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.
Adjusting behavior to deliver outstanding customer service
Recently I was talking with a good friend of mine. I shared my experience at a local car dealership and raved about the excellent service I had received. Everything was exceptional.
In the early 90’s I was a branch manager at a bank in New Orleans.
Back then one of my favorite colleagues was Dave. He could make everyone laugh. A few people did not appreciate Dave’s humor as it could be rather crude at times, but his delivery made up for his occasional lack of tact. His laughter was contagious, and he always had a new story to tell. Monday was always the best day of the
Lately almost everyone I talk to tells me they are busier now than ever before.
The changes in the world economy are forcing everyone to find ways to be more productive and efficient. The improved communication technology is making almost everyone instantly and constantly accessible. The line between work and personal time is very blurred and usually we are also to blame. We are addicted to our
A recurring source of frustration in the leaders with which I work is changing the behavior of their team members.
One of the reasons behavior change isn’t communicated effectively is leaders fail to consider the focus of each team member.
A Ghost Story
When two people meet for the first time, we ask, “How are you?” Do we really want to know?
Ask 100 salespeople, and the odds are good that at least 80 of them will insist that they “know all about” the DISC behavior assessment tool.
D-style people are decisive, tough, and impatient. I-style people are sociable, talkative, and open. S-style people are calm, steady, and laid back. C-style people are precise, exact, and analytical. What else is there? Actually, quite a lot. Having that
The main purpose for using Extended DISC® assessments is to develop awareness and clear understanding of HOW to modify one’s behavior.
Instead of repeating the same routine behaviors (i.e. how we communicate, motivate, influence others) with “hit-or-miss” results, we should aim to make conscious decisions about how to adjust our actions. We do this by learning and incorporating the practical