What is DISC?
DISC is a methodology for describing and explaining behavioral differences between people in a clear and simple way. It stands out from the numerous available test and measurement tool with its user-friendliness; meaning that ordinary people (not just psychologists) are easily able to understand their report and apply the lessons learnt in their everyday life.
DISC is probably the most used behavioral assessment tool in the world because it is also scientifically proven, validated and continuously researched. It exists in many versions, but the resulting four basic types, although they may have different names, describe roughly the same behaviors.
The benefits of the DISC and Values Index for everyone: increased self-knowledge – and after learning about all behavioural types this will also bring about a greater understanding and easier acceptance of others. The DISC and Values Index can be a great asset for career planning, when selecting a workplace or position, setting goals, planning implementations, and communicating with others.
It is widely used in the field of HR, often for candidate selection or internal appointments. It is important to know, however, that when candidates are required to fill in a ’personality test’ before the interview, it often refers to DISC – incorrectly. The DISC and Values Index does not measure personality, but shows observable patterns of behavior that can be used to draw conclusions on the future operation of the candidate at the workplace. We also need to point out it is not a skills assessment test either, it is a behaviour and motivations profile. In addition, there is probably no test that we can expect to map your personality with absolute certainty.
It would be great if every manager could use the DISC and Values model to run their team more effectively. For example, at the individual and team level, it can give you valuable information on how to create a motivating environment for different styles so you can keep key people, what and how to delegate depending on your colleagues’ talents and non-talents, how to give feedback and how to support them in stressful situations.
These are the four factors that determine our overall behavioral style. You have to remember about them that
- Neither is better, more, or worse than the other,
- They can all be found in us, but in different quantities and order. This order and quantities determine HOW we do things. From how we plan our life (if we plan at all) to how do we communicate with others, even how we dress.
There are two types of behavioral styles: a natural behavioral style, and an adaptive style is recorded. Your adaptive behaviour can be changed and it does, depending on the style your environment or the activity you perform requires. On the other hand. your natural behavioral style is solid as your values, and it only changes as a result of some kind of trauma. This is important because the farther your adoptive style gets from your natural, the bigger the stress you will experience in your everyday life. This will affect your health and may disrupt your ability to act.
What is the Values Index?
The DISC Profile shows HOW we do things. The Values Index (VI) reveals our motivations and values. (They are also called Business Motivators.)
We distinguish seven values: Individualism, Aesthetic, Economic, Political, Altruist, Theoretical and Regulatory. As with behavioral styles, these seven values can all be found within us, only in different quantities and in different order. This order determines WHY we do what we do.
Important to know:
- Your values do not change, they cannot be changed! Your values only change as a result of trauma (positive or negative).
- Throughout your life, you will be looking for the company of people with a similar value system, and you will always have conflicts with others who have completely different value systems.
It is useful to be able to think along the line of values in a work environment because it can help with these, among others:
- Do your personal motivations align with the values of your company and position? That is, are you in the right place, will you be able to grow there, or would it be worth switching jobs?
- If you plan to expand your team, you can rely on it in the selection process. Does the new colleague consider the same values important as you and your team?
- If you have to convince someone or explain something, you will be able to use the right arguments, the ones they will respond to.
- If the members of your team realize that most of their interpersonal conflicts exist because of differences in values or behavior, they will be able to cooperate more easily. Because none of the motivations or behavior styles are more or better than the others, and each one contributes to the shared success in a unique and very important way, they will be much more understanding with each other. In fact, after a while, they will be able to exploit the power of diversity.
Why do we work with DISC?
We are both qualified DISC and Values Index consultants (Innermetrix, Psidium), and we became fully committed to the methodology already at the training. Since then, we have seen how much this tool can give to the participants at every single training and coaching session. Of course, if the development needs so require, we bring other methods and tools into the process (e.g. transactional analysis, NLP, 360-degree profiles). In any case, the DISC and Values Index occupy a special place in our toolbox, and we have chosen to become specialists in this.
How can we help you?
For companies, we deliver on-site trainings based on the DISC and Values Index methodology:
- DISC BASICS
- DISC MASTERS Leadership Training
- DISC MASTERS Time and Task Management Training
- DISC MASTERS Team Cooperation Training
About our Team Cooperation Training
We usually work with two types of focus to develop collaboration if we deliver on-site trainings for teams. Sometimes the request is that we get the maximum out of an already well-functioning team, bring the participants closer to one another so that their commitment is reinforced.
Another favorite version is the Team Detox Training. This is requested from us when nasty interpersonal conflicts are poisoning the team. We detoxify, that is, help bring conflicts and bad feelings to the surface, have them verbalized and resolved. DISC and VI are very helpful in this, as individual differences can be demonstrated by numbers and then explained.
Do you have any questions? Contact us at: firstname.lastname@example.org