Highlighting DISC
The Universal Language

By Allyn Cutts, President Cutts Group, llc

Like it or not, the way you label a person is going to affect the way you act towards them. You might think you can mask your feelings, but even if the other person isn't aware of it, you'll alter the way you deal with them based on your perceptions of their behavior.

Would you argue with your boss if you disagreed with his strategy? No way! But you probably wouldn't think twice about speaking your mind to a subordinate.

Each person has a combination of (D) dominance, (I) influence, (S) steadiness and (C) compliance. But let's take a look at the highs or upper limits of a DISC profile to see the extremes of each behavioral trait.

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After spending only a few minutes thumbing through "Getting Everything You Can Out Of Behaviors" - you'll be able to easily and fluidly write, script or dictate emails, letters or memos to and for any behavioral style.

And, on page 35, I've put together a quick reference guide for every behavioral style. I've taken "ALL" the guesswork out. I developed an easy three-step process. It's so easy "ANYONE" can use it.

High D

Have you ever met someone who intimidated you with their direct approach and impatient nature? What is it that drives these dominant personalities?

Anger. They have a small amount of patience and would rather be in control so that things move along quickly - the way they want them to!

Dominant people need to be challenged. They don't want to win by default, but would rather overcome obstacles to get what they want. You know the saying, "It's not whether you win or lose - it's how you play the game?"

Not to a high D, it's not! Winning is everything, and they don't worry or think too much about the process. They don't mince words, and don't expect you to either.

So how do you recognize a D by their behavior?

• They seek out change in a fast-paced environment.
• They don't make idle chit-chat.
• They're animated when they talk.
• They argue with people they disagree with.
• They bend the rules to win the game.

Why would I even want to hire a D? Because they get results! They set goals and work hard to achieve them - by being more efficient, more competitive and taking action quicker than their counterparts.

How do I deal with a D?

• Get to the point when talking to them.
• Be organized before you approach them - don't waste their time!
• Let them have a hand in deciding the best way to accomplish their tasks.
• Don't order them around - persuade them with facts and figures.
• Keep them challenged at all times and reward their success with advancement.

High I

Some people just have the ability to charm even the stuffiest of individuals. Influential people are smooth talkers because it's a natural instinct for them to interact with people and be well-liked.

A high I would not handle well, being reprimanded in a meeting in front of others. But they eat it up when you praise them in public! They wear their heart on their sleeve, and will feel the pain if you stomp on it.

How do you recognize a High I?

• They act on impulse - sometimes against better judgment.
• They shrink from confrontation.
• They're animated when they talk.
• They're disorganized.
• They love talking!

I's seem pretty erratic - how are they good for my company?

• Their enthusiasm is contagious.
• They think outside the box.
• They lead through motivation.
• They have a positive outlook, and work well on teams.
• They're articulate - great persuaders!

What's the best way to use an I?

• Find out their dream - and give them tasks that build toward it.
• Don't nitpick if they talk at the water cooler - they thrive on socialization and will perform better!
• Ask for their input - they'll be flattered.

The High S

Steadiness personalities are the anchors that keep everyone from straying off-course. Relaxed and understanding, high S's don't let their emotions rule their lives.

Instead, they're calm during conflict and don't let their personal lives interfere with their work. They're wonderful team players and form a quick bond to their company as a loyal servant.

Who is an S?

• They cringe when change comes about.
• They mull over consequences before making a final decision.
• They're low risk-takers.
• They're deeply attached to people, places and things.
• They tolerate others well.
• They love tradition.

How valuable is an S to my organization? Very! Steadiness results in a good, hard work ethic. What can they do for you?

• They're dependable - on time, few sick days, and no excuses.
• They work hard for their leaders.
• They pay attention to detail and listen carefully.
• They're patient.
• They finish what they start.
• They don't job-hop, preferring to stay put and advance in-house.

What's the best way to communicate with an S?

• Start out slow - say hello before you shout out a task.
• Move at their pace - don't rush them.
• They're great listeners - return the favor!
• Don't walk all over them just because you think you can.

Move from being a so-so or good coach, mentor or manager to being an extraordinary one. Know exactly what to say, how to say it and when to say it to create a dynamic relationship and better communication.

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High C

Compliance means obedient, dutiful, and respectful. They do things by the book and appreciate precision and proof.

High Cs don't buy on impulse - they methodically compare and analyze first. They avoid conflict and can usually feel safe because they follow the rules. Like Ds, they're direct in their communication, but aren't as aggressive - in fact, they're very reserved!

What good is a C?

If you need an objective opinion based on facts - then Cs are the perfect fit. They take criticism of their work personally, and strive to perfect it.

The best way to deal with a C?

• Be prepared with your facts.
• Approach them in a businesslike manner.
• Offer your plan and listen to their comments.
• Give them time to make a decision - after all, they have to research it first!
• Don't read over their shoulder - give them room.

Again, DISC is only the first step toward developing greater communication and a superior workplace.