Author: Christina Bowser

How can you use DISC to manage your stress, and also help your employee’s manage stress? Managers can use DISC as a tool to identify when employees are feeling stressed; although, keep in mind, not all people exhibit stress the same way. In addition, there are also different stressors for different DISC Styles. What may be a stressor for one person may actually be a motivator and energizing for another.

How can we be more self-aware to better manage stress

Managers who are able to recognize when employees are showing signs of stress can also take the extra step to understand when to step in and how to help alleviate stress in their employees. This will help employees become more productive team members.

Small amounts of stress can be good for us and help motivate us to achieve our goals. Yet, too much stress can impact our health, job performance, and overall happiness. We live in a fast-paced society, with many people interactions and lots of demands. While we may not feel stressed all the time, every one of us find ourselves in situations that cause us to feel stressed. When we are pressured or stressed we simply don’t have the same energy and focus to modify our styles; therefore, we become more of who we are naturally. Regardless of our style, we all feel stress at one point or another. But what causes our stress? How do we show and respond to stress? For each of us that will be different.

Our hard-wired natural style determines the causes and signs of stress we experience. Everyone responds differently to situations; some situations may cause us to feel uncomfortable, pressured, and ultimately stressed. However, if we have more self-awareness of our DISC style and our stress triggers and reactions, then we are more likely able to manage ourselves when we are in stressful situations.

D-Styles and Stress Management

The cause of stress for D-styles may be situations where they do not have independence or control; for example, if their ability to make independent decisions is taken away or if they feel micromanaged. Feeling stressed begins to amplify their strengths; essentially they become more of who they are naturally. Typically a strength of the D-style is to be assertive and direct. However, when stressed they are likely to become aggressive, impatient, tunnel-visioned on a task, or insensitive.

We need to look at the causes of stress in order to help alleviate it. We know that D-styles want independence and a feeling of control; so giving them choices gives them a sense of control. If they feel like they are in charge and able to act independently, then they will feel more comfortable. Obviously, we can’t always control the situation; but oftentimes we can make small adjustments to consciously improve it.

I-Styles and Stress Management

If I-styles feel they are losing influence or sidelined, they will feel stressed. I-styles seek flexibility and variety; therefore if they feel restricted or overly-structured, it will cause them stress. When they feel pressure, they are likely to overuse the strengths of their natural style. For example, they will become overly focused on relationships or become too interested in the opinions of others. They may become disorganized or try too hard to be liked–to the point they come across as insincere.

I-styles thrive on interactions and being able to influence people. They will feel more comfortable if they are given the opportunity to interact and meet people. In addition, I-styles respond positively if they are given independence and flexibility.

S-Styles and Stress Management

S-styles are emotional and people-focused; but they do not tend to display their emotions outwardly. When they encounter unexpected changes and unstructured situations, they may feel stressed. Although, it may not be readily apparent, unless you look for the signs. When S-styles feel pressure they can become overly cautious and try to keep the status quo. They may also become withdrawn and hidden. They may resist everything and be stubborn.

The best approach to helping S-styles alleviate stress is to pay close attention; often the signs of stress are not obvious. They seek sincerity in your guidance. They feel more comfortable in one-on-one relationships so it is best to build rapport. It’s best to provide as much information as possible so they feel the environment is more secure and stable.

C-Styles and Stress Management

The cause of stress for C-Styles can occur when they don’t feel they have enough information or they are unclear about their roles. They prefer to avoid conflicts, chaos, and uncertainty. Signs of stress in a C-style include questioning everything, fearing the worse or becoming withdrawn and distant. They will refute anything that is not logical and refuse to move in any direction unless they feel everything is perfect.

The best way to alleviate stress in the C-style is to provide as much information as possible and clear instructions.

Using the Extended DISC Assessment in Stress Management

Remember, not everyone deals with stress the same way. D-Styles and I-Styles may be overt and vocal when they are stressed. However, S-Styles and C-Styles are likely to shut down or become invisible; making it difficult to recognize when they are feeling stressed. The DISC tool provides a road map to understand how we naturally prefer to do things, including how we react and how we best manage stress.

The goal of using the Extended DISC’s 4 Step Process is effective behavioral modification.

Your success in life – both professional and personal – is determined in a very large part by how well you interact with other people. Your ability to effectively relate, communicate, influence and motivate others is a crucial skill in creating successful relationships with customers, prospects, colleagues, subordinates, managers, friends and family members.

Why do we need 4 steps to achieve behavior modification?

You have probably noticed it is very easy to get along with certain people. You almost instantly and effortlessly understand the other person. The communication just flows. It is a lot more than just mutual understanding of what is being said. It is as if the person sees you and the rest of the world in very similar terms. When it happens, everything is easier. Think about the last time it happened. Wasn’t it effortless and uncomplicated?

Unfortunately, with most people, communication takes more effort. It does not flow as easily. You cannot quite understand where the other person is coming from, what they really want, and what their intentions are. You may also have an uncomfortable feeling the other person is experiencing the same. You know the outcomes of the interaction are not quite what you want. You may lose a sale, frustrate a customer, de-motivate an employee, or anger a friend. You are likely to feel disappointed, frustrated and even tired. It takes energy, effort and concentration. And yet, the results are still not what you hoped they would be.

In these situations you probably feel there is something you could do, but are not quite sure what that is. You know your end goal – your destination – but are not sure how to get there. It is like being lost without a map. Your Extended DISC® Assessment report and support materials will provide a map to more successful interactions with others.

Overview of the 4 Step Process

The Extended DISC 4 Step Process was developed to help individuals achieve success.  Behavioral modification can be challenging and hard to sustain. This simple approach can be consistently applied to a wide variety of applications such as general communication, leadership, conflict resolutions, and sales. The 4 Step Process involves:

• The four main human behavioral styles.
• Who you are and how others perceive you.
• How to read other people and better understand them.
• How to adjust your communication style to achieve your goals.

Step 1: Understanding DISC styles

Clients need context in order to interpret their own assessment results. First, they need to understand the DISC Model is non-judgmental; there is no better or worse result. However, the results are clearly defined in a safe and universal context. Next they need a clear understanding of the similarities and differences between the DISC Styles. Once they understand the DISC model, they can begin to understand the report and identify their own DISC style.

Step 2: Identifying your style

The Extended DISC Assessment is laid out in a way that makes it accessible and flexible to use. There are different types of reports that speak directly to people in different roles. The reports contain information identifying the person’s style, but also shows how others may perceive this individual’s style. It may also show areas the individaul is not aware of, this is called a “blind spot”.  Individuals are able to gain better self-awareness about how they prefer to do things and how they tend to show up in different situations.

Step 3: Identify the DISC styles of others

Many behavioral assessment tools are effective at Step 2; helping people in their self-discovery. However, that is usually not enough to achieve success. If the person is able to identify the DISC style in others using a simple observe, assess, and recognize approach, then they will have more information on how best to make behavioral modifications.

First, we observe a person’s pattern of behaviors in a non-judgmental way. Next, we use the DISC model to determine if the person is more task-oriented versus people-oriented, and more active versus reserved. Now we are able to identify their primary DISC style. The key to identifying styles of others is to practice and be mindful of ever interaction; whether it is in person, on the phone, in emails, etc.

Step 4: Modify your behavior

The most important step is to modify behavior. People need to understand that DISC is not about changing who they are. In the DISC Model there is no better or worse; only similarities and differences. Often, these temporary adjustments we make are very brief. If we practice and are mindful of when we modify our behavior then it will become second nature and we will quickly see positive results in our work and daily lives.

Goal of the 4 Step Process

The goal of the 4 Step Process is to understand our preferred behaviors, and applying them effectively. In addition we need to be able to modify them to different situations. Ultimately, the goal is to increase our situational self-awareness and to develop a strategic behavioral response.

To learn more about the 4 Step Process and resources visit our website or contact us directly at +1.281.298.6073

“Insanity: doing the same thing over and over again and expecting different results.”

Albert Einstein

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Continue reading “Successful Onboarding Using Extended DISC”

Learn ways to promote and sell Extended DISC^® assessments to your clients and organization.

You know the strength of DISC in improving communication. You may also know how to deliver DISC, but how do you promote and sell Extended DISC^® tools? Are you working for a training company or are you an independent consultant looking to enhance your business? Perhaps you’re an internal trainer looking to use the DISC tool to help your employees succeed. Whatever the reason, we can all use tips on how to effectively promote and sell Extended DISC^®.

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The beginning of the new year motivates us to set new goals and it may also help us feel better about shortcomings of the previous year. So how can DISC help in goal setting?

DISC impacts everything we do; how we react to pressure, how we socialize, how we react when the fire alarm goes off, etc. We cannot escape our DISC style. When you see successful people, regardless of their industry, they are always confidently self-aware.

Chances are you’ve been asked, “What makes Extended DISC different from other DISC tools?” They are not all the same. The distinction between the assessments is critical to getting the right information to actually improve communication skills.

Continue reading “What Makes Extended DISC Different from DISC?”