about how “wrong” someone else is!) When we get the result we want, we repeat it. We build our interpretations about life upon whatever works for us (and we “train” other people how to treat us based on what we learn at a young age works for us!)

The more often our behavioral style works for us, the stronger are the successful patterns we build. You could call them “winning formulas” because we learn we can “win” more often by either (D)ominating and intimidating others to get our way, or we can (I)nfluence others by charming them to win them over, or we can be good little boys or girls so we help (S)teady the pace of our environment so we spend more time helping others, or we learn that (C)ompliance to rules and procedures, making sure we get everything “right” so nobody criticizes us is the way to get ahead!

Do you recognize your pattern here? If so, it is because you practiced this behavior for a very long time! These insights are great – especially once you understand the foundational premises of the DISC behavioral styles. What is showing up in your profile? Have you alerted others in your life? Are you able to see, recognize, and a make a conscious decision about how well it has worked for you? Or, if you are looking to change something about yourself (or another!) can you see how your interpretation, practices and your point-of-view from now on might be different?

This is how personality gets developed… we practice it and it works for us over and over again (or at least we think it does, because it could be very painful to think that we spent all that time on something we now want to change.)



Some people think the human personality starts in fear – fear of losing control, of being rejected, of losing security or of being criticized for being “stupid.” So depending on what attitudes we got from our childhood caretakers, we have never questioned it. We just didn’t have that perspective. But instead, we practiced it over and over again to get what we thought was love.

We learned we should be active (or passive) - either we could trust others (or not). We learned we could reach out to others, or we kept our feelings and thoughts to ourselves and some of us made sure we never got criticized for messing up around getting the facts correct – or even worse, being criticized for not getting it “right.” So can you see how confusing this all could be when, as adults, we find we have many more choices – and skills – to make new choices?

THINKING POINT:

To see what influenced your own style, think about and visualize a trip back in time and stand in the shoes of your parents. Look through their eyes at their level of confidence, experience, attitudes, lifestyle, needs and wants as a parent – and in their career. Then share that experience with someone - and if possible, with your parents or family members. Check out your perception. It might explain a lot or provide a new freedom in taking on a new perspective to live your life around.

APPLYING DISC IN LIFE

6. What can I get from using DISC profiles in my business or with my family?

Answer: With what comes in a profile report you can uncover self-limiting inner dialogs: “I’m not smart enough, good enough, perfect enough, strong enough. etc.” This is a great place to start with a DISC certified coach. By working to understand yourself through your profile report, you can get to the core of these messages and not repeat patterns that haven’t work for you in the past. You can get in touch with who you are BEING so you can take responsibility for changing your perceptions or adjusting your behavioral practices. So you can significantly alter how you respond to relationship conflicts or things that come up in the experiences you fins yourself in and interpersonal situations.

Ideally, use DISC to maximize your strengths, hidden talents and gifts. Once you know what they are, you can have more fun playing, expressing or sharing – even exaggerating them with others! Once people see that they can get results in a number of ways, they stop taking themselves so seriously!



7. Is a person's style a good or bad thing?

Answer: Good? Bad? It depends! Different personalities have different strong and weak traits. Strengths are always good when used appropriately. But when exaggerated or subdued, or inappropriately used, a strong trait can be a weakness! Every team, group, and family needs each style. So a better question to ask is the one made famous by TV’s Dr. Phil: “How’s that (behavior) working for you?”

8. Can a behavioral style be changed?

Answer: As human beings, our behavior changes all the time. But the question really is, “How long is this change desired?” “When and where are you when you want this change?” And “With whom do you feel the need to behave differently or to be in this “changed” style? Is it your choice?

To make a major shift in your style, most people cannot effectively sustain a shift of over 30% from their natural style for more than 14 months and have work-satisfaction. Anyone can change dramatically for a short period of time.

DISC ACCURACY EXPLAINED

9. Is the DISC Profile valid and reliable?

Answer: The DISC profile is a scientific instrument, highly validated and reliable. The computer calculates and summarizes from the literally tens of thousands of possible answer combinations, and displays them in both a graphic and word display, passing statistical tests for reliability.

Our experience in using it with thousands of people and profiles is that as long as a person answers honestly and doesn’t think or analyze it for too long, taking no more than 10 to 15 minutes to complete it, they will be amazed at its depth and accuracy. In fact, since a computerized version came out in the early 1980’s, millions of people have taken a DISC profile. They have answered it honestly and they report it as one of the most amazingly accurate and useful pictures of themselves and their strengths they’ve ever seen!

10. Will the Profile reveal things about me I don't want others to know?

Answer: DISC profiles are designed to empower you in all your interpersonal communications. It can explain what people already see but don’t know what it means.



Its questions are not to “find out” about you! Your profile is a starting point from which to communicate your strengths and what’s important to you. We use it in coaching because it is easier to use to talk about you authentically once everyone can see the results. Team leaders love DISC because once everyone on a team understands themselves and the others on a team; they no longer have to use their style as an excuse for bad behavior!

11. Why are so many other terms used for the four different style patterns?

Answer: Clear differences in styles have been noticed since ancient times. People have attempted to explain differences by using four main types of body fluids or animals or colors, etc. Even within a DISC-similar model, High "D" styles are called 'Directors', High "I's" are referred to as 'Socializers', High "S's" are called 'Relators', and High "C's" are 'Thinkers'. Some profiling systems even add a 5th dimension to indicate one that doesn’t quite fit the rest.

However, most terms for different system mean similar things. They represent what Marston's research said were Dominance, Influencing, Steadiness, and Compliance. Behavior is behavior- no matter what you call it. So please, do not get confused! We are talking about the same things here. They all point to primary behavioral tendencies. While we do move between them all day, there are dramatic differences between each.

12. Can part of a style be changed and the rest be kept?

Answer: Your DISC profile shows the intensity with which you approach each of the four different dimensions of style and focus: Problems, People, Pace, and Procedures. So it’s important to first identify in which dimension of change is ideal, given your situation or environment. Ask how you can increase (exaggerate) the energy of adapt (hold back the behavioral intensity of a specific behavior. A major change in one style dimension WILL affect the others since they are all interrelated to each other. You can use the Word Sketch chart in the profile we use to determine how to make behavioral changes to certain practices you are using to get a given result. Think what change you want to make and how that change is likely to affect the others, and then think of how long and with whom you want the new behavior to be used with. Hmmm. You may find it is just easier to be a “more aware YOU!”



13. Which profiles make for the best partnerships or personal relationships?

Answer: Of course, it depends on what your objective is. By completing a DISC profile for both individuals, each partner person can clarify what’s most important to them and which of their needs are driving their specific behaviors. Once each partner sees that they are 100% responsible for their own behaviors, they can also make requests of their partners to help them see and understand their differences in style and what’s important to them. When each asserts their own will on the other, there can only be conflict and negative outcomes. People are all very different and everyone likes being “right.”

14. Which stages of life require which style strengths?

Young couples raising a family need to have all the bases covered within the two people – either in their primary or secondary strengths. At least one of them needs to make the big decisions, one needs to organize and plan their social life, one needs to nurture the children and steady the pace in the home, and one needs to be able to make good financial decisions. Senior relationships will flourish when both people see “eye to eye”, have similar needs and enjoy the same things, so find a partner whose highest point above the midline matches yours. Business partners usually find their idea partners have strengths that complement and balance out the other. They then know who else to hire or outsource on the team for the most balanced viewpoint.

Since most people have more than one primary style above the mid-line in the profile, knowing who likes doing what and where they feel they are the best can be a key to mutual appreciation and a happy partnership.

The good news about opposites is that when all styles are represented and together they are at or above the midline, all the bases for a successful life and business are covered. When everyone knows each other’s DISC profile, they can work more effectively together - regardless of the other person’s patterns. They can work out differences in opinion. They know who to assign to each different part of a project. They teach each other how they like being communicated with and they learn to “Dance on the DISC.” This keeps everyone happy.

There are ways couples can find out what their partner needs and wants so they feel happy and fulfilled. Ask about the game that starts, “On a scale of 1 to 10, how was I today as a ____ (cook, partner, lover, parent, nurturer, playmate, etc.”?”



WHY TAKE A PROFILE? 15. “What’s ‘In It for Me?’ if I take a DISC profile?”

Answer: To get the most out of your DISC Profile learn what it says about you. Own it and share it with others who work or live with you. Acknowledge what is true, learn from its suggestions and then practice applying it in your everyday life. Once you feel that the others around you truly do understand you, most of the defenses disappear and gossip stops altogether.

If your company is already aligned and using the DISC model you can share your profile report with your direct manager and co-workers. (If not, what about recommending that they do?) At the very least, share it at home, pointing out those things that are really important to you. Tell others how they can get the most from you and how to communicate the best with you! Practice makes perfect when it comes to using DISC. (So what are you waiting for?)

16. Why might people NOT want to do their profile? (Or “What do I have to say to “enroll” people into their opportunity for a profile if they resist it?)

Answer: To some people, the idea of taking and “assessment” of any type translates, in their minds, to “Take a test and hope you ‘pass’ because you certainly wouldn’t want to fail!” If they had negative memories of their own schooling, these memories probably got triggered when you mentioned doing a profile. They hear the word, TEST (so PLEASE - never use that word again when referring to a DISC profile!)

If they are one of the profile patterns that prefers keeping everything about them “private,” they already do not like having to share anything about themselves with anyone (from their past.) Once you share how non-threatening their report is and that their style really isn’t a secret to others anyway, they will be more open to hearing other stories of how you used it to create positive relationships and home or work. Ask them if they don’t agree that most people want and need to be understood and appreciated.

This opportunity is something that will greatly enhance their interpersonal relationships and self-confidence in the long run. Let them know if it is true that everyone is doing one. (It should always be optional for them to take it or people may skew their answers or not be as honest as you want them to be.) Tell them they can always change their mind and take it later if they reject the



opportunity at first, but remind them that they may miss out on a lot of fun – especially if you are doing a group debrief.

Once people have a chance to read their profile most are amazed at how accurate, non-threatening, and valuable it is! If they don’t agree with it and they ask others who know them who also say it is not accurate, they can cross out what isn’t so and write in what IS so!

Usually the resistance fades and a whole new world of self-appreciation or at least self-understanding opens up, once people see their DISC report! They can suddenly see strengths that others already see in them but that they may not have identified as a “gift.” If they have been comparing themselves to others, needing to be “right”, or making other people “wrong,” point out that this is just more human opinion and nothing to do with DISC!

It’s a fact that few people can actually see themselves as others see them anyway. Few think of themselves as “special.” Yet with your coaching and the profile’s comprehensive, customized reporting, they will soon change that perspective or at least want to find out more about what others see in them. They many not start bragging about themselves, but in time, things will fall into perspective for them. They may suddenly hear things in a new light of appreciation that other people have complimented them for their whole life. Promise them a much higher level of self-confidence and self-esteem than ever before.

Once people have the words to use to describe themselves, they will start sharing more and more about who they are with others. Most people have never had a way (nor the means) to do this on their own – regardless of what their title or field of work. As people hear you share about yourself, they will more easily start to recognize and own the gifts of who they really are! They may see new potential for themselves and all their relationships. Just from the debriefing of their DISC report with you, their passion and purpose in life to help others will shine that much clearer!

Here’s a suggestion: Keep a journal or record of the stories you collect as you work with various individuals, couples, executives, and employees. Note the differences in the various styles’ thinking. Make a note of their actual profiles and the evidences of their style. Document what happens as their own People Literacy dissolves and they become free to be themselves!



17. Why use DISC instead of other profiles out there?

Answer: Speak from your own experience. When asked why one would use DISC compared to the many other profiling systems available today, refer to the facts:

• DISC is one of the most popular and widely used observable behavioral profiling systems in the world. Millions of people have taken it and agree how non-threatening it is. They are amazed at its accuracy from taking only 10-15 minutes to answer a few multiple-choice questions.

• DISC is a simple, yet accurate system. • It identifies one’s NEEDS MOTIVATED, OBSERVABLE BEHAVIORAL STYLE. • DISC reports are positive, non-threatening, and objective. • DISC-literacy provides the core insights needed for People-Literacy. It

expands your understanding of what drives all behavioral style types and how to recognize each style.

• DISC Personal Profiles are part of a proven SYSTEM for Self-and-Other-Understanding, which is a pre-requisite for long-lasting RELATIONSHIPS, both personal and in business.

• DISC-literacy is an important people-skill. • DISC is a system for better relationships.

o Success in business involves two things: the SYSTEMS you have for each area of your business, and the RELATIONSHIPS you have with people!

• DISC is valid in every culture around the world because people are people everywhere you go!

• DISC reports provide a positive way to describe yourself and get what you need.

• Companies that make DISC profiles part of their company culture, find higher profits and productivity and a reduction in costs.

• Team members feel safe, heard, and valued as DISC becomes a common language they all can use and relate to.

• DISC helps turnover be reduced saving thousands of dollars in lost opportunity and re-hiring costs.

• Mis-management is reduced when managers can see exactly how each person prefers to be managed, motivated, and communicated with.

• Gossip disappears and attitudes improve when companies standardize on DISC.

• Productivity in a DISC-literate company increases because everyone understands each other, values their differences and there is mutual respect and understanding.



• DISC is easy to remember and practical.

o In only 10 minutes of input, you have created a comprehensive document that explains your Natural, Internal style as well as the way you feel you need to adapt or your External style. The report summarizes the strengths you bring to work, information to give others on how you like being communicated with, insights to how you make decisions, how you will manage others, and how you like to be managed. How long would it take you to write a similar report from scratch?

• Each DISC report comes with charts and reference pages that will help you know how to adapt your own style plus understand and improve relationships with others whose styles are different from your own!

THINK! What it must be costing NOT to have DISC available everywhere in a company, school or family?



THE KEY TO SELF-ESTEEM

The better we know ourselves and can own who we are and why we do what we do, the easier it is to ignore other people’s judgments and opinions and stand confidently in our own strengths! People know and appreciate this too. They feel “ripped off” when we do not express fully what can clearly see in us and knowing who we truly are gives us freedom!

The Platinum Rule

The Golden Rule says, “Do unto others as you would have them do unto you.” This is a good philosophy – but how will others know what you like? Would they ask? And, if you told them, would they know how to adjust their own style to give you the results you want?

The secret to getting what we want is to give others what they need first! Have you ever wondered if there was a way to teach others how you like being treated? Here’s what we mean…

When we practice the Golden Rule we treat people the way WE like being treated-with respect. But, if we follow the Golden Rule literally, thinking that everyone likes to be treated exactly the way WE like to be treated, then it is easy to become critical of any behavior that isn’t exactly like our own!

The Golden Rule implies that what I want and need is exactly what you want and need. And the truth is, everyone is different – unique and very especially different. Therefore, we can honor the real intent of The Golden Rule by modifying that ancient axiom just a bit… with the “PLATINUM RULE.”

“Do unto others the way THEY would like being done unto.”

Simply stated: “Treat people the way they want to be treated!”

THAT is the Platinum Rule. This is easy to say, but why do you think most people do not know what other people want! Is it because we don’t know where to look? Maybe we’ve not been exposed to the DISC principles before. The answer to the question, “How do we do that?” is combined within this manual. It is why we often refer to this as the DISC “Platinum Rule” System. DISC shows us clearly how to “Do unto others the way they want and need to be done unto.” This may seem like a mystery to the untrained, but it becomes “business as usual” once we study and become DISC-Literate.



PART 2

The Art of ADMINISTERING and INTERPRETATING

a DISC Personal Profile

Report and Graph



How to ADMINISTER and INTERPRET (DEBRIEF) A DISC PROFILE Now that you have a better sense of the background of DISC (and that Carol did not invent it!) you are ready to DIG IN and learn how to interpret a report! This manual demonstrates the principles of interpreting any DISC profile by referring to any of the DISC reports available from our MyProfiles123.com/account platform which is hosted by Dr. Tony Alessandra’s brilliant programming team who researched, designed, tested, and statistically analyzed the results that come by using our input form. Regardless of which version of our DISC profile you use, (DISC for Individual/Self, DISC for Sales, or DISC for Leadership) they all start with the same input form. It is the user that determines which focus they want to profile themselves in. This training will help you interpret it and any other DISC graph. If some of the examples showing graphs or sections of the reports are different from the profiling system you use, know that the science behind DISC is the same in any language or form. DISC is DISC. There are not several versions of DISC – only different presentations of the graphs and the surrounding report. To start, PLEASE remove the word “test” from your speaking or writing when referring to DISC! Instead, refer to a DISC Personal Profile using the word “Assessment”, “Survey”, “Instrument”, “Report” or and the input form as a “Questionnaire” - never “test”! If you wonder simply think back to your own school experience. How much fun was it to be “tested?” Once you complete the reading and pass our “Study Guide” and pass with at least 80% correct, you will be sent the final Certification questions and, once approved, receive certificate as a PeopleSmart Method™ DISC Interpretation Certified Practitioner /Coach. We will all celebrate your mastery of probably the most needed skills you can have or offer – the ability to “see” and understand why people do what they do and what they need from you to have an empowered relationship. It is a prize in itself - people-reading and interpersonal communication skills. So let’s get started! Your client is ready to take a profile and for you to send out the link from your site. How you set it up for them is key, for the way you prepare them can affect their results from this proven, scientific instrument for self-understanding. What you say is important.



INSTRUCTIONS FOR ADMINISTERING a DISC PROFILE You will be given a unique link to take your own profile from our master site or your own www.MyProfiles123.com/ACCOUNT. Depending on how you want to set up your profiles, you can determine if you want the client can see their report immediately online, to have it sent to them by email, or if you want them to wait until you deliver it to them at a special session with them or seminar event.

The technical instructions for filling out the questionnaire form are on the input page after you enter name and email of the respondent. Be sure to brief them ahead of time letting them know what to expect from the following instructions:

1. We use a DISC (for Leadership, for Sales, for Individuals) Profile. This scientific instrument creates a customized snapshot from your answers that describes the strengths of your overall personal work and sales or leadership behavioral style. We use it to help us understand you and to be able to appreciate how to best work with you and your preferred way of doing things. It summarizes not only your key strengths but also the best way to create a motivated work environment for you.

2. This tool has been successfully used for many years by millions of people all over the world – from every age and culture and work industry. Respondents consistently report that it is the most amazingly accurate picture of themselves they have ever had and they wonder how it could produce such an amazing report from such a few questions! (This public acceptance is one of the reasons why we choose to use the DISC model, because it is easy for people to get an accurate report.)

3. A DISC report is not a "test" and you cannot pass or fail. The goal is to help you see yourself as others are likely to see you and to help you understand yourself even better than you do now because it focuses on your strengths, not your weaknesses. (Weaknesses are often simply qualities that are over-uses or under-uses of your strengths. Therefore, once you can own them and modify them at will, you have much more freedom around others!)

4. The DISC Profile questionnaire is completed on line, taking no more than 10 to 15 minutes to complete. To get the most accurate picture of yourself, take it when you have 10 to 15 minutes of uninterrupted time available so you can complete it in one sitting.

5. Think about your typical behaviors when you have a positive mindset

because you know you are doing a good job!

6. Visualize yourself when in the role you play most often, choosing either “Me at work” or “Me in my Personal Relationship” – not both. For example, if your focus is on how you see yourself at work – think of yourself in a specific role - of manager, employee, entrepreneur, business owner, coach,



trainer, speaker or consultant, etc. If it is in a personal relationship, answer as if you are checking with your partner, “This is how I behave most and least often when I am with ____.” (Answer with how your partner would confirm they experience you in that relationship with them!)

7. Move quickly through the questionnaire, taking your first, instinctive response in each set of word choices. Do not try to “figure out” what each answer will show. It's important to take NO MORE than 10-15 minutes to complete the questionnaire! Taking any more time than that means you are THINKING too much – analyzing your answers! Move through it quickly choosing your immediate, instinctive response to each set of choices.

8. If you are not sure of the meaning of a given word, hover the mouse over that word and other synonyms will be revealed.

9. DISC is a “forced choice” system, so you have to choose, even though sometimes it may seem either ALL the choices seem to fit or NONE of them do! You still must make a choice. Choose the ONE for (MOST) M which people around you probably see you doing MOST-often and choose the ONE left that others would see you doing LEAST-often.

10. Have fun, do not worry, keep your attitude light and answer honestly. When ready, press the SUBMIT button firmly at the end. And that is it!

When profiling COUPLES or business PARTNERS who work closely together and when the RELATIONSHIP is the primary focus for this profile:

A. Before starting, discuss your expectations of

who you are for each other in that relationship – even if you think it is obvious.

B. Approach the profile from the perspective of, “In

my relationship with ___ I think I am MOST often this way (M) and LEAST often that way (L)!

C. Partner #1 should complete their own profile,

but BEFORE hitting the SUBMIT button, ask Partner #2 to review the answers.



Instructions for DEBRIEFING the DISC PROFILE Before starting, have the person read through the first 10-12 pages of their report - up to the graph and Word Sketch pages, noticing if the statements there reflect THEM - at least 80% of the time!

It’s important that people recognize themselves in the profile and own the statements describing them.

1. If they agree it does, proceed to the next step in this interpretation session.

2. If they do not agree it is them at least 80% of the time, before moving on, ask them for an example of what they don’t agree with. If they just don’t think some of the words are very flattering or they don’t like a particular term because of their own cultural bias, etc., ask them “Would anyone who knows you ever describe you that way?” If clearly NO, then ask them to write in what IS so in their own opinion, then see if that helps them feel better about those statements.

3. If they still don’t agree, ask them how long they spent in completing the input questionnaire. If they took more than 15 minutes or analyzed it thoroughly, this is much too long for an accurate report, meaning they were not answering instinctively and were trying too hard to analyze to get the “right” answers!

4. If the person argues strongly that this report is not an accurate picture of them and wants to take it over, let them retake the profile, repeating all the instructions.

Email to us the person’s name and date of the profile to be discarded so we can remove it and credit the company back for the first report.



Overview and Comments on the DISCstyles for Leadership Report

Either go through the report overview with them, pointing out the following sections, or encourage them to read it first before coming to your session. In any area they do not understand or agree with the way something is stated in their report, ask them to place a check mark to remember to discuss it with you later.

Part 1 – Understanding Yourself • Introduction – Overview of methodology, behavioral styles and

adaptability and how to use the report. • General Characteristics – Overview of behavioral tendencies,

provides framework for understanding and reflecting on the report’s results along with some coaching ideas.

• Your Strengths – List of strength characteristics, and work style tendencies. • Your Motivations and Needs – List of motivations (wants) and needs. • Your Motivations in Your Ideal Work Environment – A list of what environments

are needed to provide you with, what will be motivational for you. • Behavioral Needs Under Stress – A list of the behaviors you might be seen using

when feeling under stress or in conflict. This section includes a list of strategies others can use to help reduce conflict and increase harmony for you when in that state.

• Communication Tips and Plans – Suggestions to help others understand and

interact with your communication preferences. Includes “Do’s” and “Don’ts” others should be aware with when communicating with you to create your optimal environment. Study this to share with others about yourself as well as to understand other people’s styles communication plans.

• Potential Areas for Improvement – A list of potential areas for improvement. • Summary of Style – Strengths, work style tendencies, motivations (wants), needs,

ideal work environment, communication “do’s and don’ts” and potential areas for improvement.



• Word Sketch Adapted Style – A chart that plots and provides adjectives to explain

how you see yourself adapting in the four focus areas of life – dominating problems, influencing people, steadying the pace and compliance to procedures.

• Word Sketch Natural Style - A chart that plots and provides adjectives to explain

how you see yourself naturally approaching the four focus areas of life – dominating problems, influencing people, steadying the pace and compliance to procedures.

• DISCstyles eGraphs – Displays your adapted and natural style graphs and explains

their similarities. These graph numbers are also used for plotting the adjective words on the report’s Word Sketch Chart. Each graph also plots both a person’s primary (highest point above the midline, segments 4-6 on the graph) and secondary (second highest point on the graph above the midline, segments 4-6) style.

(From here to the end of this shaded section of the Report holds auxiliary material which we do not expect you cover in your debriefs with your clients. It is used more when you have a whole team to analyze to see if you have balance on the team, etc. Tell the client to skip this material for now.)

In your debrief, you will focus mainly on the eGraph and Word Sketch Pages. In your orientation, when looking at their graphs, say something like:

“DISC is one of the most popular and widely used personality profiling systems in the world - a “needs-motivated, observable behavior system. DISC profiles measure the energy you are investing into these four main traits or factors of your personality. You are referred to as a “High” D, I, S, or C as a result of whether you are motivated by the following four areas of life: Problems to Dominate, People to Influence, Pace of the environment to Steady, and Procedures to Comply with.

We all have all four of these DISC dimensions naturally available to us at all times, but we have become more comfortable with one or two over the others based on early childhood decisions. Obviously, we cannot operate with high energy in all four at the same time! Key point to make: It is important for them to know that there is no good or bad profile. And that DISC is just a way to describe who they are from moment to moment depending on what situations they find themselves in.



Choosing Which Graph Point to “Own” We will be focusing mostly on our highest points in our Natural Graph because it came from our “Least” answers and thus reflects our instinctive, most likely-used behavior. Our Natural (Internal) strengths will show up more times than what we see in our Adapted profile graph – unless our Natural and Adapted graphs look the same. It is what we do instinctively, so we use these behaviors under stress or when feeling comfortable within our relationships.

(Carol reminds us that the reason the Natural Style is more accurate is that when people are asked which behaviors they use LEAST often, it is harder to try to figure out what that really represents. Its double negative thinking - i.e. if we say “I am LEAST COLD”, it means we are MOST often WARM! The computer can easily apply a type of Boolean logic which reverses what we say is not like us most often and turns it into a positively stated answer. Who we are NOT is usually more consistent than who we ARE because we all wear so many different “hats” in our various roles – parent, partner, boss, employee, team leader, manager, etc.)

Ask the person you are debriefing to circle the top of the highest graph point on the Natural Style Graph I page and claim their style as “Highest in “D”… “High I”, “High S”, or “High C”, then say,

“DISC is an energy model – showing in which life focus we tend to use more energy and feel most comfortable in. It is NOT a label, but rather gives others quick clues to what is most important to us. In any situation, we can go up or down in energy in all four of the DISC dimensions – like a rubber band that stretches or contracts depending on the size of the package it surrounds. And like a rubber band, our “style” snaps back and relaxes into its natural behaviors when we are in environments we feel comfortable in, or with people that we trust and know.”

Reassure them that this is NOT a label, but rather provides a language to describe their most comfortable and often-used primary style. And remember there is no right profile report to have. If they have an equally high second point, then call them by both letters – i.e. High D/I.



If one point is less than the other but both are above the midpoint “Energy” line of 50%, then you would write it “High D/i”… using the lower case to indicate that the second letter has less energy.

INTERNAL AND EXTERAL GRAPHS “Translating” the Natural and Adapted Graphs One of the reasons people feel their DISC Profile report is so accurate is that the input of Most and Least answers allows the system to generate two graphs. These display how a person see themselves most and least often from a behavioral point of view. Understanding the difference each of these and which answers generated them, plus how to best apply this information throughout the interpretation is key to becoming a DISC Profiles Interpretation ‘Master’. DISC “Dimensions” Each of the four styles of DISC can be thought of as a DISC “dimension” of style because each has a different Life Focus, and different Needs, Emotions and Fears. By looking at the Segment Level (on the Word Sketch page) or at the relative height of each point on the graph, one can quickly see the comparisons of how much Life Energy one is spending in each and the priority the person has given to Problems to Dominate, People to Influence, Pace to Steady, and Procedures for Compliance. (By using the four “P” words in this list it will help you to remember which dimension is which, and you can quickly see the person’s most likely priority.) In the same way, the lower a point on the graph, the less “need” or focus that person will have in that Life Focus of either Problems, People, Pace Steadiness or Procedures. Sometime by just asking them why they think that is, they will be able to tell you about something specific happening in their life right now. If referring to their Natural graph, this positioning doesn’t change much, unless they have gone through a Significant Emotional Experience (SEE) such as a near-death experience, divorce, parenthood, a sudden, unexpected career interruption, etc. Take a look at your own profile and notice differences in any point in your Natural (Graph II) point as compared to that point in your Graph I– Adapted Style. This tells you



in which area you are naturally most comfortable and with how much energy you increase or decrease your enthusiasm in that area when you assume your role(s) at work. NATURAL (INTERNAL) GRAPH

Your Natural Graph identifies your instinctive behaviors - the ones you tend to “default” to when comfortable at home as well as when you are feeling under pressure. (Friendly, outgoing people become little dictators and tyrants! Sweet, innocent people tend to shy away or disappear altogether!) Always note the highest point on the Natural Graph as it will tell a lot about how you will likely react when there is an “Underlying Pressure” going on. This tells us a lot about you, and how we can expect you to behave when you are under pressure. Why it also says that this is you when you are comfortable at home, is that often we think that no matter what we do, our family will always love us and we don’t have to put on another persona to impress them or meet expectations related to our role!

Comment from Carol: “In my experience, until people become DISC-literate and have a great coach to help them through this, not many people are self-aware enough that they can prepare their family or co-workers in advance for what to do if their style – under pressure – tends to explode or become negative in any way. Psychologists (and law officers) say they have “need for Anger Management.” However, people can be responsible for their own behavior and families can prepare for this by talking about it in advance and designing win/win things that everyone can do, should the need arise. This also applies to couples who are planning to get married (and even when getting a divorce). When people are aware of their own style and how it responds and reacts in each of the four major areas, they can talk about it authentically, letting people know what to be aware of. They can let their family know, in advance, their behavioral patterns, under pressure. They can let others know the signs that indicate they are under extreme pressure and then compassionately and honestly discuss what types of things trigger that reaction as well as what others should do about it if they experience a negative and dramatic shift in behavior. I believe this would save



marriages, jobs, and keep peace in a way some people have never experienced.”

“Anger Management” Case: A man in one of Carol’s client offices used to suddenly explode with anger – every time a certain condition (in his mind) occurred – disrupting worker throughout his department. No one could see it coming and no one felt comfortable talking with him about it either. So one day Carol took him aside and got his agreement to see if she could help him by asking a few questions. Asked what types of things set him off, he couldn’t tell her exactly, but it seemed to be when people said certain things or when emotions that he held on to had built up over time and suddenly he would explode! She asked him to think back to see if he could remember what the physical sensation was that he felt just before he exploded. He could. He said he experienced a sensation of heat, starting at the back of his ankles that moved up through his legs, hip, and back. When it got high enough, the hairs would stand up on the back of his neck and the next thing he knew he would suddenly SHOUT and SWEAR at whoever was nearby! Knowing he wasn’t stupid she asked what activity would take that stressful feeling away. He said, “I usually leave and go for a walk and have a smoke.” Within a few more questions, he came up with the solution himself. He said he could take action SOONER rather than later – when he first began to experience the sensation of heat at his ankles. So he started with that and he was back in control. He never heard a complaint from his staff again and they embraced him as a valued team member. Obviously, coaching helps people like this – if they seek it. Depending on their style and the things they react to, it depends on their self-confidence in talking with others about their challenge. But this physical solution helped this man – someone who was very good with technical issues, but didn’t feel comfortable talking things over with people first. And it helped to let someone else know what “bugged” him who understood and didn’t make him “wrong”. (He had the High C/ D style.) Can you see the difference it makes when any group of people who live or work together can use information from their DISC profile report to remind them of things they can let others know about. So the group can do “problem-solution” brainstorming! NO ONE likes to be part of chaos or confrontational



conversations. And DISC is one way to prevent upsetting challenges from even coming up when used and becomes part of a company’s culture.

MOST AND LEAST ANSWERS: The Natural, Internal Graph II comes from your answers as LEAST often behaviors in the questionnaire. The computer program is able to flip it and present it within the report to show how you actually are more often than not. (As stated before, if one answers “LEAST cold”, the system knows you are “MOST often the opposite”.) This consistent type of selection reveals the person’s Natural or primary style. EXTERNAL (ADAPTED) GRAPH

Your External (Adapted) Profile describes your perceptions of how you think you are perceived in the focus you choose – at home, socially, or at work. And for most, this is “the truth!” Your Adapted Graph usually also represents the type of personality a person thinks they HAVE to use at work in order to carry out a specific role. So it is a good idea to check it out with others who would have something to say about it or correct it. (This is why we also suggest that anyone who has to hire others use DISC to first determine just HOW the person in a job should ideally BEHAVE. Ask about the DISC tools we have to determine this.) Let’s look at these two different graphs more closely.

The greater the upward movement, the more you are stretching and putting in more life energy to meet needs in that dimension. The more the downward movement, the more you are holding back or adapting yourself to fit in – shifting the amount of energy you put in to match how you think you need to be, often holding back and shutting down what seems natural for you to do. Compare your “Adapted” Graph to your “Natural” Graph, point by point. You can quickly see how you are “adapting” (raising or lowering the level of the energy you use to fit the demands you perceive your work environment or role requires.



A shift of up to 20% or 25% is normal and usually a comfortable adaptation of behavior depending on the situation you are in. You do it all the time - moving up and down the columns of intensity within each dimension of DISC and we can see the description of that behavior on our WORD SKETCH.

However, here’s something to note: If you do see a shift greater than 30% in the “I” or the “S” – ask the person to check out the expectations of those who they are shifting for. The release of tension in someone who has inaccurately assumed they needed to change their behavior is huge. When one is needing to constantly adapt more than 30% in order to carry out their work and it has to last over long periods of time, then that shift – whether it is a “stretch” (increase) or an “adaptation” (holding back energy you otherwise naturally would apply) causes what can become very stressful tension for you internally – especially if the shift is in the “I” or the “S” DISC dimension. Why would High I’s or High S’s particularly feel this shift? The more OPEN to people styles – the I and the S - relate instinctively to other people’s feelings and tend to focus on their needs. Case study During a profile debrief, the DISC consultant noted that a woman’s “I” point dropped 60%, shifting from her optimistic, enthusiastic Natural graph I point to a low point identified as “critical” of people. In other words, she was suppressing her Natural high “I” enthusiast style all the time! When asked why she thought she couldn’t let her natural love for people out when she was at work, it was as if a floodgate opened up and the women started crying. She said, “I work in a family-owned business and my brothers have always made fun of me! They continually make me wrong for the way I so openly express my interest and admiration for other people criticizing me for “talking too much!” They keep telling me to “Stifle it” and I just can’t stand that! So rather than argue for my right to be me, I give in all the time, choosing to stay quiet so I don’t have to endure their taunts. Because they are older, I figured they must know more than I do so I just swallowed my feelings and kept my mouth shut, ignoring my natural instincts. However, I’m miserable at work and it has been “killing” me all this time because I couldn’t be ME!”



In being able to talk about it and seeing the “evidence” in her profile graph that she WAS and should enjoy being her happy, enthusiastic, optimistic and trusting self, she suddenly saw she was no longer willing to suppress herself based on someone else’s opinion. In that moment, a huge burden was lifted from her because there it was in print - who she really was – and she got it just by seeing her graph and understanding what it meant. She left smiling that day - committed to asking her brothers and family for their support. She felt triumphant in having made the decision to get her life back and proud she had just let go of what was “killing her softly” emotionally! Do you know people like this woman? Are you one? If so, or if not, you will come across this as you profile more people. What a gift you have to bring them, for when people aren’t recognized for the strengths and the gifts of their style, they literally “kill themselves” and die to who they could be. Their BEINGNESS slowly gets eaten away and who they are disappears.

With a difference of more than 30% in the “I” and the “S” DISC dimension, note how much energy it takes to have to change from an instinctive, natural style in order to adapt to what you think others require of you.

COMMENT: When there is a high demand from a work environment to change one’s natural style, people experience extreme stress! So encourage people to share their profile with their boss or co-workers or family members and then ask if the shift they are making is appropriate for the expectations they have for successful performance in the role. Most people are pleasantly surprised from this clarification!

SIMILAR INTERNAL AND EXTERNAL GRAPHS - WYSIWG! When both graphs are the same intensities in all four dimensions and there is no change between their natural graph and their adaptive self, we call that a “What You See Is What You Get” profile! In other words, how you know this person at home is not very different from what people experience of them at work. They are very comfortable because they are working in their natural style all the time. This makes it easier for others to know how to be around them, and people don’t have to adjust to two different personality styles! Behavior shows up all the time, but few people have objective language to un-emotionally describe that behavior. When any two or group of people do their DISC



profile and are willing to share their profiles with others, it increases their chances of having a long and happy work or personal relationship – no matter how different they are!

Newly engaged or long-time married couples can literally transform their relationship by doing their profiles from the focus of “Me in relationship with You”.

It is even better when a third party person can debrief them because it gives people who have to be together a way to identify and describe how they are likely to behave under pressure (which is most often negative!)

Once seen and brought out in the open – without blame or condemnation - they can then design their own custom strategies to put into practice whenever negative feelings or behaviors arise. Instead of taking it personally, they work out and agree on what actions to take. Negative emotions almost always arise under pressure. But now, with DISC-literacy and a little pre-planning, couples can enjoy the feelings of closeness that comes from their mutual support. Everyone at any age wants to be noticed and appreciated for who they are! So when couples can take a DISC profile, focused on “Me at home in my relationship with YOU”, not only their “me-you” literacy increases but their parenting skills do too. The less a parent feels they need to help a child “change themselves” in order to be more like the parent is, the better it is for the child. Parents that can verbalize by recognizing the specific behaviors coming out in their children, and can coach them to recognize which behavior is being seen – and which is actually needed in that situation. Parents learn what is normal in their children’s style in terms of their motivators, emotions, needs, and fears, and thus can give them what they need to develop higher self-esteem.

TIGHT OR FLAT PATTERNS

When a “tight” pattern can be seen on a graph – i.e. all points are in the middle range of intensity with no one particular stronger or weaker DISC dimension - it could mean that their answers were not consistent and the system could not identify one or another’s primary strength. In other words, a wide variety of answers were chosen at input. Either this person was not clear on their role or they were attempting to be a little of everything to everybody. OR, it could mean that the person is experienced in many areas and scores moderate in everything aspect.



This is something we often see when a person knows their business so well or has enough assistants, that they have no need to drive any specific type of behavior. They use moderate energy in all the dimensions and can apply more or less intensity up and down with ease.

INTERPRETING THE WORD SKETCH CHARTS The Word Sketch Charts contain colored blocks that match the energy reflected in each point of your graph. It provides word sketches that describe observable behaviors. Each Word Sketch page provides a way to describe the NATURAL you or (ADAPTED) YOU AT WORK using those words underneath the blocks of color for each life focus area that is reflected at the top of each column. KEY POINT: Each life focus area’s descriptive words in its column relate only to that area. E.g. The D column descriptive words describe how a person approaches solving problems only. Those words are scientifically specific behavioral descriptors of the way a person approaches that Life Focus only. It is a great way to illustrate how you approach the Problems, People, Pace and Procedures of Life as YOU see it. (Is this starting to make sense?) Refer to these pages to describe how you approach each of the four areas represented. (And can you think of any other focus of life that isn’t represented here?) When comparing the two Charts if a block shifts up or down in the same column, it is describing how you are shifting yourself to meet the expectations you have of yourself. Depending on the situation you focused on. Do your motivations change when your expectations shift? And are these causing a different behavior from you? (Great questions to ask in a debrief.) For some, this is a “dance” - a DANCE on the DISC - and you probably have no trouble shifting. But for others, it can put them under a lot of stress. This conversation opens up things no one probably has ever asked you before, and it is a rich conversation to have at any time with people you care about. DISC is probably the greatest vehicle to achieve high levels of authenticity and intimacy with another because it is the automatic



outcome of a conversation like this. How else would you be able to discuss things about yourself with others? (What is the cost when you can’t?) Make sure people know that these charts are used to increase self-awareness – NOT to limit them. Use them to objectively show how others may experience the things they do and ask how that is working for them? (Or would they like any coaching?)

WHAT MOTIVATES THE FOUR DIMENSIONS OF DISC?

Once you can see your DISC profile reflected on the WORD SKETCH pages, read quickly up and down each column and notice how the intensity of energy represented by those words increase or decrease. That is the first part of the answer. Depending on how high or low your graph points are, you can immediately see how much or how little you are motivated to focus in each area. The colored squares printed at the top of each column provide insight to the Needs, Emotions and Fears that drive people whose graph point is in Segments 5 or 6. Otherwise, the further away from the top of the column a given graph point is, the less intense the need for each of these is. Or another way of putting it, the more the descriptor words of the Needs, Emotions, and Fears change. (The LIFE FOCUS stays the same so you can quickly “read” the level and type of motivators that are “running the show”.)

Don’t look for politeness necessarily in the words below them on the chart! Don’t worry. People won’t use these words to describe YOU. Rather, they could use them to describe the WAY you go about getting the results you do. They are



BEINGNESS words that describe how you operate, depending on the level of life energy you have learned you have to invest to get your results. Simply, the closer yours are to the top of each column, the more intense behaviors you use to meet your needs in that Life Focus. The closer to the bottom, the less intense the Needs, Emotions, and Fears for the FOCUS at the top of the chart in that column are. (Is the fog disappearing… and is this making total sense to you yet? If not, don’t worry. Keep reading!) To use this information in your debriefs, use the words highlighted in the colored boxes to describe the behaviors this person uses most often. Start with the person’s highest point on the page and ask the person to describe the way they do things in that area of life, encouraging them to give some recent examples of how this behavior worked for them. People can - and do - access all styles during the course of their day. Knowing how to “read” the high and lowest points on a graph and what each tells us gives the ‘people-smart professional’ their best indicator of likely strengths and interests. If people who share similar styles and graph patterns also tend to feel similar needs, doesn’t that tell us a lot about how to deal with them once we can identify what we are observing in describing their behavior? The higher or lower the point on the graph, it indicates how much more or less energy (i.e. “motivated”) that person is in that area. Any point lying below 50% indicates a moderate to extremely “low” need. And those above the midline point of 50%, are referred to as “Moderately High” or “Very High D,” “High I,” “High S,” “High C.” By knowing, where a person’s points are and how high, medium or low their NEEDS are in each of the DISC graph dimensions, we can begin to anticipate emotions and strengths that are also going to be more consistently reflected – at least until they choose to change their behavior and operate from another POINT of VIEW – which could change depending on what environment they are when they shift. (But never mind that. You are doing great! Keep reading!)



HIGH AND LOW DISC GRAPH POINTS

It is time for you to give you a chance to PRACTICE to indicate your “Proof of Understanding”.

Did you say…? “The person with this graph uses a lot of energy to steady the pace of the environment. They have little need to dominate the situation and probably doesn’t socialize aor feel the need to influence others. With their very high S, they are good at doing what is needed in the background to support others who take the leadership role. And they are great at analyzing the facts to get things “right” and comply with the rules and procedures.” DISC graphs are a good indication of the normal and adaptive state of a person’s normal behaviors. Therefore, a savvy DISC consultant can help a team understand each individual on the team. It is easier to have an authentic conversation using behavioral terms from their Word Sketch chart about why they do what they do. People who know and understand each other, trust each other. They want to do more business or spend more social time together. It creates automatic alignment and fear goes away.

Now try this graph out.

Did you say…? "By comparison, this other person’s DISC graph shows us they take every chance they can to focus on being friendly if it will get the results they want? That they prefer getting things done with and through people (High I)? They are comfortable in the spotlight. Their low need for maintaining steadiness (low S) means they are comfortable moving at a rapid, flexible pace?

Take a look at this DISC profile on the left and describe this person’s behavior. (Cover the “Did you say…?” text below until you have had a chance to think about it yourself.) Tell how the person with this graph invests most of their life energy in:

• Dominating PROBLEMS • Influencing PEOPLE • Steadying the PACE • Complying with PROCEDURES in the role they are in.

What other questions would you want to ask to get a better sense about them? Use your WORD SKETCH PAGES for specific words. Then come back and match your answers with ours!



NEEDS ARE SHAPED BY FEARS In this section we will look at what each DISC style tends to avoid. Marston’s research proved that what people get very good is designed as a strategy - a “winning formula” you could call it, which got instinctively developed at a very young age. Think about yourself. Why don’t you like doing some things you do not do as well as others? Human beings like “being right” and “looking good.” In terms of our EGO, human beings all want to “look good” to others. Therefore, our perception of how life IS affects what we pay attention to. We prefer some things and avoid some others. We make early decisions very early in life based on a lot of factors and perceptions about how the way life shows up for us – and we continue to ‘gather evidence’ that we are correct about it as we grow up. Our experiences confirm the perspective we embrace while under the influence of our family, teachers or church and people choose the thought that “Life is Favorable” and we can trust others, or “Life is Antagonistic” and we have to watch out continually so as not to suffer. Everyone wants to win! You know that! If you look within, you’ll notice you feel most comfortable doing those things you get acknowledged for and do well and you don’t even attempt things you think you might fail in.

(I can see this in my 3 year old granddaughter who, while she is very competent and very bright, will often stop even trying something new if she doesn’t know how to do it or feels she might not get it right! So I’m teaching her, “It is OK to make mistakes and do something poorly… at first. All it takes is a little more practice!”) I know that unless we interrupt patterns of lack of self-confidence and teach parents how to support their children during these learning phases, people will not take the risk of failing, and this creates patterns. Left uninterrupted, these patterns predict our future behavioral. Seeing one’s DISC style report is a gift you give adults because it shows them where they can start to develop new behavioral patterns and instincts. Coaches can make a huge difference when they can start their coaching building on the information in a person’s DISC report. Anyone can change a behavior. It simply takes awareness… and action!



It is important to become aware of which FEARS underlie each pattern, especially for those we don’t have. It is fundamental to our understanding of the DISC style-dimensions. Take a moment to notice and discuss with someone else how different the fears are for each style-type. Can you relate to at least one or two of the following four illustrations? You may not have the exact same wording for it, but can you see how you have adjusted things in your life to get more of what you like and less of what you just do NOT like doing? (So does everyone else!) The fears that underlie each style have the potential to stop us in EVERY area of life. The worst ones are those that are unnamed or unspoken. Understanding our fears will make you a more compassionate person and your “people-reading” more effective. Fears are what make behavioral patterns actions and reactions so predictable!

High D’s FEAR – Being TAKEN ADVANTAGE OF

THINKING POINT: What types of situations will the D have the most challenges in?

I’s FEAR being SOCIALLY LEFT OUT and are highly motivated to be liked by others.

High S styles learn how to please everyone so they don’t have to engage in confrontations with or make anyone upset or angry. They don’t like to have to show or share their emotions because they do not want others to be upset by them. This is why they may appear to be non-demonstrative or un-emotional, but don’t let their calm demeanor fool you! Check in with them often and don’t take their “I’m fine” as the truth!

D’s have to move faster and get more assertive so they can prevent others from taking over. They don’t have a need to build friendships to get the job done. The reason that they don’t like to make mistakes is that it wasted time. So they are very efficient. And because they often think of life as antagonistic, they assume others may be hostile, unfriendly, aggressive, argumentative or even dangerous to them because their fear is “being taken advantage of”.

Even though a D might not announce this publically, every behavior the High D expresses their need to move faster to get things done assertively so they can prevent others from taking advantage of shows them.



People high in the qualities of High I tend to see life as FAVORABLE. They give others approving, encouraging, kind and positive feedback instinctively because it is the behavior they wish other would give to them and they don’t want to be left out by others.

To tell if a person is truly a High I, look for the optimism in what they are saying. High I’s typically have a highly positive outlook. This is an important distinction in people reading – noticing WHAT a person is talking about and how sensitive they are to the needs of others around them. (If they are just a “talker” with nothing positive to add, they probably have a lot of the critical “C” above the mid line or near to it!) THINKING POINT: What types of situations will the 'I' have the most challenges in?

S’ FEAR loss of STABILITY & SECURITY making them highly dependable and supportive.

People whose S is highest think of life as favorable and know their job is to support the people in it to maintain stability and steady it. “If it ain’t broke, don’t fix it!” mindset and Harmony at any cost would be their mantras. They instinctively know what they have to do to stabilize things because they also have a strong fear of uncertainty. They value feeling secure in their surroundings and like staying close to home. THINKING POINT: What types of situations will the S find the most challenging?

This makes them talk more, want to inspire, and express their optimistic feelings to everyone. They move fast and include a wide range of friends to ensure they always have someone who likes and will do things with them! They build affinity with people and are fun to have around and they have no fear of making mistakes! They are open, authentic, and can make fun of themselves to others.



High C’s FEAR BEING”WRONG” or CRITICIZIED (for being thought of as “stupid”.)

They value certainty and will take whatever time it requires getting everything perfect. They withdraw if there is conflict because they are uncertain about what will happen if they show their feelings, which makes them happier staying close to home and doing the things they like to do – reading, video games, internet, researching, writing, programming and calculating to name a few. Many C’s have a dry or sarcastic sense of humor and they enjoy playing pranks on others, High C’s can’t remember when they got a compliment last!) THINKING POINT: What types of situations will the C find the most challenging?

Take a break now and make notes about your own observations of this “fear-based” aspect of the human personality and why it affects our needs-motivated behavioral experiences so much. Include these insights on what you send in on your final “Proof of Understanding.” J

THE VALUE OF KNOWING OUR “BLIND SPOTS” The reason we include this section on “Blind Spots” in our PeopleSmart Solutions Method™ training in DISC Interpretation Skills is that this is key to people-reading and is key to getting the results we think we are getting with our strengths! But when we exercise the strengths of our style, we must ask the question, “Who am I interacting with?” “What results do I want” “Is it really all about ME?” “Could I respond differently in this moment and still get the results I am going for?

People whose C is their highest dimension relate to the qualities shown for the lower left hand of the quadrant. Like the "D's", their instinct is that “Life is antagonistic - un-favorable” so this motivates them to follow the rules and make sure that everyone else does to!



It is easy to see that strength, over-used or under-used, or even unconsciously used when with certain other styles, can upset them so much they will never want to see or do business with us again! So the coaching needed for people whose graph shows an intensity of styles in the 80% or higher range is probably one of the most overlooked pieces of information other DISC trainers leave out! What’s important is to become conscious of the impact each style has on specific other styles… and why. Our behavior is always impacting people positively or negatively. That is just the way it is. Ignorance of this impact gives us “blind spots” – either blindness to the real impact we have on the other person, or a blindness to the type of behavior we must use to get our anticipated results. Most of us are often ‘blind” to noticing that our strengths can be upsetting to others. We can be too strong as a D, let’s say, and talk too loud or move too fast for the comfort of a “C” style. But by the same token, the “C” making decisions too slowly can cause a high D to either explode – or walk away! And it is the same whether you are High I or High S… any time you unconsciously act out in a way that is most comfortable to you, it is highly likely the other person will not be moving at the same pace or focus. Talk about how you see knowing this will help you in the future. Learn to prepare people with what’s important to people with your style. Let others know you do NOT fail to realize the impact your strengths and then ask how you can help the other get more of what they need. Share what you need and talk for a second about the potential costs that ignorance is left unanticipated. Oh, and by the way, when you (or the other person) are under extreme pressure, the negative impact of it all shoots up even higher. (Wonder why we recommend getting the right people into doing the right tasks in your business using DISC?) People WITH our training quickly recognize their own and the other’s behavioral style. We understand the reason people are acting that way and have a lot more “room” to talk things over first, making ours highly conscious behavior. Can you see why a campaign to educate an entire team of workers or people who have to be together over time is so important? The more people can become DISC-literate, the better and making a DISC-trained coach to work with them pays dividends instantly. Just think of the difference it makes when people have an opportunity to explain how they are when they are truly “under pressure” and to make a request for how they’d like to be treated by those they live or work around! When people do not get that gift, the challenges skyrocket. As human beings, people react instinctively and usually from the needs of THEIR own style and needs! But when an entire team has everyone profiled and debriefed as a group, then everyone knows in advance and there are no “under pressure” surprises!



THINKING POINTS:

• Recall a situation where you were in the midst of someone having a meltdown. What was it that impacted you the most?

• Given your style, what can you now see are the potential costs to YOU personally if you

did not know your profile?

• Has this lack of understanding cost anything to you in the past?

• Ultimately it is about setting up conscious communications with each other. Take a look in your report at the great charts on Tension Among the Styles, Communicating PLANS with each of the four styles, and then see the section on How to Adapt to each style.

You’ll see the importance of having a strategy and insights into each style the first time you find yourself face to face with someone who sees life through different lenses and be grateful to know how to choose our own behaviors – as long as we know where to look. BEHAVIORAL FLEXIBILITY is the result of knowing and appreciating what is important to each of the four major style types. It gives us the ability to “Dance on the DISC” by shifting our own style based on what the other person with whom we are interacting.



12 Integrated Styles

12 Integrated DISC Style Relationships – This section of the report details a model that describes how the four primary DISC factors may interact with the other three factors, to give 12 observable behaviors. The 12 intensity score graphs measure the frequency and strength of the four primary DISC factors when interacting with the other three factors. These combine and work together to create the socialized behaviors others see and experience in a person. The Intensity Scoring Legend describes the measurement of how a person will likely display specific behavior when interacting and communicating with others in most situations. Behavioral Pattern View (BPV) – The Behavioral Pattern View diamond has 8 DISC factor zones and identifies a different combination of behavioral traits (qualities). Each zone has numbered segments and each of these represents a DISC graph – how each zone’s DISC factor interacts with the other factors. The peripheral descriptors you see surrounding the diamond describe how others typically see the individual taking the report. The Scoring Legend describes the focus for each DISC style. BPV Rings and Central Diamond The diamond is made up of four rings that identify different graph patterns – Ring 1 identifies the primary style factor that falls above the midline, Ring 2 identifies the primary style factor and the next factor to it that falls above the midline, and Rings 3 and 4 identifies the primary style factor and the next two factors to it that falls above the midline. The small diamond in the center identifies unusual graph patterns such as close patterns, under shift and over shift patterns that all fall above the midline. And also conflicting patterns e.g. a D/S pattern that is both fast paced and slow paced that causes a Me/Me inner conflict. Plots on the outer edge of the diamond, describe which of the zone’s DISC factors dominate its other three factors.



The DISC DIAMOND (aka DISC COMPASS) The Behavioral Pattern View (BPV, DISC Diamond or DISC Compass). This tool in the report gives us another way of making visual the dynamics of DISC and describing our style characteristics. Each point on the DISC Diamond is based on the number of one’s graph points that fall above the midline of 50% of their Graph.

The CIRCLE DOT •indicates the general level consistency of your Internal or NATURAL style. The STAR ICON *shows their ADAPTIVE style. This Pattern View of DISC is displayed in all the profile reports from Dr. Tony Alessandra’s platform and which we use on our www.MyProfiles123.com/account. Some people who use this model a lot in their own interpretations know the numbers by heart, they can picture the dynamics of that person’s style exactly. The diamond has 8 DISC factor zones and identifies a different combination of behavioral traits (qualities). Each zone has numbered segments and each of these represents a DISC graph – how each zone’s DISC factor interacts with the other factors (refer to the next page). The peripheral descriptors you see surrounding the diamond describe how others typically see the individual taking the report. The Scoring Legend on the BPV report’s page describes the focus for each DISC style.



BPV Rings and Central Diamond: The diamond is made up of four rings that identify different graph patterns –Starting in the outer edge of the diamond, the wedge of this ring identifies which primary style factors fall above the midline of the report’s Word Sketch Graph. Moving into the center of the diamond, the next ring in identifies the primary style factor and the next factor to it that falls above the midline. Rings 3 and 4 identify the primary style factors and the next two factors to it that fall above the midline. The small diamond in the center identifies unusual graph patterns such as close patterns, under shift and over shift patterns that all fall above the midline as well as conflicting patterns, e.g. a D/S pattern that is both fast-AND slow-paced which is what would cause a Me/Me inner conflict in priorities.



Describing the numbered segments: Looking at the D and DI zone segments, you will see that as you move towards the center of the diamond in Ring 2, segments 12 and 13, 22 and 23, 32 and 33, etc., the graph now represents two DISC factors above the 50% or midline. Notice for example, segments 13 and 22 are both high D high I. In segment 13 the percentage amount between the D and I is greater than in 22. This represents the segments relative positions to the DI Diamond segments. Notice the pattern repeats itself throughout that ring. In Ring 3, segments 14 and 15, 24 and 25, and so forth, you can see three elements above the 50% midline. Note that the highest element corresponds to the zone’s factor. In 14, 15, and 24 it is D. The other two elements are adjacent to the D on each side. This pattern repeats itself around the ring. Ring 4 is the last ring. Segments 16 and 17, 26 and 27, and so forth also have three elements above the 50% midline. The difference is that you have one adjacent element and one across the compass element. For example section 16 is DSC. The D and C are adjacent with the S across. As you look at the sections in the Diamond you will see that the pattern repeats. The DISC Diamond only represents 60 graph possibilities - not the total graphs possible. Note that the graphs ONLY relate to elements above the 50% midline and in limited variations. How does the DISC Diamond add value? The value of the DISC Diamond is as a view to discern potential communication conflicts on a team as well as how to identify behavioral tendencies. How well is the team balanced in their ability to accomplish goals? This graph has more depth than the four quadrants and is enthusiastically embraced when explained, when debriefing or in a workshop.



Summary of Primary Motivators Of Each Style

This chart summarizes and displays the predominant tendencies of High D’s, I’s, S’s, and C’s. Note how very different each is! Can you think of people you know whose primary tendencies are represented in each of these patterns?

EXERCISE: Using the words from the above chart and your profile information, including your WORD SKETCH and write a description of yourself and call it ALL ABOUT ME.

________________________________________________________________

________________________________________________________________

Primary Style D I S

C

Overview

Assertive, Ambitious,

Direct, Competitive

Friendly, Expressive, Sociable,

Gregarious

Patient, Steady, Amiable,

Calm

Cautious, Accurate, Precise, Restrained

Values

Results

Attention

Support

Procedure

Seeks

Power

Approval

Time

Facts

Avoids

Weakness

Isolation

Change

Uncertainty

Pressure Response Dictates Attacks Compromises Evades

How you like others to be with

you

Efficient,

Responsive

Friendly, Open

Patient, Support

Exact, Detailed

What you like to have from others

Power People Promise Proof



Part Two – Application of DISC Styles

• Overview of the Four Basic DISCstyles – This chart helps you to interact more

effectively and to understand characteristics of each of the Four Basic DISC Styles - both in personal, social and work situations.

• How to identify another Person’s Behavioral Style – The Diamond displays the

DIRECTNESS and OPENNESS of a person’s style and gives you a way to quickly and accurately identify each of the four behavioral styles – D’s are guarded and direct, I’s are open and direct, S’s are open and indirect and C’s are guarded indirect.

• What is Behavioral Adaptability? – Explains what adaptability is based on your style and

gives suggestions on how to adapt when in different situations. • How to Modify your Directness and Openness – A list of ways that you can either

increase or decrease your directness and openness when having to practice adaptability. • Tension among the Styles – Describes the different double tension patterns of patience

vs. urgency. Gives plot point examples and explains where the potential areas of tension are. Also explains the differences in how the four styles conflict with each other relating to their life focus.

• Tension among the Styles Worksheet - This worksheet is used for gaining insights on

how to improve relationships that have some tension. It is a valuable tool to use when debriefing two or more people that have tension in their relationships.

• How to Adapt to the DISC Style Pages – These pages of the report give tips and

suggestions on how to adapt to each of the different styles – At work help them to, sales and service, and in social settings. These pages are useful to use when having to coach a person in how to adapt their style.



SHARING AUTHENTICALLY USING DISC TOOLS Here is a powerful exercise for enhancing your relationships with people you live or work with. Owning and being willing to share more details about how your style shows up in your life with others who have already ”seen” the patterns in your behaviors is a gift that lifts tensions and brings people closer because it builds trust and rapport between members of each group, especially when they can hear from each person examples that are meaningful to them as illustrations of why they do what they do! And, once everyone is sharing, you can make requests or remind people about how you really appreciate being communicated with and related to. (If you don’t tell them, who will?) INSTRUCTIONS FOR A GROUP TEAM DEBRIEF

Identify your most frequently used behaviors from the summary chart above when you are at WORK, knowing that your profile might be quite different when your focus and environment shifts. Let people know how you were in the past and comment if there has been a change based on your age or the type of work or career situation you are in. Use as many words from this chart or similar words from your profile report. Invite people to share but do not make it mandatory. We are not using psychoanalysis on anyone, but you may have to compassionately share the benefits when anyone objects to participating. “MY PRIMARY STYLE TENDENCY IS ____ and WHAT WILL HELP YOU GET THE MOST PRODUCTIVITY, JOY, and SATISFACTION FROM ME IS…” GETTING TO KNOW ME: Describe yourself using sentences similar to the following to give an overview of your style. Refer to your profile WORD SKETCH PAGE for more words to choose from: The way most people describe me most often is: ____________ _____________ __________ __________ The types of situations I like being involved in are: _________________________________________________________________ _________________________________________________________________

For example I love doing: ______________________________________ and I usually seek out situations such as: __________ and avoid situations that involve: __________________________________________________________________ An example of this was when I __________________________________________



When people communicate with me, I like them to: ______________________________________________________ I do NOT like it when others: ______________________________ Overall, your best approach when working with me is to _________ Notice where your introduction might differ if you completed each sentence starting with: In relationships, I tend to be… With my family, I tend to be… Since our emphasis is not to limit you but to expand your options for behavior and learn how to relate to the needs of others in your life, you can ask for coaching in any specific area if you want to CHANGE a behavior. This exercise also makes a great Team Building exercise because it gets people talking about what is really important to them. You’d be surprised at what people tell each other from this! Be as specific as you can – for example, if you value SUPPORT, say how that would look for you. What type of support, when? How much? How little? How will you know when you are getting all you want and need? Unless we ask specifically for what we want, how can we get it? It is YOUR JOB to teach others how you like to be treated. Most people want to find out the “good news” and the “bad news” about themselves. Rather, they would progress faster by considering any list of traits as an opportunity to see them as others see them.

STRONG AND WEAK TRAITS When any one “strong” trait is influencing behavior, the weaker trait will be hidden – or unexpressed. When the weak ones are showing, then the strong ones are not. You can’t be operating from two different behavioral styles at the same time! (If you don’t believe it, try doing it sometime!)



Strong Traits Strong traits can be clearly distinguished by a dynamic graph high or low points on the graph. If your points lie mostly in the middle of the chart, it is because you have equal access to moving either up or down the scale of intensity, as the situation requires. Sometimes our strongest, dynamic traits have us and we find it harder to change or alter our response to those situations that trigger them in us. What are your strongest, most intense points on your graph? Weak Traits Think of “weak” traits as those that show up on the charts in the opposite direction from your highest points on your graph – either higher or lower. In other words, if you are a “Low D” it just means you do not feel the need to exert your authority or tell others what to do to get results! That’s all! It isn’t a “weakness” – it is just a trait you don’t use often. However, the potential to use them is always there; it just takes intention your part… and maybe a little practice! Think of situations when you would like to be able to use these naturally weaker traits. You will have to take a different perspective from the one you currently hold to get into that mindset. If you really want to change it in yourself, find someone else who exhibits those traits and ask them to tell you where they are looking from when they do those things you don’t typically do! Listen and observe how they think and how they act in situations where you would normally behave in a different way. Then see if you can (or even want to) repeat their perspective in your own words. Take time to practice in different situations those opposite traits from your own. Don’t expect overnight transformation for it took years of practice to develop your own style! If you do want to develop those opposite characteristics in yourself realize that something else will have to shift when you change. Think about the situations you would like to use them in, considering with whom you would do it - and for how long you would be expressing them. You always have choice about the behaviors you use.



COACHING TO ALTER OR CHANGE A BEHAVIOR

When someone wants to change themselves…first ask them to own their strengths: Say…”What are the strengths of your style? Which style behaviors would you like to own for yourself? When would you do this? And for how long?” *

* This is a KEY QUESTION! Everyone wants to be a different style at some time. When someone complains about their style and wants to change, the question to ask them is – when? And for how long would you like to stay in that new behavioral style?

If someone is committed to changing an area of their lives:

• Review each dynamic individually and have the person notice when and with whom they would like to be different.

• Remind them that they have developed their patterns of behavior over a long period of time based on the interpretation they made up for themselves (or bought into ones others in their family held.)

• Point out that without really changing the way they think, (what is often called our BLUEPRINT) they will probably revert to their style more often than not.

• Referring to the words on the Word Sketch or Behavioral Intensity Scale Page, will help the person notice the amount of energy or effort they are putting into the area they want to change.

Ask them: • What results do you want? • What new practices or strategy should you be using? • What could you do to get your desired result? • Who could you team up with that you would like to learn from and imitate? (Suggest

they “Velcro” themselves to the elbow of someone who behaves the way they want to be like. as that person moves through their typical day, “What perspectives are they are seeing things from?” “How did they make that decision? What were they considering in coming to that point of view?”

• •



Behaviors come from a mindset... Remember, a behavior comes from a mindset, which is shaped by a person’s beliefs and thoughts. Debriefing and coaching takes practice and we encourage you to get feedback. This feedback will tell you how much practice you still need. The secret is to notice the other people you are interacting with and ask them what they need. Then adapt yourself to provide that when you are with them! When debriefing a profile, and coaching someone to alter or change a behavior, look at the words that represent the approximate point of each D, I, S, or C position on the chart and discuss how those words are expressed in the person’s current practices. Then identify the “ideal” word or words above or below these positions, depending on whether the person wants to increase or decrease the type of results they want to be using more often. Note that it is the amount of energy they are putting into that DISC dimension of Dominance, Influence, Steadiness, or Compliance that gives them their results. Be aware that when you change behavior in one DISC dimension, something else has to also shift in another dimension to compensate.

Identify their ideal pattern of behaviors that they would use if moving up or down the scale of intensity one word at a time. Discuss how they might express themselves using this type of energy in their facial expression, gestures, and attitude. Identify and discuss situations where they want to practice the new behavior and how they will express it. Use a Thesaurus to look up synonyms for each word to help them visualize or describe each new action they will practice. STEPS IN INTERPRETING A DISC GRAPH Step One: First look at the highest one or two points on the graph to See where they are placing most of their life energy. Step Two: Look to see what the person’s primary and secondary styles are. In Graph #1, using the DISC language we would describe this person as being a very “High D as well as a High I as their secondary style is very close to their D, with a Low S and a Moderate C.” To the DISC-literate person, even without this graph to inform them, it wouldn’t take long to see behaviors that told them this is a person whose primary style is strong leadership.



Step Three: Ask yourself what they NEEDS would have where they can be happy when they can be in charge of things. They like to have authority. They feel comfortable giving directions to others – not taking it! With an almost equally high “I” this person also invests energy making sure that other people are included in every situation. Step Four: Ask yourself what MOTIVATES them and what would they have. They like it when other people pay attention and feel good about their leadership. They are the friendly, talkative and enthusiastic type. In fact, they are VERY enthusiastic about those things that are important to them! Step Five: What is the lowest point on their Graph - With that “Low S” we know they are NOT putting the same intensity on steadying the pace of the environment! In this case their low, low “S”, is telling us that they do NOT have a need to take it slow and easy – and, in fact, we can count on the opposite with them. If you ask, they will tell you they prefer a fast, intense and highly flexible paced environment! Notice that this Low S has a very similar energy to that in the D of their style - their low S shows us that they are the opposite of STEADY – i.e. they prefer to move quickly – and are probably happiest giving orders and keeping things moving toward the result the D in them wants accomplished. Step Six:

What else on the Graph would be important to consider? Since their C point is closest to the mid-line of this graph and under the midpoint, we know that this person does not have a high interest in details and accuracy, but rather, they like to balance out a situation for all concerned..



PUTTING WORDS TO A PROFILE GRAPH

Let’s now put some words to this example graph we have been looking at using the following Word Sketch chart.

Word Sketch Chart

You will see that the D (Problems) and I (People) points from the graph are in the “High” sections on the Word Sketch Chart.

Their lowest S point tells us that words in the “Low” section of the S column will give us words to describe the type of environmental pace they are most comfortable working in, and the group of words in the “Medium” will work best in describing their C. Using just the words on the chart, we would describe this person as:

D = Driving, domineering and demanding when it comes to problems to dominate.

I = Talkative, inspiring and optimistic about influencing people to work with them.

S = Enjoys an environment where they can lead an impulsive and excited pace.

C = Diplomatic, conventional and relatively firm about the way procedures are handled.

Putting words to a Profile Graph Exercise

Now you try it! Review the Profile Graph 2 and answer the following questions:

Profile Graph 2



Their highest point(s) is _____ This tells us they like an environment with a

________________________ Pace.

Their second highest point is _____ This means what’s important to them are

following the ____________ rather than breaking them.

Their lowest point on the graph is their ____, which means they do NOT like to be the one in charge or who has to _________ the problems.

They are closest to the midline with their style of ________, which tells us

they are not too _______ but also that they are not too critical of others

either. They are sort of neutral about needing to socialize or influence

_______ in general.

What is the general focus of this person? _____________________



INTERPRETATION SUMMARY

1. There are not several versions of the DISC graph - only different presentations of the report surrounding it, with different examples and stories and specific applications provided. A DISC graph is a DISC graph.

2. Before starting the debrief session always ask the person to read and mark those statements that really ring true for them in their report.

3. Once the person agrees upon the accuracy of their report, take them through the

background and basic understanding of DISC.

• DISC is a “needs- motivated, observable behavior system”. • The four areas of life you focus on are: Problems to Dominate, People to Influence,

Pace of the environment to Steady and Procedures to Comply with.

4. You refer to someone as, a “High D, I, S, or C” - or say “Low”, “Moderate”, “High D, Moderate I.”

5. When debriefing a profile, first refer to a person’s highest point in the Natural Graph. Get them to circle it and refer to it as their primary style.

6. All four DISC dimensions (areas) are available to people naturally. They just made earlier decisions and lived out from those – until they could see their DISC.

7. It is important to remember to notice when debriefing how much of a shift is happening between a person’s two graphs – Natural and Adapted. As this may indicate they are suppressing or holding themselves back for some reason.

8. If both the Natural and Adapted graphs are similar in shape it means that the

person’s inner and outer world are the same – What you see is what you get. The goal in profiling with DISC is not to “label” a person or put them in a box. People come into this world with ALL sorts of capacities and we tend to take on those we see modeled or are encouraged to use! The beauty of the DISC profiling process is just to make you aware so you can actually look to see what behavior would be called for in a particular situation and focus you are in.



Again, learning to “Dance on the DISC” will serve you well and help you see and “own” the habitual patterns you use. Each different situation requires different behaviors, so the DISC-literate person knows how to choose – and respond appropriately. And they are much more fun to be around as a result!



CAROL’S FINAL WORDS OF WISDOM

You are a gift to the world. The insights into people you are getting will help those who are lucky enough to get your coaching or spend time with you and their profile.

Their enthusiasm about what they get from it will be a good measure of how well you “got” this!

You now have a frame and a way of listening to others – not to judge or evaluate them, but to understand what motivates and is important to them. Behavior is behavior. There is no “best” or “worst” behavior. Inappropriate behavior depending on whom or what is involved is another story.

As a DISC-literate practitioner, your goal is to help bring out the gift that is in each person – to know what really works about each style, and to help each client see how to adjust any over-uses or under-uses of strengths and prevent them from showing up as a weakness.

How you interpret the report is a function of how well you understand each of the four dimensions of DISC. What your DISC graph shows about the energy you feel the need to apply-both instinctively and in your adaptation to your work-relates to how you feel you need to relate in the four different areas of life – PROBLEMS, PEOPLE, PACE, and PROCEDURES.

The ultimate aim for people is to work at having high self-esteem which comes from understanding oneself and not making comparisons to others. The greatest gift you can give is being able to understand what the person’s style say about them and their needs. Human dynamics are never consistent. So work with the tendencies that show up in the moment and work from the “needs” you know that tendency requires.

NOTE: Print the blank Word Sketch Page and keep in a plastic page for quick reference. When it is not marked with the color boxes, it is more detailed, and it shows an even wider range of behavioral tendencies.

Here is another important distinction to give the people you debrief. Do not jump to any “conclusions” about what any of the words on the Word Sketch Chart mean – especially if you have a judgmental or negative interpretation of a word – such as DEMANDING (high D) DEFIANT (low C) or SARCASTIC (low C) for example.



Each word describes a specific observable behavioral term when you are referring to the area of focus it appears in: PROBLEMS, PEOPLE, PACE, and PROCEDURE. Always look at the situation the person is in. Are they under pressure? The stress of pressure may alter the chemical makeup within them and therefore behavior may occur as extreme. Find out what is going on for that person. There are always going to be some tensions to anticipate in any style.

When debriefing and studying the “TENSIONS AMOUNG STYLES” within the full DISC for Self, Leadership or Sales reports, you may want to ask if your client understands and can say it back to you with comprehension. Style Conflicts SPEED - Even though the D’s and C’s agree on the priority of a focus on TASK, there is going to be a conflict in how fast things get done! The same with I’s and S’s – they agree on the Focus – People – but have very different ways of going about relating to them. D’s and I’s can be at odds unless both dimensions are strong in the profile.

FOCUS - S’s and C’s both like to take the time to get things correct. BUT they often miss opportunities because their focus is different – S’s on People and C’s on the task.

The Ultimate Internal Tension When a person has both a High D and High S or High I and High C. It is the ultimate ME-ME conflict! Both are examples of extreme differences in Speed AND Focus. So help them identify the LIFE AREA that is important to deal with in the moment… is it PROBLEMS or PACE? PEOPLE or PROCEDURES? Then help them see how to raise or lower the DISC dimension that they are not in at the time to be most effective in their choice. Make lots of room for discussion of what’s important to each person when two people are totally opposite. Then design ways to work by anticipating the greatest natural conflicts that could arise when the two have these extreme differences. Left to chance, these conflicting styles will “drive each other crazy.” When they do exist within the same person, they can cause major tension and internal stress. Awareness is the PeopleSmart solution. This is NOT rocket science! But you may as well think of yourself as a human rocket scientist with what you do know now! Remember, even if you don’t feel you know enough to do a good job in debriefing your first few profiles, you know 1000 x more than your client does! Just relax! And enjoy



the ride. Your sharing of your understanding WILL make a profound difference in your client’s life, mainly because you have given them the gift of your time… and your educated, focused attention – something most people seldom get from anyone else!

Key Points to Remember

1. There is no good or bad profile graph.

2. There are not several versions of the DISC graph, there are only different presentations of the report surrounding it, with different examples and stories and specific applications provided. A DISC graph is a DISC graph.

3. Before starting the debrief session always ask the person to read and own their report.

4. Once the person agrees upon the accuracy of their report, take them through the

background and basic understanding of DISC.

5. DISC is a “needs- motivated, observable behavior system”.

6. The four areas of life you focus on are: Problems to Dominate, People to Influence, Pace of the environment to Steady and Procedures to Comply with.

7. Each life focus column’s descriptive words only relate to that life focus.

8. You refer to someone as, a “High D, I, S, or C” - or say “Low”, “Moderate”, “High D, Moderate I.”

9. When debriefing a profile, you mostly refer to a person’s highest point in the Natural Graph. Get them to circle it and refer to it as their primary style.

10. All four DISC dimensions (areas) are available to people naturally. They just made earlier decisions and lived out from those – until they could see their DISC.

11. It is important to remember to notice when debriefing how much of a shift is happening between a person’s two graphs – Natural and Adapted. As this may indicate they are suppressing or holding themselves back for some reason.

12. If both the Natural and Adapted graphs are similar in shape it means that the

person’s inner and outer world are the same – What you see is what you get.





RESOURCES - To have a little fun with DISC This resource section has been provided to support people who want to grow their understanding of ‘DISC-tinctions’ and have a little fun at the same time. Here are some ideas of how to use these resources when you are working with your DISC clients.

Scenarios illustrating the different styles

Have people say why the behavioral images in these scenarios are so typical. Use them to help distinguish the different styles’ preferences and patterns and talk about how you feel when involved in any one of them! (These are only part of a complete set which you can request for your trainings and seminars from us. Have your clients think up their own as well!)

WAITING FOR THE ELEVATOR… and it is full of people:

The high D would react and communicate, fast and active and focused on the task, perhaps making a comment like “Excuse me! I am late for a meeting! Would anyone be willing to catch the next lift and let me on?!!

The high I, being active and focused on people might say, “Hi there! Everyone having a great day? Is there room for one more?”!!

The high S - not saying much at all, being the patient person that they are, might think to themselves, “Oh well, I don’t mind I can catch the next one”!

The high “C” would be counting the number of people on the lift to see whether it is over the weight limit and also might be looking to see when it last had its maintenance check.

Recognize anyone you know? Now let’s look at some others…



READING THE NEWSPAPAER

The D reads mainly the headlines. Good luck if they get to the paper before everyone else. You may never find some of the sections.

The I will first read the obituaries to see if they know anyone. Then it’s self-help or human-interest stories.

The S looks over the entire paper. They cut and save interesting articles and sometimes including entire issues.

The C calls the newspaper if they find an error. They are also great at spotting coupons in ads and can tell you where the sales are in town.

AT THE OFFICE - (When you ask, “Where is the policy manual?”)

The High D says, “Manual? What manual?” He does not

even know the manual exists (and wouldn’t follow it if he did!)

The High I say, “I know it’s around here somewhere!” because she cannot find it! But even if she did, it would be too covered with coffee stains to be able to read it!)

The High S can point out which shelf it is on and has it (and everything else in the office) color coded.

The High C still has it on her desk because she just got through editing it for the third time and can quote it by heart.

WHEN THE BOSS SAYS, “You did a great job”…

The High D says, “I know it. Perceptive of you to notice!”

The High I will say, “Thanks a lot! Let me tell you how I did it.”

The High S says politely, “Thank you... but will it show up in my paycheck?”

The High C will say, “Oh, it was really nothing” and be thinking, “I wonder what he really meant by that?”



Make up your own! ON THE GOLF COURSE

The High D: The High I: The High S: The High C:

IN THE SUPERMARKET

The High D: The High I: The High S: The High C:



DISC Sing-a-long Tunes from Mother Goose - Words by Dysart and Davis

ODE to the D’s (Tune of “Baa, Baa, Black Sheep”) Baa, Baa, black sheep Have you any D’s? Yes, sir, yes sir! They’re just now on the tees

Strategies and taking risks Keep the game alive Thank goodness they will delegate So businesses can thrive,

Baa, Baa, black sheep We’re glad we have our D’s With them now we’ll never lose We’ll win each game with ease! ==================================

ODE to the I’s

(Tune of “Twinkle, Twinkle Little Star”)

Twinkle, Twinkle, little I’s When you talk, we’re hypnotized You can schmooze them with the best! You bring us a lot of zest! Just remember, little I’s We all are waiting with a sigh… (spoken - to get a word in edge-wise, that is!)

================================= Ode to the S’s

(Tune of “Mary Had A Little Lamb”)

Mary is a patient S A caring S, a loyal S She loves systems and her lists So things aren’t in a mess!

Everywhere that S’s go, Things just work – there is no woe. So love those S’s on your teams And with success you’ll beam!

Ode to the C’s (Tune of “Jack and Jill went up the hill”) Cautious C’s comply with ease Procedures they adore Give them space To muse and pace And QUALITY will soar!

Make them right, they’ll work all night Analyzing each situation And when they’re done We’ll enjoy the sun (‘Cause we now can take vacation!) ================================ Know, Know, Know your DISC (Tune of “Row, Row, Row Your Boat”)

D’s, D’s, Dominant D’s Control things all the way They love to boss and delegate So things don’t go a-stray.

I’s, I’s Influence I’s They’ll talk with anyone near! But once they start, they’ll never stop! So jump in (do not fear!)

S’s, S’s Steady the Pace Maintain it all with ease They’re a patient lot and they don’t complain, So teamwork is a breeze

C’s, C’s, Compliant C’s Are focused on quality. Invite them to edit or find your mistakes, (They’ll do it anyway!)

D’s, I’s, S’s and C’s See how their styles can blend If we balance our teams we’ll get everything done! (And we’ll make a lot of friends!) Take a bow – you deserve it!

85 The PeopleSmart Method™ Manual - updated Oct 2014


DISC WORD SKETCH CHART

Dominance of Problems - Influencing People - Steadying the Pace - Compliance to Procedures

D I S C à

Life FOCUS ==========

Needs -----------------

Emotion -----------------

Fears

PROBLEMS/TASKS

================= Control/Authority --------------------------

Quick to Anger -------------------------

Being taken advantage of

PEOPLE

==================== Social Approval

-------------------------------- Optimism/Trust

------------------------------- Being disapproved of or

left out

PACE (of environment) ===================

Security/Stability ---------------------------- Non-demonstrative

------------------------------- Loss of security/sudden

change

PROCEDURES

==================== Accuracy/Quality

------------------------------ Fear of breaking rules -------------------------------

Criticism of work or making mistakes

â â â â

High points (Segment 4,5,6) = more life energy is invested to satisfy emotional needs in that Focus. Low points (Segment 1,2,3) = less needs in this focus because of low need or fear in that dimension



Options for additional personal or business growth: In addition to the time you get with your facilitator during training, as you continue to use DISC profiles in your work, you’ll always have a free pass to monthly live Q&A calls at http://www.AskCarol.theDISCguru.com. Do register so you can be notified when the next ones are and plan to attend at least a couple of these sessions. These are designed to provide answers that sometimes only years of practice can give you – and Carol will share hers with you. Encourage your clients to join you there too and don’t be surprised if the light bulbs of sudden recognition flash on for you as the truths of “DISCovery” happen as the questions get answered. Affiliate and Volume Partner options: At http://www.thediscguru.com/partners.html find all four options AFFILIATE: Free – Click to register as AFFILIATE and you’ll receive custom links in 48-72 hours to insert into your own shopping cart, put on a sales page or just send directly to clients. Your clients order and pay at Retail directly from the DISCguru shopping cart. You receive a 50% commission back for all sales made that month. Links and banners under “Promotions” tab. VOLUME PARTNER: $297US/year (Value $997/year) 60% commissions equivalent wholesale cost billed monthly AFTER use. For seminar leaders, coaches, HR companies who average at least 10 profiles or more /month. Receive a Branded Private Label Site, ability to customize each link to reflect your choice of delivery for each person. GOLD PARTNER: $497US/year – (Value $4,000) 60% commissions equivalent wholesale cost billed monthly AFTER use. Includes all as above PLUS a customized SALES PAGE targeted to your market (value $1,497). Additional sales pages can be ordered optionally. PLATINUM PARTNER: $1,997US/year plus $497 annual fee starting year #2. (Value $20,000) 68% commissions in equivalent wholesale cost billed monthly AFTER use. Includes all as above PLUS set up for TWO customized SALES PAGE



targeted to your choice of markets (value $2,494). Additional sales pages can be ordered separately plus many other benefits. See site. OTHER RESOURCES AND TRAINING Dr. Tony Alessandra partners with PeopleSmart World in several different ways. He owns the platform we use to generate our profiles at www.MyProfiles123.com/account and you can view him on a You Tube video demonstrating the key differences of the four-quadrant language of “Director (D), Socializer (I), Relater (S), and Thinker (C) referring to his Platinum Rule model at: http://www.youtube.com/watch?feature=player_embedded&v=BOA2D3rrIv8. Dr. Tony has also created an interactive, Virtual Training Program which goes into depth helping you understand what makes up the four DISC dimensions primary DISC graph). There is a fee for this program that can be renewed monthly as needed and people in a group can save even more when the training is ordered for their group. Please review options and order at http://www.PeopleSmartWorld.com Those who take advantage of both of the PeopleSmart Method™ of DISC Interpretation and Dr. Tony’s Virtual Training, have been interpreting profiles for at least six month, and now want to be able to train other practitioners using our methods, may request an interview and attend advanced training in our PeopleSmart DISC Interpretation Method™ as part of our PeopleSmart Method™ Train-the-Trainer Certification. We’ll discuss more when we meet up on the calls. Take great notes and then just realize it takes practice to master anything worthwhile!

Documents

DISC PRACTITIONER CERTIFICATION MANUAL - PeopleSmart Worldpeoplesmartworld.com/uploads/5/2/2/6/5226875/manualcertification… · the peoplesmart world team Carol Dysart is “The