DISC PERSONALITY PROFILING

UNDERSTANDING YOUR CUSTOMER’S AND YOUR OWN PERSONALITY

WE TEND TO LISTEN TO & BELIEVE
PEOPLE WE LIKE PEOPLE RESPECT
• POSITION • KNOWLEDGE/SKILLS • EXPERIENCE

PEOPLE LIKE OURSELVES

THE 4 DIMENSION OF DISC .

DECISIVE BEHAVIOUR • GOAL ACHIEVEMENT • ACTING DECISIVELY • WINNING • DIRECTNESS .DOMINANCE (D) THE DOMINANCE DIMENSION SHOWS ITSELF IN DIRECT .

INFLUENCE ( I) THE INFLUENCE DIMENSION SHOWS IN OPTIMIS. OUTGOING BEHAVIOUR • COMMUNICATION • PARTICIPATION • THINGKING POSITIVELY .

SUPPORTIVENESS (S) THE SUPPORTIVE DIMENSION SHOWS ITSELF IN SYMPHATI. COOPERATION BEHAVIOUR • HELPING OTHERS • FITTING IN • WORKING BEHIND THE SCENES • PRESERVATION .

CONSCIENTIOUSNESS (C) THE CONSCIENTIOUSNESS DIMENSION SHOWS ITSELF IN CONCERNED. • • • • DOING THING’S RIGHT PLANNING AHEAD THINGKING CLEARLY PRIVACY . CORRECT BEHAVIOUR .

MOTIVATING “ D” • PROVIDE OPPURTUNITIES AND CHALLENGE FOR THEM TO ACHIEVE RESULTS • LET THEM KNOW EXACTLY THE RESULT THAT YOU WANT • PROVIDE OPPORTUNITIES FOR INDEPENDENT WORK • INCREASE THE PERSON’S CONTROL OVER THE ENVIRONMENT .

GIVE THEM AS MUCH BACK GROUND INFORMATION AND DETAILS AS POSSIBLE .MOTIVATING “D” • ASSIGN RESPONSIBILITY FOR DIRECTING OTHERS • CREATE COMPETITIONS AND CHANCES TO WIN • PROVIDE OPPORTUNITIES FOR ADVANCEMENT • REWARD SUCCESS • WHEN YOU ASSIGN THEM A TASK .

MOTIVATING “ I “ • PEOPLE ARE THEIR WORLD • THEY WILL NOT BE MOTIVATED IN AN ENVIRONMENT WHERE PEOPLE ARE NASTY AND RESERVED • DO NOT FOCUS ONLY ON FACTS AND DO NOT EXCLUDE FEELINGS • STRUCTURE ASSIGNMENTS SO THAT THE PERSON CAN WORK IN A GROUP • LISTEN TO HIS THOUGHTS. FEELINGS AND IDEAS .

• DON’T PUT A BUTTERFLY IN A BOX • THEY NEED ROOM FOR EXPERESSIONS AND THE UNEXPECTED • BE SURE TO STOP BY OFTEN TO GIVE COMPLIMENTS • RECOGNIZE ACHIEVEMENT ENTHUSIASTICALLY AND PUBLICITY .MOTIVATING “ I “ • FIXED SCHEDULES AND RIGID TIME CONSTRAINTS ARE UNBEARABLE TO THEM.

ALL YOU HAVE TO DO IS ASK ! . PREDICTABLE PERFORMANCE • THESE PEOPLE REALLY ENJOY HELPING OTHERS .MOTIVATING “ S “ • PROVIDE OPPORTUNITIES TO WORK COOPERATIVELY WITH OTHERS • MAKE YOUR EXPECTATIONS VERY CLEAR • THANKS FOR HELPING • REWARD CONSISTENT.

MOTIVATING “ C “ • PROVIDE OPPORTUNITIES FOR DEMONTRATING EXPERTISE • SUPPORT EFFORTS AT PRODUCING QUALITY RESULTS • PROVIDE SITUATIONS IN WHICH LOGICAL SYSTEMATIC EFFOR WILL CONTRIBUTE TO LONG TERM SUCCESS • LET THEM KNOW PRIVATELY AND SURELY HOW MUCH YOU APPRECIATE THEIR RESULTS .

MOTIVATING “ C “ • THEY GIVE GOOD INSIGHTS • THEY OFTEN SLOW DOWN THE GROUP BECAUSE THE EXAMINE IN DETAIL EVERY ANGLE • MAKE IT CLEAR TO THEM WHEN DETAILED ANALYSIS IS NEEDED AND WHEN IT IS NOT NECESSARY .

THAT’S FINE COMPLIMENT ! . MENTION EVERY DETAILYOU CAN • ASK THEM FOR HELP/OPINION • ASKING FOR HELP TELLS THEM THAT YOU RECOGNIZE THAT THEY ARE THE EXPERTS.MOTIVATING “ C “ • MAKE SURE YOU DO NOT PRAISE THEM LIGHTLY • BE SINCERE ABOUT COMPLIMENT.

MAKE SURE THE RECOGNITION IS DESERVED • DON’T GET MUSHY . KEEP IT TO 1 OR 2 SENTENCES .COMPLIMENTING “D “ • KEEP IT BRIEF AND DIRECT • FOCUS ON SPESIFIC ACHIEVEMENT & RESULT • PRAISE LEADERSHIP ABILITIES • DON’T PLAY GAMES .

INTERPERSONAL SKILLS AND CREATIVITY .COMPLIMENTING “I “ • DO THEM OFTEN & PUBLICITY • MAKE IT FUN. HAVE A RECOGNITION PROGRAM • BE ENTHUSIASTIC • COMPLIMENT VERBAL ABALITY .

CONSISTENCY AND LOYALTY • THEY GIVE COMLIMENTS TO OTHERS . SO THEY NEED TO HEAR THEM .COMPLIMENTING “S “ • BE . SUPPORTIVENESS.WARM AND SINCERE • EXPRESS APPRECIATION FOR COOPERATION.

COMPETENCE .COMPLIMENTING “C “ • • • • • COMPLIMENT IN PRIVATE BE BRIEF AND SPESIFIC SOMETIMES . PRECISION AND HARD WORK • THEY WANT TO KNOW THAT YOU NOTICED AND APPRECIATED HOW MUCH TIME & ENERGY THEY PUT INTO THE TASK TO MAKE IT COME OUT EXCEPTIONALLY WELL. PUT IN WRITING BE ACCURATE RECOGNIZE LOGIC . .

GOOD LUCK !! • QUESTIONS & ANSWERS .