Category: Blog

Have you ever watched your clients reviewing their results during a DISC coaching session? You’ll likely see them nodding their heads, as if in agreement with results. Suddenly, they stop reading.

As coaches and managers, you may encounter clients who disagree with a certain section of their DISC reports. What’s the best way to manage pushback during a DISC coaching session? How can you constructively respond and move the client forward?

Be Proactive: Prepare for Your DISC Coaching Session.

The key to an effective coaching session is to be prepared. Results of the DISC Assessment are the focus of the DISC coaching session. First, you must get to really know the DISC tool. However, you can then consider using parts of the DISC report to your own advantage. If you plan and prepare for your DISC coaching session, there is less chance of encountering pushback. Even if pushback occurs, you will still be ready!

Consider Your Own DISC Style

First, consider the DISC styles of your clients from your own view. Once you’ve identified the DISC profile of your client, you may need to adjust your own DISC style. Do you need to work on building trust with your S-style client? Do you need to focus on clear action-oriented goals for your D-style client?

There will be times when your coaching is not getting the desired results. Focus on your own DISC style. If your DISC style doesn’t match up with your client’s DISC style, did you make any adjustments? Make sure you’re not the roadblock to difficult DISC coaching sessions. Remember, we are the only ones who can control our behaviors.

It is our job as coaches to see if any adjustments need to be made in order to create a smoother interaction. We will be better prepared if we remind ourselves before each coaching session to adjust our own behavior.

Set the Stage for an Effective DISC Coaching Session

Your client is reading the section describing their most natural preferred way of doing things. Often times, they don’t grasp the descriptor words are describing typical behavior as seen by others. It may not be how they would describe their own behaviors. Hence, you may experience pushback or disagreement that a statement “doesn’t describe them”.

Remind your client to read the text as such and use it to develop an overall picture. When evaluating specific statements, it is important to consider their conscious ability to adapt their behavior to fit the needs of the specific situation. Also, it may not take into account what your client has learned to do outside of their natural style. The report may not recognize what clients believe themselves to be, since it is focuses on natural and spontaneous behavior. Let’s say your client has always been the most decisive one where they grew up. However, when compared to all people, they would not be considered decisive.

Tips for Overcoming Pushback in a DISC Coaching Session

If your client disagrees with a statement in the DISC report, you can offer options for interpreting the results.

• Consider the statements in various contexts. For example, the client should consider their behavior under pressure, at home, and in new situations.
• Consider if the statement used to be true, but your client has consciously worked to develop these areas. Would the statement be more valid if reflecting beginning of your client’s career?
• Give the DISC report to someone who knows him or her. Have them provide feedback on the statement. 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. Allow time to reflect on the overall report.
• Disregard the statement. Again, no assessment can be 100 percent accurate even though it is a self-assessment. There are other factors like skills, experience, attitude, and job roles, which need to be considered. Overall, it is best to focus on the big picture.

Overall Goals for an Effective DISC Coaching Session

There are sections of the DISC assessment that help your client discover what motivates them. In addition, use the sections of the DISC report that help your client identify what may drain their energy. Don’t overwhelm your client by addressing every motivator or de-motivator. Context is important. Jobs and work experience can play a factor in which items are currently relevant. You will less likely encounter pushback if you help your client focus on the items that create the most impactful results.

Nurture your client’s confidence by focusing on the Strengths section of the DISC report. Who doesn’t love reading about their strengths? In addition, reading about their strengths may help them better accept their development areas. It’s hard a embrace one area of the report and refute another when it is all based on the client’s natural style. It helps decrease pushback and keeps them focused on the big picture.

Slow down and be present. Your client is the only one that can accept their DISC results and decide to make behavioral changes. We need to listen to their reasons for disagreeing and coach them to reflect and identify areas they need to be more self-aware. They also need to feel empowered. They are the only ones who can truly make the changes.

DISC Assessment Resources for Coach’s and Managers

We offer the 2017 updated Coach’s Playbook to help your client reach sustainable behavior change; one that will improve their performance and daily lives. We’ve designed the Coach’s Playbook to help you debrief the Individual Assessment with your client. However, it is also a good resource to deepen your own knowledge as a coach.

There is no rigid set of guidelines for delivering the perfect DISC coaching session. However, there are many tips, when matched to context a DISC coaching session, that can maximize benefits for the coach and client. Finally, reassess progress and move forward. Practice the above tips that work best for you and your client.

What’s the next step now that you’ve reviewed your client’s DISC report or Sales Competence Assessment? Start on a Behavioral Action Plan to take your client to the next level of success.

The goal of the Behavioral Action Plan is to identify and list key behaviors your client can modify to achieve their goals. It helps your client create a planned series of steps. However, the steps should not be rigid. Flexibility allows your client to better adapt and adhere to the plan.

Before Starting a Behavioral Action Plan

Your client must first understand and use the 4-Step Process to Effective Communication. Once they know DISC , their DISC profile, and how to identify the DISC profiles of others, they can move on to the most important step. Step 4 focuses on the need to suitably modify one’s style to improve performance and success.

The real value is for your client to use what they’ve learned using the assessment, reflect on what they would like to change or modify, and implement the adjusted behaviors. Once your client begins adjustments, they must continue to be aware and practice.

Starting Client’s Behavioral Action Plan

Have your client write down all goals. Keep in mind the DISC styles when creating goals. For example, C-styles and S-styles may need more time to think and review. Keep them focused on a workable plan they can put into action now. If your client can see progress right away, then they are more likely to stick to the plan.

Once your client has written down all their goals, it’s time to focus on goals that can be acted on. Determine which of the goals require them to modify behaviors. Focus on goals and behaviors. Not all goals can be reached with behavioral change. Goals requiring skills and training, can be reviewed at another time.

Focus on Behavioral Goals that Will Have the Most Impact

Now that you have goals based on behaviors, classify each as high, medium, and low. Focus on High Priority Goals first. Hence, your client can view the goals that are most vital to their success right now.

Which goals can be met the fastest or have the greatest impact on your client’s success right now? These goals should have the most positive impact on your client’s life and career. In addition, these goals may have the biggest negative impact if not addressed.

Your client should not have more than 3 – 5 High Impact goals at a time. The client can focus on making succinct and effective changes. Your client will also avoid being overwhelmed and even unmotivated.

Group High Impact Goals According to Types of Changes Needed

There are three areas to further group High Impact goals. The first is to highlight goals that need an overall adjustment. For example, “high” I-styles may decide to work on active listening in their team meetings.

Next, highlight goals that need a specific adjustment for certain situations. For example, let’s say your client is an S-style client. The specific goal is to increase monthly sales closings by 10%. In order to reach the goal, they may need to bring up D-style behaviors for brief moments for the sales process to move forward.

Finally, highlight goals that focus on a key person. These goals focus on adjustments your client needs to make that revolve around one key person. For example, your client’s goal is to communicate better with his manager. Be very specific on how to adjust the client’s own style to communicate with the manager, based on the manager’s style.

Determine Adjustments Needed to Achieve Goals

For each High Impact Goal, determine what exact behavioral changes(s) need to be taken to achieve the goal. Will your client need to promote or downplay their DISC style? There are times when adjustments will involve both. Be as specific as possible on actual real world adjustments that needs to happen.

Coach your client to think of adjustments they can make to achieve a goal. Remember, the S-style example from above? They want to increase their sale closing. Adjustments here may include more cold calling, asserting stronger sales style, and moving quickly while focused on closing.

The DISC Assessment and the FinxS Competence Assessment help your client to better identify and spotlight those impact goals. The reports identify both strengths and development areas.

DISC Assessment and Behavioral Action Plan: Where to Start?

The At a Glance Page of the DISC Assessment identifies how others typically see your client’s DISC style. Use this section to address key development areas. Have your client consider the positive impact of making a change. Also, consider the key behavior change needed.

Take a look at the Comfort Areas Map. Consider what DISC style behaviors are required to achieve client’s goals. Does your client’s DISC style comfort area cover the behaviors required for the adjustments? If not, your client must use energy to focus on the change. Example: If your client feels the need to update their manager regularly on a special project, then they may need to actively increase S-style behaviors.

Additional Sections in DISC Assessment to Use

The Motivators/Reduce Your Motivation pages identify aspects that increase or decrease your client’s motivation. Are the high impact goals in line with your client’s motivators or de-motivators? Are there any changes to the goals, based on motivators and de-motivators, that would benefit your client?

The Strengths page helps your client to see and to capitalize on their natural strengths in achieving the goals. Use the natural strengths since they are always present and easier to use. Do not take strengths for granted! Working toward goals may not be easy and takes practice. It also involves pressure. Look at the Situations that Reduce Motivation page. Think about the goals where your client can manage pressure before they occur. Hence, it will make reaching goals more attainable.

Use the Behavioral Competencies section to identify key behaviors to achieve goals. Select behaviors that are relevant to your client’s present role. Now your client has a group of behaviors to add to behavioral goals. Select the ones most likely to help your client achieve success right now.

Using the Sales 18 Results with the Sales Competence Results

FinxS^® Sales 18 and the FinxS^® Sales Competence Assessments match a person’s DISC profile to their current skill level for 18 key sales skills. Each of the 18 key sales skills has a group of related behaviors. Clients can clearly see their own unique sales strengths and development areas.

In addition, the Sales 18 report can identify if a person is performing better than their natural style predicts or if they are not using their full potential. For example, if the person has low Prospecting scores in skills and also in their DISC Style, then you can predict a lot of energy and work ahead to develop the persons Prospecting skills. Your client may want to focus on other more attainable goals at this time.

What if your client’s prospecting skills are low, but they have a natural strength when it comes to prospecting behaviors? The gap can tell us your client should do well with prospecting, but something is holding them back.

The added information can further assist in creating a behavioral action plan and predict sales success. The action plan becomes very specific. You know where to focus your client’s energy and time.

Tips to Creating a Useful Behavioral Action Plan

Have your client keep a journal to document when they adjusted their style, what the outcome was, good or bad, and how to improve further. Identify tips that they would benefit from if they were to make conscious adjustments to their behaviors. Once you have helped your client determine the type of adjustments needed, help them come up with specific scenarios and discuss how to begin making the behavioral adjustments.

There are additional sections of the DISC and Competence assessments that can be useful. Your own expertise and experience will help you identify DISC report sections that work best for you and your clients.

Goals need to be re-evaluated as situations, priorities, and career changes. Consistent re-adjustment is key to avoid becoming stagnant. Emphasize to your client to be comfortable with who they are. Often behavioral adjustments need to only last a brief period of time. Your client does not need to focus on changing who they are, but simply on changing their behaviors appropriately.

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While turnover is another part of managing workers, there is stress, and a cost in time and money.

You’ve gotten the cake, had the farewell party and are looking for a replacement. Now, it’s time to find a replacement.  Have you stopped to think about the true cost of your team’s turnover? Replacing quality talent takes time and costs money; you’ll need to find, hire and on-board the replacement worker while the rest of your team covers their responsibilities. Retaining key team members lowers your costs, reduces your aggravation, and makes your entire workplace run more efficiently.

Why Does Retention Matter?

The more skilled an employee is, or the higher the position they hold, the costlier it is to replace them. According to the Center for American Progress (CAP), it can cost anywhere from 50% to a whopping 150% of a worker’s annual salary to replace them. Highly skilled technical workers, supervisors and managers are the most expensive team members to replace, but even those working at entry level cost about 50% of their annual salary when they leave.

The High Cost of Employee Turnover

Any time an employee leaves, you’ll need to pay some direct costs to replace them, but there are indirect costs and even an impact on your ability to serve customers as well.

Direct Costs of Replacing an Employee

Recruiting: If you lose a team member and have to pay to use a recruiter, you’ll pay an average of about 25% of that person’s annual salary to replace them. Doing it alone? You’ll still need to spend some money on recruitment efforts.

Salary: You’ll also often have to spend more money on a new hire than you would if you were promoting or hiring from within. You’ll pay an average of 20% more for an external new hire, according to research from the Wharton School of Business at the University of Pennsylvania.

Training, Certification and Testing: If your new hire needs to take a class, become certified or requires credentialing, these expenses can add to your fees as well.

Labor Cost: Someone is going to have to pick up the slack while you recruit and on-board a new team member. The actual hiring process takes time as well, so you and key team members are all going to be directing time towards a non-billable project each week until you find your next hire. If any of those workers are hourly, you’ll be paying some overtime; salaried workers may even encounter tax restarts if they are compensated for extra time.

Turnover Effects on Clients

If you lose a salesperson or a preferred customer service person you could even see some residual effects when dealing with your clients. Sometimes clients will follow a preferred employee or leave the business entirely if they experience changes.

The bottom line?

Turnover is bad news for your business.

Reduce Employee Turnover and Retain your Best Talent

How can you beat this cycle and avoid overpaying for new hires? Retaining your best talent is a must, but even your unskilled workers will cost you money if you have constant and ongoing turnover. According to the Society for Human Resource Management, there are things you can do to retain your best talent.

Pay Attention

In many cases, there are clear signs of trouble before you lose a key employee. You may begin to realize just how high your replacement costs have become. Notice how swiftly your teams are turning over and how often you are losing good staff members. If it happens frequently, there is something wrong somewhere. Either the employees are not well suited for the roles they have, there is something wrong in a specific department or you could be managing your assets poorly. Knowing that something is up and that you have a problem is the first step towards fixing it.

The Retention Process Begins at the Date of Hire

Hiring someone that is suited for the role and can actually do the job is essential; giving an accurate idea of the responsibilities and daily tasks matters as well. If you’ve talked up the job to sell it to your favorite candidate and they discover the role is not exactly as exciting as you’ve made out, they’ll leave as soon as they can. Whether your new hire is over their head or over qualified, either type of mismatch can spell trouble for your turnover rates.

Understand your Team and their Unique Needs

The same DISC assessment models that help you spot leaders and strengths within your organization can provide real-time, meaningful data about your individual team members. If you know you have a lot of “D” types and you’re expecting them to perform passively or to be real “people” players, you’re missing the mark.

Understanding your team’s DISC profiles can also help you uncover what motivates them. You can find the key to providing rewards and incentives they’ll truly respond to. We recently took our team to one of those fun new escape rooms – and not surprisingly, everyone immediately responded as their DISC profiles suggested they would.

Measure Satisfaction Regularly

How happy are your employees? It is easy to overlook morale and loyalty in the rush to complete projects and meet goals. However, taking the pulse of your team occasionally can alert you to trouble ahead. Simply asking for feedback actually goes a long way towards helping your retention rates, since employees feel their input and opinions are valued enough for you to ask about them.

Don’t Shop in the Bargain Bin

You can save money on a lot of things for the office, but your team isn’t something to scrimp on. If you want top talent, you’re going to have to pay for it. Employees who are underpaid or who feel undervalued will swiftly begin to look for a new place to work.

Money isn’t Everything

You should pay a competitive salary, but other perks matter too. Soaring health insurance costs make your benefits package more important than ever, while little perks like a company coffee bar and in-house gym area make a big impact for workers. According to the Wall Street Journal, these little perks go a long way when it comes to building loyalty.

Incentivize, Notice and Reward Loyalty

Recognize employee anniversaries – all of them, not just the big ones. Your employees, whether they’ve worked one or 10 years for you, need to be recognized for their service. They need to know they are valued. It’s easier to accomplish if you’re aware of the their DISC profiles. You will have insight on what motivates and demotivates them.

Rewarding employees who do a great job with inexpensive but meaningful perks and incentives can also go a long way. That $25 Starbucks card may not cost much, but your employee will appreciate and remember it.

Leadership Plays a Key Role in Retention

The way your management team (and you) interact with your employees sets the tone for your entire culture. The behaviors you model will influence how your team interacts and how they behave towards one another.

Try to set high goals for yourself, your team and your organization. Then make sure to support everyone on their way to achieving those goals. You are far less likely to lose key players, at least on a regular basis. Providing your team with the tools they need to succeed, cheering them on, and even giving them some accountability ensures that they always feel respected and valued and that your culture is where it should be. Not everyone is going to go home from work happy and excited every day – but there should be more great days than bad ones.

Beat the Retention Gap

When you create a culture of accountability, make sure to invest in your team. Also, take the time to find out what they want and need from you. If you do, they are far more likely to stick around. Happy employees are satisfied, work more effectively and productively and make your workplace better for everyone.

Taking the time to assess where you are with your employee satisfaction and retention efforts and learning more about how your team works and what motivates them can help you reduce turnover. You’ll benefit from a more stable staff and drastically reduced recruitment and hiring costs. In addition, your whole team will benefit from a positive, stable environment at work. It’s never been easier to get the insight you need into your team; our innovative approach to the DISC styles assessment can give you the tools you need to succeed.

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Have you ever tried an Escape Room challenge? They are adventure strategy games with time limits, where escaping wins the game. If you’ve ever tried it, you’ll see DISC styles under pressure!

What better setting to show DISC styles under pressure than to be locked in a room with family, friends, coworkers, and even strangers? Our team of six took on the challenge, but what was really in store for us?

What is an Escape Room Challenge?

Wikipedia describes Escape Room as a physical adventure game. Players solve puzzles using clues to finish and escape before the time is up. It’s a game filled with time limits, tight spaces, and frenzied interacting players. Your group has to work together to win. Challenging right?

Game Designed to Show DISC Styles Under Pressure

Our room was built like an Old West bank and cramped with props. This was supposed to be all fun and games, but the pressure’s on from the start. As the door closed, the wall clock starts to tick down. Wait a minute! Aren’t we supposed to receive instructions? Nope, the door closed and we were off and running. We had exactly 60 minutes to rob the bank and escape with the loot. We ran around frantically in search of clues that would open the safe and win the prize.

Crazy people running around, racing against the clock, multi-tasking and trying to figure things out all sounds like a typical day at the office right? You may be used to juggling emails, meetings, and deadlines, but you go home exhausted and frazzled. You spent countless hours in meetings trying to get your opinion heard. Your co-worker is trying to explain something to you. She totally gets what she’s trying to tell you, but wonders why you don’t. You wonder how she could possibly think anyone can understand her explanation. The project deadline is looming. You are both frustrated.

What if there was a tool that could make our workdays more effective? Knowing our DISC styles under pressure can help us achieve so much more.

Tool to Help DISC Styles Under Pressure

There’s no way to eliminate pressure, but we can control how we react to it; especially if we have a behavior action plan prepared. If you develop a strategic response plan to common situations, then you will be better prepared to manage stressful settings. However, you need a place to start. You can start by understanding how you naturally prefer to do things or knowing your DISC profile. Your DISC assessment shows how you prefer to communicate, what motivates you, how you show up under pressure, and more.

Once you understand DISC and are more self-aware of your own DISC style, then you can move on to how you interact with others. DISC helps you to identify the main DISC style of others, which gives you more information about the person. Ultimately, the key to the 4-step process is to adjust your behaviors appropriately to improve your interactions. You are in control. That’s good news.

But, when you are stressed or feeling emotional, the focus and energy you’d normally use to make the adjustments isn’t there. In the Escape Room Challenge you’re excited, feeling competitive, and racing the clock. Players are hurling information and demands at you from every direction. You are doing the same thing to others. Emotions get higher and higher and the situation can quickly escalate into chaos.

How Did Our DISC Styles Under Pressure Do?

It can happen in a game and it can happen to us in our daily lives. That’s why exercises like the Escape Room Challenge are useful. They remind us that when we are emotional and stressed, our DISC Styles are more likely to show up. However, the behaviors that are most natural to us are not always the most effective in the current setting. Whenever possible, you need to evaluate, before situations come up, how we can better modify our DISC style.

Obviously, we escaped. I will even brag that we did it in record time, but there was lot of confusion, misunderstanding, and arguments. We definitely could have worked better as a team, but hey, it was just a game, this time around. I know you want to know how we actually escaped, right? Let’s just say there were some locks cracked, unarmed spontaneous shots fired, and bombs detonated. Sorry, but I’m not giving away the secrets to escaping. You will just have to win it on your own!

DISC can be an effective tool to enhance customer service. Imagine how much more engaged and responsive your customers would be if you communicated in a DISC style that was comfortable and natural for them?

DISC assessments can provide an added layer of information to use in customer analysis. In addition, managers can use DISC profiles to match their staff to the job roles where the employees are more likely to thrive. These DISC assessments can be a part of customer service training. They can help salespeople and others who have customer service jobs work with people more effectively. Not only does that mean a business with smoother operations, but also creating a customer base that feels valued and loyal.

Where Does Great Customer Service Start?

Great customer service starts with well-trained employees. People look for a positive experience and prefer dealing with a real person. In the U.S. the ballpark cost of customers going elsewhere, due to poor service, is estimated to be close to $1.6 trillion. Customers will switch to another company and they will also make sure to tell others about their poor experience. Companies can’t rely on the quality or popularity of their product because service can be a deal breaker. They need to build in great customer service. DISC can give customer service employees a tool to create a positive consumer experience.

How does a customer service manager go about building a great team? There is no perfect or ideal style when it comes to customer service staff. Experience and training also plays an important role. However, there are some styles that are more naturally suited for different customer service settings. When building a team, it is also important to focus on team dynamics. The DISC assessment can help employers select the best roles in their company for employees to thrive. Customer Service teams that interact well as a group will function more smoothly and be more productive.

Customer service is important. It’s based on how employees and customers interact. We all know the importance of treating the customer right, but what if we treat the customer the way they want to be treated? Identifying and understanding your customer’s communication style helps you to accomplish that. Therefore, employees who are trained with the right customer service tools, can help the company succeed.

The Importance of Customer Service

People who only use their own comfortable communication styles may struggle in customer service. Employees may lack awareness to adapt and interact the way the customers prefer. They may seem too blunt or direct when the customer wants time to process and think. They may be overly enthusiastic and unaware of personal space when the customer is reserved. Clients may leave feeling frustrated.

The DISC model has four main communication styles. D-Style’s fall on the fast and assertive end of the spectrum, while C-Styles are reserved and more formal in interactions. I-Styles focus on interactions, while the S-Styles are team players. Depending on the customer and setting, one style may be more effective than another. Having a mix of styles on a customer service team can help any business work with customers more easily. However, context is important. What product or service are you selling? What is your client base like? With DISC assessments, it’s easier to find people who fit what a company is looking for. Then customers get the right treatment and the business is more successful.

What Customer Service Training Offers

Some people are trained to handle customer service issues only one way. That will not always work and it can turn away a large segment of your potential client base. Employees need to be trained to adjust to each customer. Let’s say you have clients come in to inquire about your services, but they need materials to read or they need to think about it. Don’t give up. Identify the customer’s style as someone who may need more information and time to decide. Follow up with an email or phone call. Answer their questions carefully, even if you prefer to close the deal quickly and move on. The ability to adapt your DISC style to the client’s DISC style is more likely to close the deal.

The right customer service training, using the 4 effective steps to communication, gives employees DISC styles knowledge, the ability to identify the client’s DISC profile, and the skills to adjust. This creates awareness of the different styles and provides skills to work with customers and others. Customers are happier and so are employees. Learning to communicate well is not always easy. The environment and the styles of others both matter. However, when used correctly, DISC can be a valuable tool for better customer service.

How DISC Assessments Can Help

A DISC assessment focuses on the person. The self-assessment identifies the person’s natural behavioral style. It also provides insight into how that person works with others. In addition, the DISC report shows how he or she shows up in different context, like customer service or under pressure. Companies that use DISC assessments may see their sales figures improve because trained employees create better customer experiences. That will translate into customers returning again and again. That can mean higher sales numbers. It can also help with reviews and other important business aspects. The more customers like your treatment of them, the more likely they will be to return. That is what a business wants, of course, and what it needs to stay afloat. When employees know how to interact with customers, they can really help a business stay on track.

What Do DISC Profiles Tell You?

DISC profiles tell you about how the person prefers to behave and interact. That can help a person learn about themselves and how they interact with the world. Then they can make adjustments or simply be aware of any issues. They can also match their communication styles with others. Customers who interact with these employees will be more likely to feel satisfied. It’s important to remember that people may not be able to really change their true communication style. But knowing that style can make them more mindful of how they work with others. Then they can focus on what customers need. That goes a long way toward happy customers for any business.

Additionally, DISC profiles can show if there are concerns or clashes with a person and a particular job. Some people may not do well in customer service roles. They could be better off in a different type of position. The company may move them based on their DISC profile, and that could benefit everyone. Moving an employee to a different job can sometimes make all the difference in whether that employee struggles or flourishes.

How DISC Styles Affect Customer Interaction

Customers interact with employees generally on their own terms. Employees need to remember that customers need and deserve good treatment or they can walk away. When they can communicate well with those customers, they can help their business succeed. But not all customers expect, want, or need the same type of interaction. People gain an advantage if they know DISC because their customers feel heard and valued. They not only appreciate that, but they remember it. They tell other people, which can increase the customer base.

With the right use of DISC assessments to understand DISC styles, employees and customers can have great exchange. That improves the value of the interaction for everyone. Companies that take the time to use the DISC assessment help themselves and their customers. That’s good for everyone involved. It adds to the growth of companies, and the experience customers have with those companies, as well.

Most people think of the DISC model and the different DISC styles purely as a business tool. However, students can also find value in using DISC assessments.

Students need to learn skills to better communicate and interact with each other. It is essential for them to succeed in school, the working world, and beyond. DISC assessments can help them achieve success. DISC can help students to become better communicators, while improving interactions with all DISC styles.

Students Can Improve Communication Using DISC

There are many students who find it easy to get along with others. However, there are plenty who feel they can improve how they interact with others. They may struggle to get their point across, or fail to see why others don’t understand what they’re trying to say. Not only can this lead to frustration, but it can also lead to miscommunication. Students may struggle in their frequent group projects and teamwork. They need a tool that can help them work well together. Students can communicate better if they are aware of each other’s communication styles.

Knowing how to talk to someone is often just as important, if not more so, than knowing what to say. Students using DISC have the tools to communicate better with others. Public speaking and presentations are all a part of daily schoolwork for most students. Students can use DISC to find the best way to communicate information more efficiently to their target audience. In addition, students, who know their own DISC style and how they tend to show up under pressure, will be better prepared for public speaking. They will have more success in conveying their message and getting better grades.

Teamwork and Group Projects are an Essential Part of Student Coursework

In schools, teams are becoming the norm for more than just projects. Some classes have students work in daily or ongoing class pods. Students who don’t have the skills to effectively communicate may have difficulty working in teams. They may assume everyone prefers to do things the same way they do. For example, if a student prefers to skip instructions and make decisions without checking with team members, he or she may assume that everyone else in the team does too. Other times, they may stop or forget to make an effort to adjust their interactions with others. The DISC tool reminds them to constantly be self-aware and make adjustments if they truly want to be a successful team member.

Fortunately, there are plenty of ways to proactively avoid problems when working together. Understanding how one another prefers to communicate is one of those ways. In addition, DISC helps students understand that they can only control how they interact, but they cannot control others. Through the DISC assessment, students see their own strengths and areas of development. They also see how people of all DISC styles are similar and different.

There are instances where group projects go wrong. Conflict and disagreement are bound to happen at times. Some of the issues stem from miscommunication and a lack of understanding of the people you’re working with. While the DISC model is simple to learn, it does take practice. If used proactively to head off miscommunication and frustrations, then DISC can lead to better teamwork and more respect for the differences in team members. Now, the communication is not a distraction. The team members can focus on each other’s strengths and teamwork to get the assignments completed.

It’s Never too Young to Start

When people are better understood, the world, as a whole, is a better place. It makes sense, right? People get along; they respect each other’s differences, and focus on positive things. In addition, people listen to each other’s input and thoughts so tasks can get accomplished. Students often overlook some of that because they don’t have enough skills or experience to recognize it in the first place. Self-awareness actually allows students to become more outwardly focused. Again, the good news is that knowing and using the DISC tool is a skill that can be taught and mastered with practice.

Teams will not accomplish tasks if there are ineffective interactions or each member focuses solely on his or her own way of communicating. Students may not be aware that others are listening or hearing their message because they have different DISC profiles. Experience and training will help young people interact better with others, but it will take time to develop. Yet, DISC is a skill that can be taught early on and used successfully.

Understanding Others Makes For a Better World

A lack of understanding and a lack of communication add to the challenges that students face today. When people talk to each other and really listen to the answers, so much more gets accomplished. It’s often an overlooked skill. If students are able to adjust their behaviors in a way that facilitates smoother interactions, then they will be ahead of the pack. Students will find success beyond their academic setting. That can go a long way toward ensuring a good understanding of how a situation works and how much of the issue people really understand.

When students present to an audience or class, the key is being aware that the information won’t be heard and understood the same by all people. They’ll need to process it differently. Of course, it’s not possible to meet everyone’s communication styles in the audience. Students may create presentations based on how they prefer to be engaged. For example, if the student thrives on detailed processes and facts, they may inadvertently assume their audience is also interested in processes and facts. The DISC model can go a long way toward developing students who are more accepting of others and more aware of their surroundings.

Preparing Students for the Job Market

The DISC model can also help students prepare for the job market. Everyone needs a competitive advantage whether it’s meeting potential recruiters or future bosses. Students need every skill and tool available to make a lasting impression. Graduates will not only be going up against fellow graduates, but also people with job experiences and training. The skills to be able to communicate effectively will help a graduate stand out from the crowd.

No matter the age of a student, he or she can start preparing for the job market and the working world by developing good communication skills. Those skills are more likely impress interviewers and get them hired! Once hired, it will help him or her continue on a path to success by being able to interact well with employers, co-workers, and clients.

Preparing for the Working World

Congrats! You’ve graduated, got hired and now are about to enter the working world. Now it’s just as critical, if not more so, to be able to communicate appropriately. There’s less room for error. Students, from a very young age, work best with clear directions. Students in college do the same. It’s part of the learning process. In the working world, clear directions aren’t always a given. How those directions are provided and processed also matters. They will be more successful understanding directions if they have skills to listen and interact with others.

Since people process things differently, good directions may not work well for everyone. Sometimes people clash because of differing communication styles. A D-style team member prefers to give succinct, brief directions and expects quick results. However, his or her S-style team member may be hesitant to act on those directions without additional information, support, or buy-in from others. The information students learn in school can be translated to the jobs they’ll have. The earlier people learn communication skills, the more likely they’ll be recognized and promoted.

DISC Gives Students Strong Levels of Insight

Students will gain an advantage if they have DISC communication skills. Understanding people is vital, but the skill doesn’t come naturally for everyone. In fact, most people, young and old, can improve their level of insight. Too often, people may be focused on their own perspective and they don’t see how others may have a different view. They expect the other person to get it right away. If that person doesn’t get it, he or she may appear clueless or not very sharp. In truth, the person may just have a different communication style. So, a different approach could solve the issue entirely.

People can get stuck in their same ways of doing things if they don’t have self-awareness. Often, we think of older people as being set in their ways, but it can happen with anyone. People fall into comfortable patterns of communication. They become routine since they are behaviors that are part of our natural DISC style. However, they don’t always translate well to working with others. The DISC model reminds students that others don’t always communicate the same way. Students need to adjust their patterns to work with others more easily. Students will also realize how important communication really is in the world.

Why Insight is Important

Self-awareness can make a difference in school, at work, and in personal relationships. It can also make students more sensitive to the needs and goals of others. Hence, they man be more compassionate and understanding. While not every student will become that way through learning about DISC profiles, it is certainly one of the ways students can develop more fully. It’s not always about just knowing that someone is different. It’s also about communicating through those differences and understanding how to work with others more effectively. Differences make up the world, but they can also be harmful when communication fails because of them. DISC communication profiles can help avoid that.

The understanding between two or more people can move relationships and projects forward, and that affects the bigger picture of the world. Two people can still work together well even if their DISC styles are very different. Awareness and adjustment is the key. That’s good news for anyone who feels misunderstood in school, too. With the DISC model, people develop a deeper appreciation and understanding of other’s differences.

Insight is about understanding, but also about learning to be respectful and interact with people who are different. Even simple levels of interaction can make a big difference, and are important for students and their teachers. DISC profiles will improve that interaction, and thus, the lives of the students involved.

Building Relationships and Maintaining Them

DISC can do more than help students do well in their studies. DISC can also help students make friends and maintain relationships. It’s just as important as studies, if actually not more so. The idea that it’s not what you know, but who you know is often very true. When people interact better, they are more likely to develop friendships that could also be mutually beneficial.

DISC can help students meet and form bonds with others. If they get it right, it could form a lasting bond. This could be personal, professional, or both. Some friendships formed in school will last into adulthood. Others will end quickly, as people go their own ways. Regardless, though, it’s the value in learning how to develop relationships and friendships. That is a skill, and it is one that is very much needed in the technological world today that has become more isolating. It’s an important skill for work and building relationships, but also for simple social interaction.

If students can’t interact with one another well, they may feel more isolated and like outcasts. They need to be aware that behaviors are perceived differently. For example, people may not approach them if they seem cold or distant. When perhaps; they are really shy or reserved. Students may not realize the assertive behaviors they view in themselves, comes across to some as aggressive or even bullying. It’s a challenge, but better communication may increase awareness and allow for adjustments. Just knowing how to talk to people differently can mean significant changes to the way a person is seen, in school or anywhere else. It may not be easy, and it will take practice, but the rewards will show up.

DISC in the Long Run

Understanding the DISC model will help students form friendships more easily. That can get them better jobs and other perks in life. It can also simply keep them from feeling lonely or depressed. Being able to interact with people on the level those people need matters. The earlier young people learn that, the better it will be for them in the future. It’s not always easy to understand why people act a particular way, but their communication style often has a lot to do with it. When students can better understand DISC styles, they will also be able to recognize how others prefer to communicate.

The DISC model can help students succeed and understand one another regardless of the differences in the way people talk to one another. It’s a great way for them to see their own communication style and learn about others. They may also want to practice some changes to their behavioral style. If they do that, they could see that it makes a big difference in their school and future success.

Have you ever considered how people make decisions on when and if they will buy something? How can knowing someone’s DISC buying style help you close a deal?

We all have preferred ways of doing things. Specifically, people have preferred ways of making decisions when it comes to buying something. Knowing someone’s DISC buying style simply reminds you that you can better control the sales process by adapting your sales style. Some DISC types want a direct just tell me what I need to know approach. Other DISC profiles want assurance or data to be able to make the correct decision. If you can find what motivates your prospect to purchase, then you will become much more successful at closing that deal.

Scenario of a Sales Call Gone Wrong

So, last week I realized my phone was acting up. Who knew you were supposed to power down your phone at least once a week? Stop the eye rolling. Once that happened, all of my missing voicemails popped up. Yes, I’m popular with my dentist and sales people.

One was from someone I didn’t know, but a close friend had given him my number. Thanks close friend. I decided to go ahead and call him back to hear what he had to say. Turns out he’s a college student selling fancy knives. Do they actually still do that? Well, after a long backstory about saving for college and no pressure, which I’ll spare you, he assured me there’s nothing I had to really do. I didn’t even have to buy the knives! He only needed to do a quick home presentation to earn credits.

I didn’t need knives, but I do have a soft spot for kids so I listened. It wouldn’t hurt too much to help him out right? I couldn’t see him this week, but  I told him to try me next week when my schedule wasn’t so crazy. Couldn’t was like a trigger word. He launched into direct sales attack, pressuring me to nail down a time and place. He wouldn’t let it go. I had enough and told him I was doing a favor for a friend, but it wasn’t going to work out and ended the call.

How Knowing My DISC Buying Style Could’ve Helped You

How did it go from furthering your sales process, to getting shut down? You’re probably in your first real job and you’ve eagerly absorbed the sales training. You are hyped and ready to sell!

This is what I wish I had the opportunity to tell you. Yes, you can be successful with the skills you acquired in your sales training. Sales training can be highly effective. It’s a great way to develop your skills. In addition, you get out there in the field and gain sales experience. But, what if I told you about a tool that could help you quickly read and identify how a person likes to buy? If you have more insight into the DISC buying style of your prospect, then you know what makes him/her more likely and more motivated to buy from you. Selling would be more successful for you.

Closing the Deal Using DISC Buying Styles

Learning one way to sell can be misunderstood to believe that you only have one type of prospect or customer. Next time you’re working with your prospect, think about how he/she prefers to make buying decisions. Does he/she want you to hit the selling points quickly? Should you offer product brochures and promise to give them time to review them before following up?

Also, remember the factors that motivate DISC styles to buy. Is your client looking for status or recognition? Are they more interested in reliability or expert endorsement?

Your ability to identify the DISC buying style of your customer could me the difference between winning the sale and getting shut down. I still love my friend, but I am still not in the market for knives.

Were you ever surprised to hear yourself called “insensitive” because that’s not how you would’ve described yourself? At times, you may feel a disconnect between how you view yourself versus how others view you. Blind spots may stem from this gap in self-awareness.

How you view your behaviors is not always how others view them. When there’s a gap between two different views it can cause miscommunication and hinder your interactions. We call this gap your blind spots. Your knowledge of DISC is just one step towards your self-awareness, but it can also help you better understand how others see you. The result could mean removing your blind spots.

How Do Blind Spots Show Up?

DISC focuses on behaviors or how a person acts. Think of the act of doing something as essentially neutral. For example, your department has been assigned a special project to launch your latest product. You’re all over it! You’re moving fast and taking some risks. The finish line is in sight and the glory of the product launched. However, others see your actions differently. Were you shocked when your boss pulled you aside to tell you to slow down and stop carelessly rushing, or the project will fail? Both sides can agree the end goal is to get the product launched successfully. However, one person sees the other as rushing and not being a team player. The other feels getting the product launched as soon as possible, regardless of input and errors, is a win-win for the team.

How does this disconnect show up? We may have a clear view of how we do things, but we may not realize that others see us differently. We may even make assumptions that everyone operates the same way we do. For example, if you’re totally focused on launching the product fast, then everyone else must have the exact same belief, right? Our own DISC style and perceptions give value to the behaviors we observe. Let’s look at some examples.

You’re So Insensitive: D-style Blind Spots

D-styles prefer to focus on tasks. If you’re a D-style, you probably prefer to work quickly and independently. When you’re under pressure, you may over emphasize your strengths. In some cases, you get tunnel vision because you’re so focused on accomplishing the task. You may not ask for input from others. You may exceed authority because you’re focused on completing the task. It may not have occurred to you to check in. As a D-style, you may not even realize you’re coming across as insensitive or showing a lack of concern for others.

In your view, you’re simply focused on accomplishing the task. Doesn’t everyone want to achieve success and keep moving forward? They do, but not always in the same way you do. D-styles prefer to communicate in one direction – you talk and others listen. That’s not always the case for the other DISC styles. D-styles are the most independent DISC style. However, recognize how your actions and behaviors affect others. As a D-style, you can continue to achieve great things and accomplish tasks, but be aware of how your actions are viewed by others. Try taking a few extra moments to ask for input, or slow down a little and update your team. In the end, you will find the achievement is even more rewarding.

You’re Such a Spaz: I-style Blind Spots

Spaz can have different meanings, but in slang terms it often refers to someone who is impulsive or overly-animated. I-styles prefer to focus on people and emotions. If you’re an I-style, you enjoy interactions! You’re likely outgoing, talkative, and people-oriented. As with the D-style, you are one of the more individualistic DISC styles. You tend to work quickly and avoid details. However, others may perceive you as careless, impulsive or even a spaz. You think, “why do people see me as a spaz?”

You’re slightly bewildered because you’re just trying to be engaging. You love interacting with everyone! I-styles prefer to make quick decisions based on gut-reaction and emotions. However, they want results to reflect positively on themselves. I-styles are open, energetic, and friendly. Here you are taking that wonderful positive energy and spreading it out to everyone you meet. Positive experiences with others make for a better team, right? However, the energy and emotional-based interactions may come across to different DISC types in a way you don’t anticipate. Your energetic communication style may feel chaotic, frenetic, and yes, like a spaz to others. Consider slowing down, focusing more on information, and allowing others to speak. You may find that the spaz label may no longer be used to describe you.

You’re So Indecisive: S-style Blind Spots

Have you ever been called “indecisive” and thought, “I’m not indecisive! I’m just taking the needed time to make sure the decision is the best for everyone!” As an S-style, you’re often seen as amiable and a team player. You tend to think of yourself as part of a team, whether it’s a work team, family, or a group of friends. Emotions and building relationships are a priority over just completing tasks. You need to consider others who may be involved or impacted. As a more reserved DISC style, you often need more details and time before making decisions.

So when it comes to making decisions, you want to gather all the information, consider the input of others, and then make the decision. However, to other DISC types, your actions can come across as indecisive because you tend to be slower to make decisions. As an S-style, you prefer to listen more than speak, so it’s important to verbalize your actions to others. Try moving more quickly. Let people know that you’re not indecisive, but rather, focused on making the best decision for people around you. When people have a better understanding of your decision-making process, they may remove the indecisive label.

You’re So Impolite: C-style Blind Spots

Are you surprised when someone described you as “distant” or “impolite”? Were you just feeling somewhat shy and reserved when interacting with that person? You preferred to listen and process the dialogue unless there was something valuable to contribute. C-styles are the most reserved of the 4 DISC profiles so that shyness and lack of visible emotions may come across to others as distant or even impolite.  As a C-style, do you prefer to work in small groups or even alone, where you can focus on tasks and information? C-styles prefer to talk about data and facts rather than opinions or abstract matters. They can be quieter and less comfortable expressing disagreeing viewpoints. Therefore, you may be quiet, formal, or shy, but realize that can come across to others as impolite, uncaring or distant.

Now that you’re more aware of how others see your actions, consider talking up more. Spend a little more time chatting. It won’t be comfortable at first, but if you practice with a few people, it will get easier over time. When you are interacting with others, consider focusing on the person rather than facts and figures. Be open to discussion, but don’t get hung up on details and numbers. Pushing yourself outside your comfort zone can go a long way to improving how you interact with others and reducing the impolite label.

Use Your DISC Assessment to Reduce Blind Spots

Our DISC assessments can help you identify the blind spots in your DISC style that may be holding you back. The You at a Glance page is just one section of the DISC report you can use to learn more about how others see you. This section is a description of how others are likely to perceive you. Remember, the DISC Assessment presents your natural behavioral style because behavior is something we make appropriate changes to. While the You at a Glance section describes your typical behavior as seen by others, you certainly can modify your behavior to fit the needs of a particular situation or role. It does not take into account your attitudes, skills, experience, etc.

The Open 360 is another tool that can help identify your blind spots. Open 360s can be used in any application where feedback from others is helpful in developing the performance of employees, teams and organizations. The 360 report is based on the answers given to Extended DISC 360 Tools – Open 360 questionnaire.  The results indicate the perception of the respondents and should not be assessed without knowledge of the environment. Contact us for more information on the Open 360.