The DISC is a behavioral assessment that enables individuals to recognize their own communication style and preferred methods for interacting with others. There is no preferred style, but rather just different styles. As an example, an “i” style is an individual who is very Influential, outgoing, energetic and has a preferred style of working very collaboratively in a team-based environment. However, a “C” style is an individual who is very Conscientious, reserved, quiet, analytical and has a preferred style of working independently in an environment that is rather stable and facilitates the production of quality work.
In our Everything DISC Management Workshop we work with supervisors and managers in a one-day, intensive skill-building session to improve communication skills and learn how to minimize conflict with others. As part of the workshop, each attendee receives a 27-page, in-depth Everything DISC Management Profile that is somewhat of a “blueprint” for each individuals’ communication and behavioral style. Approximately 3 weeks prior to a scheduled training event, attendees are sent an online login invitation to take a 20-minute assessment. The the data from each assessment is compiled into a comprehensive, 27-page individual profile that is then used during the Everything DISC Management workshop.
In our experience, particularly supervisors and managers often struggle with how to relate to some employees, especially during times when crucial conversations are needed to improve on-the-job performance. When interacting with employees, supervisors may recognize that they have an easier ability to provide direction, give feedback and coaching, and even disciplinary action with some employees rather than others. The reason it may be easier with one employee rather than another, is that a supervisor may be interacting with an employee who is of the same behavior style, thus there isn’t any conflict at all. They are sort of “cut from the same cloth” so-to-speak. However, when supervisors are required to interact with employees who may be opposite from their style, such as a very strong “D” supervisor who tends to be rather no-nonsense and results-driven, but must deliver sensitive feedback to an employee who is a strong “S” or Steady style, the result may not be so positive. An “S” style is an individual who tends to be more sensitive and reserved, so a strong “D” style may come on too aggressively and subsequently create conflict, hard feelings, and low morale. Sometimes the conflict can escalate to the point that a senior leader or HR has to intervene.
When supervisors and managers just aren’t “clicking” with some employees, the result is disengaged employees, performance and behavior problems, and ultimately costly employee turnover and/or legal issues. The benefit of leaders learning how to “people read” in the workshop, is that they gain valuable knowledge of how other behavioral styles prefer to work and communicate. And, through this ability to interpret communication styles and interactions, leaders develop a much stronger sense of how to adapt to the various styles that they must work with on a daily basis. Additionally, supervisors will learn strategies in how to more effectively motivate employees, how to delegate to different styles–and how to communicate with leaders above them to maximize their ability to “manage up” while also minimizing conflicts.
For more information on our Everything DISC Management workshop, or to purchase a DISC Profile for one or a few individuals, please email us at Info@rpchr.com or call us at (800) 517-7129 for more information and pricing.