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DISC Assessment – An Introduction

DISC is a leading personal assessment tool used by over 1 million people every year to improve work productivity, teamwork and communication.

DISC is a personal assessment tool used to improve work productivity, teamwork and communication. DISC is non-judgmental and helps people discuss their behavioral differences. If you participate in a DISC program, you’ll be asked to complete a series of questions that produce a detailed report about your personality and behavior.

The DISC model provides a common language that people can use to better understand themselves and to adapt their behaviors with others. This can be within a work team, a sales relationship, a leadership position, or other relationships

DISC profiles help you and your team:

  • Increase your self-knowledge: how you respond to conflict, what motivates you, what causes you stress and how you solve problems
  • Facilitate better teamwork and minimize team conflict
  • Develop stronger sales skills by identifying and responding to customer styles
  • Manage more effectively by understanding the dispositions and priorities of employees and team members
  • Become more self-knowledgeable, well-rounded and effective leaders

What does DISC stand for? What do the letters mean?

D Dominance
Person places emphasis on accomplishing results, the bottom line, confidence
Behaviors
– Sees the big picture
– Can be blunt
– Accepts challenges
– Gets straight to the point
Learn more

 
I Influence
Person places emphasis on influencing or persuading others, openness, relationships
Behaviors
– Shows enthusiasm
– Is optimistic
– Likes to collaborate
– Dislikes being ignored
Learn more

 
S Steadiness
Person places emphasis on cooperation, sincerity, dependability
Behaviors
– Doesn’t like to be rushed
– Calm manner
– Calm approach
– Supportive actions
– Humility
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C Conscientiousness
Person places emphasis on quality and accuracy, expertise, competency
Behaviors
– Enjoys independence
– Objective reasoning
– Wants the details
– Fears being wrong
Learn more

 
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