The Extended DISC Model

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Certification Training

Training Goals

Understand the 4 Steps to Effective Communication

Understand the Extended DISC Tools Individual

Assessment Tools

Work Pair Assessment Tools

Team Assessment Tools

Deliver DISC and utilize resources

post-certification

Step 1:

Understand DISC Styles;

how people are similar and different

Step 2:

Increase awareness and how others see our style

self-Step 3:

Identify the main DISC styles of others

Step 4:

Modify our behaviors appropriately

to improve interactions

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History of the Extended DISC

§  Based on theories developed

by of Carl Gustav Jung, in the

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Jung’s Theory of Human Behavior

•   Identifies 4 behavioral dimensions

behavioral style

Intuition Sensing

Thinking

Feeling

4 Quadrant DISC Model based Carl Jung’s 2 axis

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4 Quadrant DISC Model

Unconscious Behavior Conscious Behavior

•   Role (Work) behavior

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Tool for observing and analyzing behavior

Measures how we do things

Builds on the 4 quadrant DISC Model to better reflect that we are more complex and multidimensional (160 vs 16 behavioral styles)

We can have up to 3 styles naturally

Everyone has D,I,S, and C styles (natural vs not natural)

Successful people/leaders comes from all styles

Focus on the halves

•  How things are

•  How things could be

Extended DISC Diamond

•  Relies on 6th Sense

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Extended DISC Diamond Key

Step 1:

Understand DISC Styles;

how people are similar and different

Step 2:

Become more self-aware and how others see our style

Step 3:

Step 4:

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None of the styles are better

or worse They all have similarities and differences

All styles have strengths and all styles have areas of development

99% of all individuals taking the assessment have a combination of styles

DISC Behavioral Styles

Task-orientation

Active

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Decisive, tough, drivers Strong-willed, direct Competitive, demanding Independent, self-centered

Focus - actively controls tasks and

Doing - ”Do it now “

How to Identify D-style

§   Becomes irritated easily

§   Is direct, says what thinks

§   “What’s the bottom line?”

§   Focuses on the big picture

§   States own opinions as facts

§   How does this benefit ME?”

§   Often appears to be in a hurry

§   Makes decisions quickly, hastily

§   Multi-tasker

§   Difficulty understanding others’ viewpoints or feelings

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Communicating with a D-Style

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Active

I -Style

Sociable, charismatic Talkative, energetic Spontaneous, impulsive Expressive, optimistic Persuasive, inspiring

Focus – actively involved with people and emotions

Under pressure –disorganized

Fear - social rejection

Change - "this is going to be fun!“

Doing – “Let's have fun doing it!"

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How to Identify I- style

§   Talks a lot

§   Is animated

§   Gets easily excited

§   Is open and friendly

§   Appears unorganized

§   Does not listen for long

§   Stays away from hard facts

§   Does not pay close attention

§   Jumps from subject to subject

§   Does not focus much on details

§   Talks about people he/she knows

§   May make decisions spontaneously

§   May ask same questions several times

§   May touch; comfortable with physical contact

Identifying an I-Style

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Communicating with an I-Style

Reserved

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S -Style

Calm, steady, loyal Careful, patient, amiable Family-oriented

Good listener Modest, Trustworthy

Focus – involved with familiar people

Under pressure – too accommodating

Fear - loss of stability

Change - “It's working fine now, why change?“

Doing – “Let's do it as agreed.“

How to Identify S-style

§   Nods and goes along

§   “Let me think about it”

§   Likes own physical space

§   Does not get easily excited

§   Asks questions and inquires about the specifics

§   Seems to have strong opinions but does not express them vocally

§   Completely new ideas/

things seem to make him/

her uncomfortable

§   Ponders alternatives, slow

in making decisions

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How to Identify S-Style

How to Communicate with S-Style

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Formal, disciplined

Focus - analyzes task and things Under pressure - overly critical Fear - criticism of work

Change - “Why do we need to change?“

Doing - “Let's do it right“

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How to Identify C-style

§   Focused on details

§   Quiet and cautious

§   Asks many questions

§   Not comfortable with physical contact

§   Appears reserved and somewhat timid

§   Doesn’t easily express disagreeing views

§   May have done homework on the products/services

§   Studies specifications and other information carefully

§   Makes decision only after studying pertinent facts/

issues

§   May be very critical; criticism based on facts, not opinions

§   “Fine” really is good

§   Tends never to forget Finds it hard to let go

How to Identify C-Style

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How to Communicate with C-Style

•   None of the styles are better or worse They have similarities and

differences

•   All styles have strengths and all styles have areas of development

•   Our style does not limit what we can accomplish or how successful

we can be Predicts how we prefer to do things

•   Successful people are represented by all styles They are keenly

DISC Behavioral Styles: Key Points

self-aware and are able to modify their style

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How to Identify the Main DISC

Step 1:

Step 2:

Become more self-aware and how others see our style

Step 3:

Identify the main DISC styles of others

Step 4:

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Identify The Main DISC Styles In Others

•  What the person talks about

•  How they say it

Tonality - loud, quiet, monotone, voice inflection, confident when speaking, emotional

Body language - animated, still, uses facial expressions, talks using their hands

Goal: Observe and identify patterns of behaviors Can be face, on the phone, written communication, etc

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Identifying Behavioral Styles

TALKS ABOUT:

Goals, oneself, hard values, results, change

TALKS ABOUT:

Facts, analyses, details, rules, instructions

TALKS ABOUT:

People, team-spirit, good things, future, oneself

TALKS ABOUT:

Agreements, principles, past, proofs, one’s team

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Determine: Task-oriented or People-oriented?

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People - Oriented

Task - Oriented

Introvert

Extrovert

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Is it correct and am I your “go-to”

person?

Is it done and am I great?

Is it safe and will you support me?

Is it fun and

do you like me?

Identifying DISC Styles

Am I right ? winning? Am I

Am I safe ? Am I liked ?

Identifying DISC Styles

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Logical

Competitive

Direct

Social Helpful

Accurate

Patient

Systematic

Energetic Reliable

Identifying Your Style:

Extended DISC Individual Assessments

Step 1:

Step 2:

Become more self- aware and how others see our style

Step 3:

Step 4:

Modify our behaviors appropriatel

y to improve interactions

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Things to Remember about the Personal Analysis

Based on the DISC model

This is not a test The analysis has NO right or wrong answers, but there are 24 forced-choice questions which are challenging

It is a behavioral inventory based on self-evaluation and designed to clarify in what order and relation to others an individual prefers the areas

of the four-quadrants

Measures your natural behavioral styles or natural reaction mode in different

situations The report shows who you actually are, not just who you think you

need to be in your current work environment

Extended DISC Personal Analysis

Does NOT measure intelligence, experience,

professional skills, ability or attitudes

Does not limit a person's ability to develop in another direction or work environment Everyone has the ability to adjust their behaviors

- our style should not be used as an excuse for us or for other

people

Not just a “pretty picture” report – shows things we like to see

about ourselves, things we may not necessarily like, and things

we may be unaware of (our blind spots)

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Extended DISC Personal Analysis

We have a client email template available for you to edit and send out to your clients to take assessment

Required: Access Code (Project): ENG-Sandler Website link: https://www.finxs.com

To achieve the BEST (high validity) results:

•  complete the questionnaire as honestly and quickly as possible; don’t

overthink your answers

•  the questionnaire should take approximately 10 minutes of uninterrupted time

What is an Access Code/Project?

Who does DISC data belongs to? What report is generated? Where is report sent?

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What is an Access Code/Project?

Who does DISC data belongs to? What report is generated? Where is report sent?

Invalid Results

•  Can’t blindly guess, automatically generate results and thus, provide misleading results

•  Must be able to clearly identify at least one DISC style to generate results

•  Looking for consistent pattern of response

•  Does not indicate a problem

•  Wait 24-36 hours and have individual redo assessment

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To Take the Assessment

Assessment Instructions

Demographics

Demographic Information

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Instructions

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One Questionnaire: 24 Questions

•  Describes you most

•  Describes you least

Report Delivery

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Profile II: Natural Style – Your natural style remains fairly stable, but not rigid, over your adult life It is the style that is most comfortable to you and uses the least energy

Profile II = Natural Style

TIP #1: Draw a line across the

mid-point on your profile

TIP #2: The largest number is your

primary DISC style Your dot will sit in

Lower Level Percentages

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Little bit of homework

Individual Assessment

q   Look at your profile II: what is your natural style? What is your dominant style?

q   Read the at a glance page–does that describe you?

q   Look at behavioral competencies

q   What observations do you have?

Stand and Defend Exercise

q  Look at the cars on the streets or just think of cars

q  Group them into D, I, S, or C styles

q  Why did you group them to the particular DISC style?

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Profile and Diamond

Extended DISC Individual Assessment

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Exercise: Identifying Profile II

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Exercise: Identifying Profile I

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Exercise: Identifying Profile I

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-   Ask for others’ opinion and comments!

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to make an impact on your performance

•   Items that you agree with generally do not generate a change in your behavior

•   “What is the compelling reason to change?”

Considerations When Faced with Push Back

If individual disagrees with certain statements in the report, ask him/

her to:

•  Consider the statements in various contexts, especially in new situations

•  Consider if the statements used to be true until s/he consciously worked on

these areas of development

•  Have other individuals provide feedback on the statements Often we are blind to certain aspects of our own style while others see them clearly

•  Set the statement aside and return to it later after having a chance to

reflect on the entire report

•  Disregard the statement Again, no assessment can provide 100 percent

accurate statements every time Focus on the big picture

Items that you generally agree with tend not to initiate change Need a compelling reason to change Strong statements in the report are designed to identify blind

spots and illicit change

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- requires energy

- drains our energy

- decreases our motivation

- tends to avoid

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Reactions to Pressure Situations

•  takes more energy

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•   We overlook our strengths We need to

recognize and utilize them

•   We take strengths for granted “Everyone

can do that.”

•   Stress, pressure and fatigue are the enemy

of behavioral modification

•   “I’m successful! Why change?”

Numbers are not scores, but indicators of energy

Someone with a blended style (2-3 styles) may have

a tighter distribution than someone with one style who may have more extreme distribution (“hot spots”)

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Relationship Roles

How the individual interacts in group settings

Step 3: How to Identify Other’s Styles

Based on OAR Acronym

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Active vs Reserved?

Task vs People?

Step 4 Overview and How to Adjust Tips

•   When communicating with D,

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Sample Reports

Individual Assessment

Concise Report Used For Candidates

Sales Assessment Sales Assessment For The

Assessment For The Manager To Use In Coaching/Managing The Individual

Manager Assessment Leadership Assessment

•  Business Development Assessment for individuals that are not in traditional “Sales”

but need to bring in new business Examples: CPAs, Lawyers, Engineers, etc

•  Customer Service Assessment

•  Sales 18 Competences

•  Team Assessment

•  Work Pair Analysis

•   Look at your Profile II: What is your natural

style? What is your dominant style?

•   Read the At a Glance Page–does that

describe you?

•   Look at Behavioral Competencies – are

any behaviors that are important to your job? Are any of the identified behaviors natural to you or does it require energy and

adjustment?

Reviewing Your Report

Tiêu đề	The Extended DISC Model
Trường học	Extended DISC N.A., Inc.
Chuyên ngành	Human Resources
Thể loại	training material
Năm xuất bản	2018

Định dạng
Số trang	80
Dung lượng	21,59 MB