Extended DISC Blog

Recently I worked with a consulting firm that utilizes the information we provide to help their clients with strategy implementation.

This particular client company had a common problem that we often see in countless and varied organizations. There are no companies that seem to be immune to it. Managers are cloning themselves. They were hiring people that closely mirrored who they are – people

After talking on the phone with Debbie for a few minutes, I was certain she had to be a very analytical “C-style” individual.

Her deliberate, steady pace of speech and her highly detailed questions were clear giveaways. This was my first conversation with Debbie. She is a corporate trainer at one of our client companies. Debbie was preparing for the “train-the-trainer” session that we were going

Jessica was a new co-worker and I was a newly certified DISC trainer, eager to practice my own DISC styles recognition skills.

Over the next few weeks I found her to be friendly, easy to talk to, and interested in interacting with me. This seemed like a co-worker I wanted to be part of my special projects team.

I’m often asked to advise people on how best to modify their DISC-style.

My response depends on many factors, but it must always include their DISC profile. For example, creating a “Top 3” list of what behaviors to start and stop doing, based on one’s natural DISC-style, is often a great place to start. It can provide an excellent starting point for more focused efforts towards becoming even more

There is no one best way to identify styles of others. This webinar focuses on the six basic profile types as another way to help us understand the DISC profiles to be more successful in our interactions.

Overview

Senior Trainer, Christina Bowser and CEO of Extended DISC Markku Kauppinen discuss the six basic profile types as a way to better identify the DISC styles of people. In this webinar

Recently I was talking with my client, Jack, who had questions about the D-styles.

He asked me if there were any softer descriptors for them than words such as “direct,” “independent” and “fast-paced.” Apparently, a few of the D-style attendees in Jack’s training sessions expressed concern that others may perceive these descriptors negatively within the organization. They did not want to appear

One of the greatest things about the DISC model is that it is completely nonjudgmental.

It does not differentiate between the DISC profiles as being better or worse. The DISC styles are just different. The descriptors used to identify the different DISC styles are simply words. For example, D-styles are described as “independent”, I-styles as “talkative”, S-styles as “patient” and C-styles as

Many people find it surprising that no one owns “DISC”.  

It is a theory that was originally developed in 1928 by William Moulton Marston.  The DISC-model is in public domain and there are a few companies that have created their proprietary DISC assessments.

Understanding how each DISC style likes to give and receive information helps us communicate more effectively.

By laying the filter of Transactional Analysis over DISC we can identify potential communication conflicts and better manage our expectations for an interaction with a friend, partner, colleague or employee.