DISC Assessment Workshop
Anne Calle, PHR, IPMA-CP
Human Resources Manager
Certified DISC Trainer
Business Coach
County of San Diego
The DISC Model
DISC is the four-quadrant
behavioral model based on the
work of William Moulton Marston
Ph.D. in 1920, to examine the
behavior of individuals in their
environment or within a specific
situation.
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DISC Benefits
• Understand own communication strengths and challenges
• Learn to appreciate the differences and strengths of others
• Enhance teamwork and reduce team conflict
• Greatly improve business relationships
Dominance
To the point, decisive, and bottom-line oriented. Tends to be
independent and results-driven. Strong-willed and enjoys
challenges, taking action, and immediate results relating to
control, power and assertiveness.
Interactive
Fast-paced. Creative, optimistic
and outgoing. Tends to think
outside-of-the-box and takes
risks. Highly social and
influential. Enjoys being
involved, leading discussions,
entertaining and energizing
others.
Steadiness
Empathetic and Cooperative.
Are team players, supportive,
good listeners, and helpful to
others. Avoids conflict. Prefers
being behind the scene and
working in consistent ways.
Prefers steadiness as opposed
to change.
Compliance
Concerned, Cautious and Correct. Wants facts and data.
Focused on details and quality. Plans ahead, constantly
checks for accuracy, and wants to know "how" and "why".
DISC Report
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Your Adaptive (Graph I) & Your Natural (Graph II)
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Your Graph I
Word Sketch
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1
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It’s time to play….
What’s YOUR Style?
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Question 1 for D contestant
During a meeting I prefer to …
A) Share my successes with the group and provide ways for others to
improve.
B) Share all of my ideas to make sure they are heard and considered
for innovative improvements.
C) Listen to conversations. Make a contribution if there is a good time
to do so.
D) Arrive on time, make mental note of the details of the discussion,
correct inaccuracies and make solid contributions including process.
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Question 2 for S Contestant
When I have to have a discussion with an employee about an
performance issue, I….
A) Make sure I start with a light discussion and point out positive
contributions before addressing issue
B) Provide a list of and detailed description of the issue and
communicate the expected behavior change and consequences of
not meeting
C) State the issue and expected change
D) Collaborate in a discussion and come up with a agreed upon plan
for correcting action
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Question 3 for I contestant
I have a idea for a process change that I need to sell to my “C” superior.
I’m going to…
A) Present the idea at the meeting and sell the vision/outcome
B) Present a detailed plan of the process and steps to achieve the
outcome
C) Present the vision and the benefits for the superior
D) Present the plan and include how the outcome will affect the team
members
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Question 4 for C contestant
I am putting together a quarterly report to present to my team consisting
primarily of “I” styles. I will…
A) Make the report short and to the point, bulleting the critical highlights
B) Complete the report with charts and graphs detailing the each of the
accomplishments, initiatives, etc.
C) Make the report short with colorful graphics to illustrate the points
that highlight innovation and moving to the future
D) Complete the report with colors and details focusing on individual
accomplishments
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Visiting Four Countries
• Before visiting other countries, learn basic words & actions.
– What are some positive descriptors about each style?
• Your native language (or style) remains your most familiar language.
ominant
Judge
nteractive
Trainer
teady
Counselor
ompliant
Scientist
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Adapting Your
Style
Page 30
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To effectively communicate,
we must realize that we are
all different in the way we
perceive the world and use
this understanding as a
guide to our communication
with others.
- Tony Robbins