First use the DiSC Profile and then a Role Behavior Analysis (RBA) as an effective tool for determining a good job fit.
One you have used a DiSC Profile to gain a description of an individual’s behavior, the next step would be to develop a model of the role you expect that person to fill. This process is referred to as Role Behavior Analysis (RBA). The RBA develops a DiSC Profile that is descriptive of the ideal combination of behaviors needed to perform a particular role.
Once we have a Role Behavior Analysis, you can create a description of the type of person required to fill the role effectively.
The strength of a Role Behavior Analysis is that it provides a base line for comparing different DiSC Profile Styles against a Role Behavior Analysis that is descriptive of the needs of a role. This analysis is a procedure that can assess exactly how effectively a person’s DiSC Profile behavior will fit the needs of a specific role. It can indicate the differences and suggest areas where a person will excel, and where they will benefit from advanced training.
The process for determining the ideal RBA is best done by consensus. It is possible to create several people's perceptions of what is needed in the role, and use the DiSC Profile to merge those perspectives together and create a single Role Behavior Profile.
How to Create a Role Behavioral Analysis (RBA)
Start by using the RBA from within the EPIC System to determine the requirements of the role. When selecting the group who will make the RBA assessment, it might serve the process well to choose one candidate who is familiar with, or has been successful in that role. Others might be individuals who will be working with that person.
Are there limitations?
It is important to note that matching a Role Behavior Analysis to an individual’s DiSC Profile is only part of the process. There is much more to determining a job fit than just their behavioral style. The Role Behavior Analysis provides only a part of the picture – albeit an informative and immensely useful part.
The original DiSC Model was developed in the mid 1920’s, by William Moulton Marston, Ph.D.
Dr. Marston's Model identified two perceptions used to explain human responses to general life situations. His two perception theory still holds the theory behind the DiSC Classic Profile.
1. People view their environment as being either favorable or unfavorable, relative to their interests.
2. People view themselves as being either more powerful, or less powerful, relative to their environment.
An individual's perception of personal power or views about their environment are combined into a four-quadrant model that identifies each of the dimensions being unique and distinct from each of the others.
The graphic below depicts the integrated model and demonstrates that each DiSC Behavioral Style has commonalities with the other styles.
The D and i styles find themselves to be more powerful than their environment. And they are more assertive and feel they have significantly more control over their surroundings. A high “D” will act to change or control a situation, while a high “i” will try to persuade others to their point of view.
The High C and S personality styles perceive themselves as being less powerful than the environment. They are more inclined to adapt to their surroundings and they usually feel that they have minimal direct control over surrounding The “C” will set clear rules and attempts to follow them. The “S” works to maintain the situation as is, and tries to support others.
Finally, the high “D” and “C” behavioral styles perceive their environment as being unfavorable, and unwelcoming. The high “i” and high “S” styles tend to view their environment as more favorable or as friendly and supportive.
The graphic below describes the four behavioral styles in a more observable way.
The high "D” and high “i” styles tend to be more outgoing and fast paced. High “C” and high “S” styles are more reserved and slower paced.
The high “D” and high “C” styles are Task Oriented, The high “i” and high “S” styles are People Oriented.
So how does your DiSC Profile style differ from the other DiSC styles? What are some of the commonalities that you share with the other styles?
Share your ideas about how you can use The DiSC Model of Human Behavior to better understand other people?
Here are some Group Dynamics
Activities to enhance your training with any DiSC Profile.
QwikDiSC is a card game that quickly engages participants.
The QuikDiSC Game
includes four sets of 32 cards. Each
card is imprinted with a descriptive word that corresponds to one of the four
DiSC Styles: Dominance, influence,
Steadiness and Conscientiousness.
are instructions for several games included with QuikDiSC. Here is just one exercise to use at the
beginning of your DiSC workshops that helps participants self-disclose and become
engaged right away.
Deal 5 QuikDiSC cards to each person. Instruct the group to trade cards with
one another in order until they get 5 cards/words that best describe them.
participants to discuss why they chose the words they did. Then have them pick 3 words from the 5 that
describe to the entire group, why they've been most successful in what they do.
Group Dynamics Activities help you appreciate style differences:
Have participants get into primary style groups
and have them discuss and present to other groups:
Just prior to a.m. break time, distribute individual packets of
Animal Crackers. They go good with coffee.
Instruct participants to find an animal from their package,
that reminds them of their
DiSC style. Upon returning from break have participants explain their choice of
animal, and describe how that shows up at work.
Here are some items to enhance your Group Dynamics Activities
Have you ever heard the phrase "Different strokes for different folks?" This concept applies to our personality as well. If you want to make a great first impression, then know what impresses the person you are dealing with by identifying their personality style quickly!
Here are some quick tips for relating to DiSC Personality Styles. Each letter represents a personality style and determines how a person thinks, feels and acts in different situations.
The first letter “D” represents people who are dominant. They’re go getters and they believe there are things to do, places to go, and people to see. “D”s are outgoing and task oriented. So what does it take to make a great first
impression on this type? You must move fast, think fast, and be bottom line oriented. They want you to be
brief, be brilliant, and be gone! They will be wowed by your ability to use every moment effectively and get their
agenda accomplished at record speed. Let them know that you recognize their time is valuable and you don’t intend to
waste it. This type is also quick to spend money, so a great first impression can also be a very profitable one!
The letter in “I” represents people who tend to be more inspiring or influencing. “I” styles love to be the life of the party and the center of attention. If someone says “Do you want to go?” theiranswer is “yes” before they even know where the person is going. “I’s” excel at building relationships and love
to be with other people. Winning them over is easy if you know their secret motivators! First, take a more personal approach and name
drop whenever possible. Don’t give them lots of details and instead focus on the big picture. “I” types are forgetful in nature and will count on you to keep them on track. The
most important thing is to make it fun when dealing with the “I” personality. Ask about their ideas and future plans and
you’ll have a customer for life!
Next the letter “S” stands for supportive or steadiness styles. For them, everything is personal so ask about
their family and get to know them on a personal level. Let them know how their decisions will affect their personal circumstances and make them feel special. “S” styles love information that is easy to
understand. Decision making is one of their greatest challenges so they will need your help working through their
feelings to determine which choice is best for them. It’s not about having the newest or best with the “S” types. Safety, security, and
family matter more to them. Keeping these tips in mind will create a loyal “S” customer forever.
The “C” stands for those who are more cautious and conscientious. These are your deep thinkers who have high
standards and a tight wallet. They are more reserved in nature and love information. If you want to win their hearts you’ll need to
stick to business unless they talk about personal things first. Give them as many facts and figures as
possible and do your homework. Give them time to think without pushing and you’ll have a loyal client in the "C" personality.
About: Angel Tucker: Angel is an expert speaker and personality profiler. Her non-fiction book titled "Stop Squatting With Your Spurs On – the power to read people, get what you want, and
communicate without pain” became a National Best Seller. She has created an Award Winning children’s
book series called the “Four Pals” book series that teaches kids how to recognize different personality types and appreciate their differences. To learn more about Angel please visit www.personalityprofiles.org
If you’ve used the DiSC Classic Profile for a long time, you may be reluctant to upgrade to the Everything DiSC Profile. Here are a few tips showing the benefits, and to help you to overcome any reluctance to upgrading.
Free DiSC Profile Comparison Reports: This is one of the features that our customers appreciate the most; and they are only available with the Everything DiSC Circle Model. These reports offer great value for building teams and reducing conflict; as well as improving relationships with direct reports. And they are FREE for any two individuals who have completed any Everything DiSC Profile.
Current Research: The Everything DiSC Circular Model uses the most current research available from Inscape Publishing. It is easier to understand, and provides a more intuitive and memorable learning experience for the participant. The shading factor of the Everything DiSC Circle Model illustrates how we all have D, I, S, and C characteristics. The rich narrative combined with the colorful visuals peaks the interest of participants. And, the circle better illustrates how we can adapt and flex our style to meet the situational needs.
The DiSC Profile Circular model is topic specific and application focused: That mean you can choose which profile and training kit best fits your training objectives. For general staff development, the Everything DiSC Workplace would be your best choice as it applies to anyone in the workplace, regardless if their title, position or role. If you are interested in improving sales and customer service, your choice would be Everything DiSC Sales. If improving management skills is your objective, DiSC Management would meet your needs. And for developing leaders, The Work of Leaders Profile and Facilitator Kit is your best choice.
Everything DiSC Profile now uses Adaptive Testing. This advanced technology uses a new computerized scoring algorithm that adapts each question to how the respondent answered previous questions. It’s possible that you have already experienced Adaptive Testing (AT) as it is used in a variety of academic standardized tests.
Facilitator Group Reports provide dialogue opportunities For discovering and discussing behavioral differences. The report displays graphics that make it easy to understand group dynamics and see where strengths and limitations lie.
There are two Facilitator reports available for Everything DiSC, and a FREE Team View:
Everything DiSC Profile Facilitator Kits - Contain everything you need for a successful “Do it Yourself” training event. No need to hire outside consultants - and DiSC Training Certification is not required. Facilitator Kits include: Course Outlines, Scripted Learning Modules, Participant Handouts, PowerPoints with embedded video, engaging training activities and more.
So are you ready to upgrade?
Our Reach Back . . . Leap Forward Migration Program makes it easy and cost effective. If you have already completed a DiSC Classic Profile and have it stored in your EPIC Account, you can try Everything DiSC Workplace for only 5 EPIC Credits.
Everything DiSC® Workplace™helps build better relationships — one relationship at a time. It can be used with everyone in an organization, regardless of title or role, to improve the quality of the workplace.
The Everything DiSC Workplace Seminar is a 3 hour classroom training that uses online pre-work and engaging facilitation with contemporary video and online follow-up to create a personalized learning experience.
Participants understand and appreciate the styles of the people they work with. The result is more effective and productive working relationships.
Everything DiSC Workplace focuses on:
Discovering Your DiSC® Style
Understanding Other Styles
Building More Effective Relationships
Includes Optional People-Reading Module
To Preview a demo with a Sample Report, Facilitator Kit, Video and Handouts:
DiSC Behavioral Styles from a Historical Perspective
The Ancient Greeks came up with the concept of the four temperaments. Hippocrates said, your style is determined by your body fluids: Yellow Bile, Blood, Phlegm, and Black Bile. This theory is remarkably similar to our DiSC Profile used today. The four temperaments or DiSC Behavioral Styles which you occasionally see used today are:
Choleric - Yellow Bile, corresponds to D
Sanguine - Blood, corresponds to i
Phlegmatic - Phlegm, corresponds to S
Melancholic - Black Bile, corresponds to C
The 20th Century saw the beginnings of the formal study of Psychology. In 1923, a landmark work was published: Psychological Types, by Carl Jung. Jung gave us the terms Introvert and Extrovert, and he identified the four types as Sensing, Intuitive, Feeling and Thinking; which correspond to the four factors in the DiSC Model: D, i, S, C respectively.
Today studies of differences in people are abundant. In all theories, there seems to be one common thread - one factor - that even reinforces the more primitive studies. That is that behavior is observable, and it forms patterns. The four major patterns of behavior were identified by Dr. William Moulton Marston, in his book "The Emotions of Normal People," published in 1923.
Today, the most thoroughly developed, valid and reliable DiSC Behavioral Style instrument for measuring behavioral styles is theDiSC Personal Profile, now known as DiSC Classic by Inscape Publishing.
Always look for the "Original DiSC Profile" - the one with the small "i" - a trademark of Inscape Publishing.
This is the last in our series of posts intended to acquaint you with the DiSC Classic 2.0 online profile. Each post features an abbreviated description of one of the 15 most common DiSC Classical Patterns found in DiSC 2.0 on-line. Our current focus is on the "Conscientiousness" family of profiles.
This "Profile of the Week" features the "C/i/s profile, known as:
The Practitioner Pattern:
Description: Curious, social cooperative
Goal: Advance and Succeed
Fear: Being too predictable; not being seen as an expert.
How to improve with people: Cooperate with others to reach shared goals.
How to improve with tasks: Delegate key tasks to other skilled people.
To enhance personal and professional success in these highly competitive times it is important that that we fully know ourselves, and understand others.
This is a series of posts intended to acquaint you with the DiSC Classic 2.0 online profile. Each post features an abbreviated description of one of the 15 most common DiSC Classical Patterns found in DiSC 2.0 on-line. Our current focus is on the "Conscientiousness" family of profiles.
This "Profile of the Week" features the high "C/s" known as:
The Perfectionist Pattern:
Description: Deliberate, precise, fair, reserved
Goal: Stable and Predictable results
Fear: Being in unknown situations that are hard to control
How to improve with people: Balance working by yourself and working with others.
How to improve with tasks: Be willing to experiment and take some risks to get new, better results.
To enhance personal and professional success in these highly competitive times it is important that that we fully know ourselves, and understand others.