DISC Behavioral Model
The DISC model is based on some fundamental aspects of human behavior. The basis are 8 different response types to basic dilemmas/opportunities that gives 4 styles of behavior, Dominant Director, Interacting Socializer, Steady Relater and Cautious Thinker.
D = Dominant Director – “Break through the wall”
Individuals scoring high on this style are ”drivers”, who respond to challenges. They want to know why your proposition will help them. Dominant directors tend to seek control of tasks in an outgoing direct way. A Dominant Director wants to win and can be very dominant when thriving for results with less concern about other people.
I = Interacting Socializer – “we’ll work our way through the wall”
These are “promoters”, they like to connect with people and look for the possibilities that your proposition offers. Interacting socializer tend to accept and relate through interactions with people in outgoing and direct ways. An Interacting Socializer has a natural tendency to meet people, build relationships and be influential.
S = Steady relater – “We’ll work our way through the wall”
Such people are reliable and aim to build consensus. They want to know that you understand their needs. Steady relater tends to accept and relate by providing support to people in reserved indirect ways and try to avoid conflicts. The Steady Relater prefers structure and stability as well as friendliness and non-competitiveness.
C = Cautious thinkers – I’ll find the best way through the wall”
For these people, rules, procedures and authority are important. They are “analyzers” and ask how your proposition can help them. Cautious thinkers tend to seek control of tasks in this setting in reserved, indirect ways. A Cautious Thinker is analytical, detailed focused and often favors rules and procedures.
Individuals scoring high on this style are ”drivers”, who respond to challenges. They want to know why your proposition will help them. Dominant directors tend to seek control of tasks in an outgoing direct way. A Dominant Director wants to win and can be very dominant when thriving for results with less concern about other people.
I = Interacting Socializer – “we’ll work our way through the wall”
These are “promoters”, they like to connect with people and look for the possibilities that your proposition offers. Interacting socializer tend to accept and relate through interactions with people in outgoing and direct ways. An Interacting Socializer has a natural tendency to meet people, build relationships and be influential.
S = Steady relater – “We’ll work our way through the wall”
Such people are reliable and aim to build consensus. They want to know that you understand their needs. Steady relater tends to accept and relate by providing support to people in reserved indirect ways and try to avoid conflicts. The Steady Relater prefers structure and stability as well as friendliness and non-competitiveness.
C = Cautious thinkers – I’ll find the best way through the wall”
For these people, rules, procedures and authority are important. They are “analyzers” and ask how your proposition can help them. Cautious thinkers tend to seek control of tasks in this setting in reserved, indirect ways. A Cautious Thinker is analytical, detailed focused and often favors rules and procedures.
Everyone has a primary preferred behavior. However, 85% of people also have a secondary preference. The primary preference is normally showed during “normal” favorable conditions and is called visible self. The secondary preference is expresses when less favorable conditions intensifies and is called the inner self. The inner self is less obvious, less known, and often experienced under stress. When people can have a combination of 2 preferences there are in total 16 different behavioral combinations.
A large difference between your pattern under favorable and unfavorable conditions occurs when the pattern titles cross over one of the major axis. If the pattern shifts out of one of the major quadrants as a result of stressful conditions, people around you are probably going to notice a change. There are only moderate differences when the patterns are within one of the major quadrants and no difference if the inner self pattern is the same as the visible self pattern.
Source:
Julie Straw, The 4 dimensional manager, 2002, San Francisco (link to latest edition)
E.G. Sebastian, Communication Skills Magic - Improve Your Relationships & Performance through Better Understanding Your Personality Style and the Personality Styles of those Around You, 2010, Beaufort (link to latest edition)
Training Program
Julie Straw, The 4 dimensional manager, 2002, San Francisco (link to latest edition)
E.G. Sebastian, Communication Skills Magic - Improve Your Relationships & Performance through Better Understanding Your Personality Style and the Personality Styles of those Around You, 2010, Beaufort (link to latest edition)
Training Program
