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.
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.
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.
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 week
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
One of the reasons behavior change isn’t communicated effectively is leaders fail to consider the focus of each team member.
When two people meet for the first time, we ask, “How are you?” Do we really want to know?
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
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
