DISC Assessment & Analysis
What is your DISC Dimension?
• Are you a D, I, S, C?
• Assemble into groups by D, I, S, C
Goals for Today
• Understand the purpose of DISC
• Increase your awareness of how you behave in a team
• Increase your awareness of how others behave in a team
• Increase awareness of each DISC dimension
• Use the DISC dimensions to identify the potential strengths and challenges
within teams
Self-Awareness: The Johari Window
Open Area
Hidden Area
Blind Area
Unknown Area
• Open Area – Things that your know about yourself, things that others know about you
• Blind Area – Things about your that you are not aware of, but that are known by others
• Hidden Area – Things that you know about yourself but others don’t know
• Unknown Area – Things that are unknown by you and are unknown by others
Self Awareness at Krannert: Enlarge the open area, shrink the blind area
Why is increasing the open area valuable?
The DISC Assessment
• Purpose: Help you understand yourself and others
• The assessment identifies your DISC profile
• The profile provides a framework for looking at behavior patterns and
understanding people
• The goal: use the information learned from your profile to create a team
environment that better meets the needs of all team members
DISC Dimensions
The DISC assessment, measures your behavior on 4 dimensions:
• Dominance
• Influence
• Steadiness
• Conscientiousness
DISC Group Project
You are planning a vacation with your similar DISC group:
• How do you plan the vacation?
• Where do you go & how do you decide?
• How long will you stay?
• Who comes with you?
• Do you have an itinerary? If so, what’s on the itinerary?
• At the end of the vacation, what is accomplished?
• Is there anything else you’d like to tell us about your perfect vacation?
D
ISC
Dominance
Emphasis is on shaping the environment by overcoming opposition to
accomplish results:
• Tendencies: Immediate results, solve problems, possess authority, make
quick decisions, challenge status quo
• Desired environment: Presence of power and authority, opportunity for
individual accomplishment, direct communication, freedom from control
• Value to the team: Get results
• Problem solving approach: Efficient and decisive
• Under pressure: Can be too directive
• Behavior can be driven by: High need for control
I
D SC Influence
Emphasis is on shaping the environment by influencing or persuading others:
• Tendencies: Making a favorable impression, generating enthusiasm,
motivating, optimism, enjoys being part of a group
• Desired environment: Popularity, public recognition, freedom from control
and detail, freedom of expression, democratic relationships
• Value to the team: Get results through people and promote ideas
• Problem solving approach: Support, trust, experiment, appease
• Under pressure: Talk too much
• Behavior can be driven by: High need to verbalize ideas
SC Steadiness
DI
Emphasis is on cooperating with others within existing circumstances to carry
out the task:
• Tendencies: Consistent, predictable, patient, develops specialized skills,
loyal, good listener, stable, patient, enjoys helping others
• Desired environment: Maintain status quo unless given reasons to change,
predictable routines, credit for work, minimal conflict, standard procedures
• Value to the team: Implement the plan
• Problem solving approach: Observe, reflect, apply, and avoid
• Under pressure: Agree too much
• Behavior can be driven by: Need to accommodate
DISC
Conscientiousness
Emphasis is on working consistently within existing circumstances to ensure
quality and accuracy:
• Tendencies: Concentrate on details, weigh pros and cons, analytical
thinking, indirect approach to conflict, systematic, diplomatic
• Desired environment: Clearly defined expectations, values quality and
accuracy, control over factors that affect performance, opportunity to ask
why
• Value to the team: Help fine tune and connect the plan
• Problem solving approach: Evaluate, investigate, plan, and critique
• Under pressure: Question too much
• Behavior can be driven by: High need to follow rules and policies
A few things to note:
• Who does not think their profile is accurate?
• Who is “off the chart” in their dimension?
• Who scored very closely on 2 or more dimensions?
• These dimensions exist to some degree in each of us:
•
See graphs inside DISC assessment workbook
• You can increase or decrease your behaviors in any dimension
Assemble Into Teams
• See handout for team number and assignment
• Assemble into your team
• Share your DISC profile “letter”
• Discuss and take note of the following:
•
•
Based on what you know about DISC, what may be the strengths of this team?
Based on what you know about DISC, what may be the challenges/weaknesses of this
team?
Testing Assumptions:
Applying DISC concepts in other places
Brand exercise
• Each team is given a blank, DISC diamond
• Teams will identify 1 different companies/brands for each quadrant
Example 1: Volvo; safety and family-oriented. S quadrant
Example 2: Nike
• 10 minutes to complete
Exercise Discussion
• Look at examples: Does your team have more examples in the style that is
most similar to your team? More examples in the style that is least similar
to your team?
• Which styles were easier to identify? Why?
• Does team makeup affect perception of specific companies/brands?
Goals for Today: How Did We Do?
• Understand the purpose of DISC
• Increase your awareness of how you behave in a team
• Increase your understanding of how others behave in a team
• Begin to understand each DISC dimension
• Use the DISC dimensions to identify potential strengths and challenges
within teams
Check-In
• What did you learn?
• What are your questions?
• Is there anything you don’t understand?
• Is there any other feedback you’d like to provide?