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What is DISC?
The DISC model puts preferred styles, strengths, and growth opportunities in communications onto a grid.DISC enhances the knowledge of behavior and communication. It helps to resolve conflicts and enables individual effectiveness in organizations while encouraging the use of talent. DISC also promotes high performing teams which results in better performance.
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The DISC
model consists of four different head styles (D,I,S, and C) making it powerful in its simplicity. The DISC model provides insight into communication preferences and is versatile. Here is an overview of the basic characteristics of eacht type.
Dominant
- Controlling outgoing, direct, passionate, competitive, quick to take charge.
Interactive
- Outgoing and friendly, enthusiastic, talkative, impulsively verbal.
Steady - Relating, introverted, involved, kind, thoughtful, team player, harmonious, closed.
Conscientious
- Controlling, introverted thinker, quietly, observer, waiting, closed, private.
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People's behavior is predictable and can be summarized in habitual patterns. A primary style and a supporting post (secondary) style form the basis of communication preferences.
- Extroverts (D & I) say what they mean and they often take the initiative. They are direct in their approach.
- Introverts (C & S) however, would rather not talk and listen. They focus their energy on their inner world. Their attitude is often hesitant. Their approach is therefore indirect.
- Controlling people (D &
C) focus on things and achieve results. Their actions are rational and focused on controlling the environment.
- Relating people (S & I) focus on relationships with others. These managers are more guided by their emotions.
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The results of the Q4 Personal Style (DISC) Analysis
reveals answers to the following FAQs:
- How do the different styles differ in leadership?
- Why does one person always have much to say while the other searches for the right words?
- How deal the various styles with change?
- How deal the different styles with processes and procedures?
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Background:
In the late 1920’s the American psychologist Dr. William Moulton Marston developed the DISC model. The DISC model is the base of Q4 Personal Style  Analysis.
Marston watched people and made a distinction between active and passive behavior. Human behavior may be active or passive, depending on how we experience our surroundings: as hostile or welcoming. This led to the description of four basic temperaments (DISC)
All human behavior is influenced by the four temperaments. However, there is always a temperament that dominates our daily doings (primary temperament), supported by a supporting tendency (secondary temperament).
In Q4 Personal Style (DISC) Analysis, we describe the predictable behavior of people in 16 different behavioral styles. These behavior styles work as filters that affect how we behave, how we interpret others' behavior and how we look at others.
A style is not 'good' or 'wrong'. Each style has strengths and challenges depending on the context. If the circumstances are favorable, we will adjust our behavior according to the role we play. When the conditions are not optimal then we tend to unconsciously react according to our primary style.Q4
Personal Style (DISC) Analysis gives you a universal language for behavior and communication.Q4 Profiles is based on both the quality and strength of each individual. This helps you to benefit from and understand the differences between people. This approach allows us for placement of employees in positions that suits them.
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