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Who are you? DiSC Says this…


Who are you according to DiSC Profile Test?

Do you change the way you react, answer, serve, communicate with a person based on the behavior you observe?  You probably do without thinking about it. It’s helpful (and fun) to take a look at some of the common distinctions in people grouped into four categories.

D = Dominance
I = Influence
S = Steadiness
C = Conscientiousness

How each Group Responds to Other People’s Feelings
D = Run right over the feelings
I = Celebrate with them
S = Step Along the Waves
C = Feelings? What does that have to do with it?

How they Handle Stress
D = BLOW – then they’re done
I = Over focus on the relationship involved
S = Escape. They go for a walk/take a bath
C = Tune it all out and move on

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DiSC Profiling is sought after for many different reasons. I’m sure they all say, “this one is different” but the thing to remember about the DiSC program, is that the focus is on Observable Behavior, not necessarily the personality types. There is not a way to write a blog post, or even a series and be able to determine or help you determine what type you are. You can take an online version of the evaluation for about $26.

Why?

My first DiSC profile was done about six years ago. Learning how to relate to different types of behavior/people has helped me to communicate in a more effective way both with clients, managers, co-op brokers, associates, and personal relationships. My brother in law wrote on my Facebook wall, “It’s not good or bad to be high or low it just is. The test is so you can know yourself better and therefore better manage yourself.”  This particular assessment was given by an organization to help build a better team and learn how each person can work together for the most productive growth. Employers often have their employees take the test – to learn how to manage and communicate with them better.

Why not?

Upon leaving the most current evaluation that was given at a seminar, I picked up the phone and called a friend of mine with excitement, “Guess what? It was great!”, I proceeded to give some examples of descriptions of me, the test, the different groups – and yes, I went on and on and on about it. I was excited. “Hmpf”, I heard on the other end, “I don’t buy into that stuff.” After talking further, I could see that perspective. Some of the distinctions would probably fit all of us at one point or another, kind of like a horoscope reading does.  Some of the behavior styles will overlap into all of us at some point, depending on what we are reacting to at the time. So just have fun with it for a minute…

Wrapping it all up – Just like a Present for you

Who are “D”s?
Dominating, In Charge, To the point, Decision Makers, Fact Based, Fear of Failure.
How to Handle them?
Use caution, Present facts based on research, Be clear, Stick to Business, Be prepared and efficient.
How to relax your “D” if you are one?
Relax and Loosen up a bit, Understand team work, Concentrate on listening.

Who are “I”s?
Optimistic, Outgoing, People Oriented, Charismatic, Interactors, High Trust, Adaptable
How to Handle them?
Let them use voice, develop a friendship, group activities, talk about people, ask their opinion.
How to relax your “I” if you are one?
Be more firm with others, Make priorities & deadlines, Think before you speak (not natural).

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Who are “S”s ?
Servants, Postal, Calm, Loyal, Good listener, harmonious, patient
How to Handle them?
Try to give them warning of upcoming conversation/conflict, give closure on tasks, show appreciation, clearly define parameters.
How to relax your “S” if you are one?
Validate your self-worth, be around people with similar sincerity, know your guidelines & plan.

Who are “C”s ?
Compliant, Well disciplined, careful, systematic, likes to work in quiet, quality and standards are important.
How to Handle them?
Give them time to think, Outline the rules & guidelines clearly, Let them ask “why” questions, Allow them space.
How to relax your “C” if you are one? 
Respect people’s personal worth as much as their accomplishments, learn people skills, set goals that are attainable.

“Any strength taken to an extreme can be a weakness.” Ken Blanchard
Take the above to learn more about yourself and your behavior and/or reactions. Using balance and common sense – begin with YOU.

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Written By

Kim resides and works selling Real Estate in Chester County, PA. She is a blogger and also writes for her own blog, West of Philly Burbs and Mothers Fighting for Others. Kim is a Social Networking Junkie and you can connect with her in many places including Twitter, Facebook, or Flickr.

16 Comments

16 Comments

  1. Jim Gatos

    December 17, 2008 at 11:07 pm

    I have a hard time buying into the validity of these “tests”…. I took the DISC test a while ago, and I also took a totally useless and VERY Expensive “Heritage Profile” test from Buffini’s organization; later on I found out Brian’s brother’s credentials were very questionable and from then on I’m always a little “wary”…

  2. Arn Cenedella

    December 17, 2008 at 11:54 pm

    Good article.
    All these tests have some merit.
    Myers-Briggs provides information.
    I actually found my Heritage Profile from Buffini – very accurate and enlightening. I played the CD containing the Heritage Profile on a drive to Lake Tahoe with my girlfriend and she kept shaking her head up and down in agreement for the full 45 minutes.
    I have also studied the Enneagram for many years – now that is a powerful system!
    I think testing and studying these typing systems is an excellent way for growth. It also shows you that there are other ways of thinking, being, and feeling. This awareness that other people operate differently from one’s self lead to greater patience and understanding. In studying the Enneagram, I learned that different people think in different ways – doesn’t mean they are stupid or their way of thinking is wrong – it is just different. Being aware of this is greay eye-opening. It gives one reason to pause and ask one’s self “Is the the only way to react or think about something?” To be efffective in sales, you need to communicate and understand all different types of people. These systems and tests help one understand their own biases. I believe they are valuable.

  3. Paula Henry

    December 18, 2008 at 5:51 am

    Kim – I just listened in on a webinar about the DISC profile. The real basis of it was, in learning about the different personality types, we can better know how to handle each. As salespeople,knowing how a person will react, based on their personality, we are the ones who need to adapt.

  4. Lisa Sanderson

    December 18, 2008 at 7:07 am

    I recently took this test at my HOA in an exercise with our management team…as a team-building exercise & quasi-evaluation. I found it to be spot on. Even if I didn’t like what it said. The section about how others might *perceive* you was especially interesting as it showed how different types of people can see the exact same traits in different ways. Really is a valuable tool if used in the right way with an open mind. We were fortunate to have a facilitator helping us share info afterwards which was very helpful too.

  5. Matt Thomson

    December 18, 2008 at 10:50 am

    I’ve been most impressed by the DISC, as I tend to be skeptical about these things. It’s interesting that my profile has changed depending on my life’s circumstances. We take it yearly at my office for our leadership team, and mine has varried slightly each time. Sadly, I still can’t get any “I” going. Usually C/D, sometimes D/C, once C/S.

  6. Mariana Wagner

    December 19, 2008 at 8:11 am

    We make the DISC test part of the interview process and hire to the DISC and it is the best business decision we have ever made.

    We are tempted to hire people LIKE us (in our case, we kept hiring a bunch of D-I’s) which only make our job harder. We need to hire people to complement us – make our lives easier by doing what we don’t want to/can’t.

    This plays nicely into the 80/20 Rule – The 80% that I don’t need to be dealing with winds up being the 20% that the S-C’s in my life are awesome at.

  7. Jim Gatos

    December 19, 2008 at 9:30 am

    I don’t know.. Concerning the DISC, perhaps THERE is SOME validity to this.. However, for the Heritage Profile, this forum discussion kind of changed my mind..

    https://www.realtown.com/CoachingCorner/blog/brain-buffini/what-about-brian-buffini

  8. Missy Caulk

    December 19, 2008 at 10:18 am

    Kim, I have all my team members take the DISC online as part of their interview.

    Of course I have a “gut” feeling and this only confirms it.

    One time I hired a buyer agent that I knew so didn’t give it to her. It was a disaster and now I follow my systems.

    I like to look at how the person handles disappointments, do they bounce back or grovel.

    It is an effective tool for understanding a person you might not know that well.

    Yea we all have a little bit of each but it does slant towards the top 2. Do you know what I am?

  9. Debra Sinick

    December 19, 2008 at 8:37 pm

    Thanks for the reminder. We have a sheet describing these personality types that my business partner and I are supposed to use before and after an appointment with a client. However, we’ve let that fall by the wayside and need to resurrect it.

  10. Kim Wood

    December 20, 2008 at 7:58 am

    Jim – Sounds like you opened your mind up a bit more after reading some of the comments 🙂 I haven’t heard of the Heritage Profile, but like most things, I realize this won’t be something everyone will “buy into”.

    Arn – Some people look at these profiles and think about other people. The real gain is to look at them as ways and direction for personal growth. Excellent continuation of the article in your comments!

    Paula – I wish I’d heard about it!

    Lisa – I think it is a great tool for leadership teams – they can learn how to use themselves in the most productive way.

    Matt – That’s the good thing though, you can’t be ‘them all’, so let someone else take the “I” reigns.

    Mariana & Missy – I think it is great to use it to learn your employees/buyer agents, etc! What a super tool. I’d like to hear what resource you use to do it. Missy…. yikes…. I’m SO not good guessing. I think I’d say S with some D. Do you know me?

    Debra – I have to find my cheat sheet from the first test I took. It was helpful. Just quick pointers.

  11. Jim Gatos

    December 20, 2008 at 8:28 am

    @Kim…Not really.. “pehaps is not the same as “definate”.. I tend to be a naturally pessimistic person, don’ need no DISC test to tell me that…LOL

  12. Missy Caulk

    December 20, 2008 at 8:31 am

    Actually High I, with a D not far behind. NO S or C for me. LOL

  13. Amy Chorew

    December 20, 2008 at 1:19 pm

    Kim,

    A coach who uses DISC told me that he looks mainly at the Style Insights Graphs which shows the person’s adapted styles and natural styles. That helps him figure out their strengths and weaknesses in order to coach them. He gave me one to take and I found it right on. It even reminded me of what happens when I am stressed and how people perceive me. That is great info, since we are always interacting. BTW i am first an influencer, second a D.

  14. Adam

    December 21, 2008 at 4:24 am

    I’ve been most impressed by the DISC, as I tend to be skeptical about these things. It’s interesting that my profile has changed depending on my life’s circumstances
    We take it yearly at my office for our leadership team, and mine has varried slightly each time.

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