Using DISC to determine whether someone fits the role of a ideal leader is precarious at best. Instead of focusing on ideal leadership DISC profiles, recognize that the most successful leaders are keenly self-aware and have the ability to effectively adjust their styles to meet the demands of their different roles.
Behavioral Characteristics of Leadership Styles
My age is 65 based on my musical tastes, my energy color is lavender, and I was a flamingo in my past life. We find social media quizzes intriguing and fun, but how accurate are they really?
Social media quizzes are everywhere
We just celebrated Labor Day to pay tribute to the contributions and achievements of workers. For Labor Day weekend many of us attended parties, went to parades, played golf, and feasted on traditional Labor Day backyard barbecues.
Working is one of the major causes of stress
One of the things that people really like about the DISC model is that it is completely non-judgmental. There are no good or bad categories. There are no high or low scores. Each DISC style is not better or worse. They are simply different.
DISC assessment does not make judgments
Similar styles may work well together, but that doesn't necessarily build successful outcomes. To achieve performance improvement we must focus on recruiting to strengthen DISC development areas.
How Managers Are Hiring
The strengths of your DISC-style can hinder your success. Learn skills to capitalize on your style’s strengths while working on your development areas.
Don't Overuse Your Strengths
Diverse groups can create bonds and friendships that go beyond communicating in their native language.
Olympic Athletes Show Us How to Communicate
Have you ever been called “strong-willed, impulsive, amiable, or logical?”
It is understanding that gives us an ability to have peace. When we understand the other fellow’s viewpoint, and he understands ours, then we can sit down and work out our differences.
No matter what our DISC-style is, we have an instinctive tendency to want to prove people are wrong and that we are right.
How we do this depends on our DISC-Profile. D-styles are likely to be direct and will challenge the other person. I-styles may tell one of their stories to illustrate they are right. S-styles make up for their modest approach with persistency. C-styles have lots of facts to
