Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
DiSC Model in Practice 
How To Deal With People You Can’t 
Stand
Background 
• William Marston: theory, 1920s 
• Walter Clarke, John Geier: assessment tool, 
1950s 
• More behavior-orient...
High D: Dominant 
• Also: Drive 
• Achieves success by taking decisive actions 
towards their goal. 
• Strengths: comforta...
High I: Influencing 
• Also: Inducement 
• Achieves success by persuading others to 
work with them towards the goal. 
• S...
High S: Steady 
• Also: Submission 
• Works with others as part of a team to 
achieve success 
• Strengths: good team play...
High C: Conscientious 
• Also: Compliance, Caution 
• Works within rules and procedures to ensure 
success. 
• Strengths: ...
Sample DiSC Graph
Mixed Types
Transitions 
HARD 
EASY 
HARD 
EASY
How to Detect Them 
• Assertive vs. Reserved; People vs. Task 
• Assertive: Move Fast, Talk Louder, Talk Fast, 
Interrupt ...
How to Deal with Them 
• Focus On Behavior 
• Be Less Of Yourself 
• Do Like They Do 
• Do Not Judge Or “Read Their Minds”...
Assertiveness: Interrupt or Pause 
• When You’re Talking, Pay Attention To 
How Quickly They Speak 
• Do They Start Talkin...
People/Task: Smile or Not 
• People Focused People Tend To Smile 
More 
• Count Their Smiles 
• Compliment Them And See If...
How to Detect by Email 
• Assertive: too quick for attachments. 
• Reserved: take time to read and write. 
• People-orient...
Email from Other People 
• High D: doesn’t use names, very brief. 
• High I: emotional typography, smileys, 
uses names a ...
Email to Other People 
• High D: brief, BLUF, begin with questions, 
no attachments or explicit reference. 
• High I: gree...
Correlations with Adizes 
Management Styles
Correlations with (Typical IT) Roles
Correlations with Gerchikov 
Motivation Models
Further Resources / Special Thanks 
To 
Mark Horstman 
http://manager-tools.com/
DiSC Model in Practice
Upcoming SlideShare
Loading in …5
×
Upcoming SlideShare
DISC PROFILE Allan_John-ENG_140423
Next
Download to read offline and view in fullscreen.

5

Share

Download to read offline

DiSC Model in Practice

Download to read offline

An overview of DiSC behavioral model and some practical advice on applying DiSC to your everyday working life, based on the materials from http://manager-tools.com/

Related Books

Free with a 30 day trial from Scribd

See all

Related Audiobooks

Free with a 30 day trial from Scribd

See all

DiSC Model in Practice

  1. 1. DiSC Model in Practice How To Deal With People You Can’t Stand
  2. 2. Background • William Marston: theory, 1920s • Walter Clarke, John Geier: assessment tool, 1950s • More behavior-oriented than MBTI and similar models. • Used for industrial assessments.
  3. 3. High D: Dominant • Also: Drive • Achieves success by taking decisive actions towards their goal. • Strengths: comfortable in a leadership role, problem solver, can make tough decisions, not afraid to confront issues, sees change as a challenge, stays focused on the mission. • Limitations (Others may see): intimidating, insensitive, brusque, impatient, intolerant, unapproachable • Margaret Thatcher
  4. 4. High I: Influencing • Also: Inducement • Achieves success by persuading others to work with them towards the goal. • Strengths: always available for others, inspiring to be around, spreads positive attitude, praises others. • Limitations (Others may see): tasks fall through the cracks, projects don’t get finished, lacks organization • Bill Clinton
  5. 5. High S: Steady • Also: Submission • Works with others as part of a team to achieve success • Strengths: good team player, empathetic to others’ needs, methodical, good listener, easy to get along with, appreciative of others, praises. • Limitations (Others may see): indecisive, indirect, resistant to change, sometimes worn down by others’ problems. • John Paul II
  6. 6. High C: Conscientious • Also: Compliance, Caution • Works within rules and procedures to ensure success. • Strengths: thorough, follows standards accurately, conscientious, diplomatic, accurate, fair (because following the rules does that). • Limitations (Others may see): overly concerned with perfection, aloof, delay decisions, wants more data, “fussy about minor issues”. • Bill Gates
  7. 7. Sample DiSC Graph
  8. 8. Mixed Types
  9. 9. Transitions HARD EASY HARD EASY
  10. 10. How to Detect Them • Assertive vs. Reserved; People vs. Task • Assertive: Move Fast, Talk Louder, Talk Fast, Interrupt (D & I) • Reserved: Speak Slower, Less Loudly, Never Interrupt (S & C) • People Focused: Talk About Themselves Or Others, Friendly, Warm, Smiling (I & S) • Task Focused: Focus On Tasks, Work, Processes, Systems, Seldom Smile (D & C)
  11. 11. How to Deal with Them • Focus On Behavior • Be Less Of Yourself • Do Like They Do • Do Not Judge Or “Read Their Minds” • Avoid Emotional Reactions • Adjust Your Energy • Learn To Imitate Outward Behaviors
  12. 12. Assertiveness: Interrupt or Pause • When You’re Talking, Pay Attention To How Quickly They Speak • Do They Start Talking Before You’re Done Or Wait For You To Finish? • If Someone Interrupts And You Do Not, Interrupt More To Reduce Differences • If You Interrupt And You’re Talking To Someone Who Pauses, Slow Down
  13. 13. People/Task: Smile or Not • People Focused People Tend To Smile More • Count Their Smiles • Compliment Them And See If They Smile In Reaction • Smile More With People Who Smile At You • Smile Less With Those Who Do Not
  14. 14. How to Detect by Email • Assertive: too quick for attachments. • Reserved: take time to read and write. • People-oriented: names, salutations, signatures. • Task-oriented: rarely use names. • NB: Very hard to diagnose if sent from smartphone.
  15. 15. Email from Other People • High D: doesn’t use names, very brief. • High I: emotional typography, smileys, uses names a lot, informal. • High S: long, personal, uses names. • High C: precise, structured, thorough, uses bullets.
  16. 16. Email to Other People • High D: brief, BLUF, begin with questions, no attachments or explicit reference. • High I: greet them by name, ask how they’re doing, compliment them, no attachments or explicit reference. • High S: same as High I, attachments OK. • High C: include all details, state deadlines, tell them you’re OK with imperfect answer / guess, names unnecessary.
  17. 17. Correlations with Adizes Management Styles
  18. 18. Correlations with (Typical IT) Roles
  19. 19. Correlations with Gerchikov Motivation Models
  20. 20. Further Resources / Special Thanks To Mark Horstman http://manager-tools.com/
  • MoamenNader1

    Jun. 21, 2021
  • Tieudao

    Jan. 3, 2018
  • rudypst1210

    Jul. 15, 2015
  • fchateau

    Jan. 15, 2015
  • akrasikov

    Oct. 6, 2014

An overview of DiSC behavioral model and some practical advice on applying DiSC to your everyday working life, based on the materials from http://manager-tools.com/

Views

Total views

2,357

On Slideshare

0

From embeds

0

Number of embeds

38

Actions

Downloads

150

Shares

0

Comments

0

Likes

5

×