Question 1

How can you help me become a better leader for my team?

Accepted Answer

Understanding your DiSC communications style and how it’s affecting your team is the first step. Once you have your profile and your team’s profiles, you will  see where the strengths and challenges are within the team. This is usually a real eye-opener and valuable information for understanding how to further develop the team. It can be difficult for people to see themselves the way others might see them. Management coaching is the key.

Question 2

How can DiSC benefit people personally?

Accepted Answer

It’s important to remember that DiSC is a communications tool. 
 
This valuable information is utilized through our personal and professional communications and interactions with people. 
 
It helps people become more aware of how they are coming across to others and how they can be flexible when communicating with different styles.

Question 3

How will I know you can deliver positive results for us?

Accepted Answer

I am happy to provide you with contacts who have experienced the value and effectiveness of DiSC both personally and professionally.

Question 4

How can we get a profile for our new employees?

Accepted Answer

New employees can receive a DiSC Profile with a simple phone call.  We send a link, to be completed by the employee, and they will receive their completed profile.

Question 5

How will I  understand the style of my management team?

Accepted Answer

That’s where DiSC comes in. You will be amazed how easy it Is to understand your team once you see your DiSC Team Overview. It’s like having an open manual to better understand your team and their differences. You will be amazed at the difference DiSC will make with your team.

Question 6

What if people don’t want to do a DiSC Profile?

Accepted Answer

Once people understand that DiSC is a communications tool that helps them better understand their natural communication style they are interested.  It’s all about them.  There are no better or best or right or wrong.  We are a blend of the styles. People enjoy learning about their communication style as well as the styles of their peers.

Question 7

What if the makeup of our team doesn’t work?

Accepted Answer

That’s what DiSC is all about. Helping companies and people better understand their communication strengths and weaknesses. It’s great to have a blend of the 4 styles on a team, however, that’s not always the situation. Learning how to be flexible with our styles in communicating with peers is what makes the difference and helps to increase team spirit, company morale, company growth, and customer satisfaction.

Question 8

How can YOU help us build more effective teams?

Accepted Answer

DiSC is our foundation for developing effective teams. It creates better understanding around team differences and encourages the team to be more respectful and trusting with each other.

Question 9

How can we build more cohesive team relationships?

Accepted Answer

A cohesive team needs to master 5 behaviors;
Gaining trust
Mastering conflict
Achieving commitment
Embracing accountability
Focusing on results
The 5 Behaviors of a Cohesive Team is a training process that provides an enlightening journey into major team development.

Question 10

What if my employees don’t want to be part of a team?

Accepted Answer

Sometimes we conduct company focus groups as a first step in introducing DiSC to the team. A team focus group uncovers challenges and generates positive team morale.  People want to trust and believe the company is serious about building a cohesive team. Once people feel like a part of the team they will be more eager to open up and share challenges and solutions.

Question 11

How can you help me become a better leader for my team?

Accepted Answer

Understanding your DiSC communications style and how it’s affecting your team is the first step.  Once you have your profile and your team’s profiles, you will  see where the strengths and challenges are within the team.  This is usually a real eye-opener and valuable information for understanding how to further develop the team.   It can be difficult for people to see themselves the way others might see them.  Management coaching is the key.

Question 12

How do "D" styles tend to act?"

Accepted Answer

D is the "Dominance" Tendency.

Key Characteristics:
"I know what I want and go after it."
Is motivated to get immediate results.
Tendency to make decisions quickly.
Often is adventurous, even daring.
Is actively competitive, "on the move."
May openly question the way things are done.
 
Personal Preferences:
"I enjoy taking charge of situations."
"I like to take on new challenges in areas of interest that area. real 'test' to me."
Prefers opportunities for their own personal accomplishment or advancement.
Likes varied and new activities.
Personal Development Opportunities:
Learning to pace yourself better and know when and how to relax.
Being aware of the type and immediacy of needs that other people have.
Understanding that people need people.
Accepting the importance of your exisiting limitations.

Question 13

How will I know you can deliver positive results for us?

Accepted Answer

I am happy to provide you with contacts who have experienced the value and effectiveness of DiSC both personally and professionally.

Question 14

How can we stop the gossip mill, the drama, and improve team morale?"

Accepted Answer

Through better understanding our communication differences, team members develop a meaningful respect and appreciation for the entire team.  Respecting peers eliminates the need to gossip and enables people to focus on team morale and team results.

Question 15

How do "i" styles tend to act?"

Accepted Answer

i is the "Influence" Tendency.
 
Key Characteristics:
"I make new friends easily, even with strangers."
Tendency to be warm - trusting of others.
Is open about their own feelings.
Motivated to impress others and be included.
Enthusiastic, talkative, interactive.
 
Personal Preferences:
"I like to be recognized by others."
"I really enjoy entertaining people."
Likes the freedom to express self, including being free of entanglements, complications.
Prefers more favorable, casual relationships and working conditions.
 
Personal Development Opportunities:
Learning to develop more organized, systematic approaches to doing things, including following through with consistency in using these methods.
Awareness about others in ways that invove more realistic expectations and objective views of others.
Understanding how and when to be more firm and direct in dealing with less favorable situations.
Accepting the importance of completing work, tasks, agreements with people according to priority, commitments, and deadlines.

Question 16

How will I  understand the style of my management team?

Accepted Answer

That’s where DiSC comes in.  You will be amazed how easy it Is to understand your team once you see your DiSC Team Overview.  It’s like having an open manual to better understand your team and their differences.  You will be amazed at the difference DiSC will make with your team.

Question 17

How do "S" styles tend to act?"

Accepted Answer

S is the "Steadiness" Tendency.
 
Key Characteristics:
"I'm most comfortable when I know what others expect of me, including how to do do these things."
Tends to be more low-keyed and easy going.
Finds it easy to get along well and work with different types of people.
Motivated to concentrate on tasks, enjoys repeadedly doing similar kinds of things.
Is more comfortable as a listener and participator in a group rather than the talker or director.
Personal Preferences:
"I prefer it when things go smoothly, especially when there is not a lot of change."
"I like the satisfaction I get from working together with others on projects, by being a part of a collective effort to achieve specific results."
Prefers known procedures and the stability gained from a defined, proven way of doing things.
Likes sincere appreciation from others who are important, including more subtle or quiet recognition.
Personal Development Opportunities:
Learning how to better handle the reality of unexpected and ongoing change.
Awareness about when to delegate to other people to achieve desired results.
Understanding how to be more assertive with people in taking charge of certain situations.
Accepting the opportuntiy to grow by learning to do new and different things, including a variety of ways other than your own standard approach.

Question 18

How can we stop the gossip mill, the drama, and improve team morale?"

Accepted Answer

Through better understanding our communication differences, team members develop a meaningful respect and appreciation for the entire team.  Respecting peers eliminates the need to gossip and enables people to focus on team morale and team results.

Question 19

What if people don’t want to do a DiSC Profile?

Accepted Answer

Once people understand that DiSC is a communications tool that helps them better understand their natural communication style they are interested.  It’s all about them.  There are no better or best or right or wrong.  We are a blend of the styles. People enjoy learning about their communication style as well as the styles of their peers.

Question 20

How do "C" styles tend to act?"

Accepted Answer

C is the "Conscientiousness" Tendency.
 
Key Characteristics:
"I have a need to do things more correctly since I'm uncomfortable making mistakes."
Is motivated to be thorough, accurate.
Tends to be attentive to conditions around them, including clues about important expecations or standards.
Often demonstrates caution, curiosity.
May become critical of the quality of work performed - their own or others'.
Personal Preferences:
"I prefer to be more careful, quiet and observant when I am around other people."
"I like situations where I have the freedom to concentrate on perfecting ideas and work on things that are important to me - without interruption."
Prefers assurances that identified and agreed-upon standards or objectives will not be changed, sacrificed.
Likes personal responsiveness to achieve their own standards.
Personal Development Opportunities:
Learning to develop a greater tolerance for conflict and human imperfection, including realistic approaches to preventing and minimizing both.
Awareness of the importance of more directly communicating and discussing your views with others.
Understanding of the different types of talents and interest levels of individuals, which can be helpful in achieving desired objectives.
Accepting with a greater sense of true self-esteem the importance of who you are as a worthwhile person in your own right, rather than only for what you do.

Question 21

What if the makeup of our team doesn’t work?

Accepted Answer

That’s what DiSC is all about.  Helping companies and people  better understand their communication  strengths and weaknesses.  It’s great to have a blend of the 4 styles on a team, however, that’s not always the situation.  Learning how to be flexible with our styles in communicating with peers is what makes the difference and helps  to increase team spirit, company morale, company growth, and customer satisfaction.

Question 22

What if my employees don’t want to be part of a team?

Accepted Answer

A team focus group uncovers challenges and generates positive team morale.  People want to trust and believe the company is serious about building a cohesive team.  Once people feel like a part of the team they will be more eager to open up and share challenges and solutions.

Question 23

How can we get a profile for our new employees?

Accepted Answer

New employees can receive a DiSC Profile with a simple phone call.  We send a link, to be completed by the employee,  and they will receive their completed profile.

Question 24

How can DiSC benefit people personally?

Accepted Answer

It’s important to remember that DiSC is a communications tool.  This valuable information is utilized through our personal and professional communications and interactions with people.  It helps people become more aware of how they are coming across to others and how they can be flexible when communicating with different styles.

Question 25

How can YOU help us build more effective teams?

Accepted Answer

DiSC is our foundation for developing effective teams.  It creates better understanding around team differences and encourages the team to be more respectful and trusting with each other.

Question 26

What if our team is lacking trust?  What can we do?

Accepted Answer

Get it out on the table.  Why are they not trusting each other?   Understanding how to communicate through trust challenges is the foundation for building a cohesive team.

Question 27

How can we build more cohesive team relationships?

Accepted Answer

A cohesive team needs to master 5 behaviors; gaining trust, mastering conflict, achieving commitment, embracing accountability, and focusing on results.  The 5 Behaviors of a Cohesive Team is a training process that provides an enlightening journey into major team development.

Question 28

How do "D" styles tend to act?"

Accepted Answer

D is the "Dominance" Tendency.
 
Key Characteristics:
"I know what I want and go after it."
Is motivated to get immediate results.
Tendency to make decisions quickly.
Often is adventurous, even daring.
Is actively competitive, "on the move."
May openly question the way things are done.
Personal Preferences:
"I enjoy taking charge of situations."
"I like to take on new challenges in areas of interest that area. real 'test' to me."
Prefers opportunities for their own personal accomplishment or advancement.
Likes varied and new activities.
Personal Development Opportunities:
Learning to pace yourself better and know when and how to relax.
Being aware of the type and immediacy of needs that other people have.
Understanding that people need people.
Accepting the importance of your exisiting limitations.

Question 29

How do "i" styles tend to act?"

Accepted Answer

i is the "Influence" Tendency.
 
Key Characteristics:
"I make new friends easily, even with strangers."
Tendency to be warm - trusting of others.
Is open about their own feelings.
Motivated to impress others and be included.
Enthusiastic, talkative, interactive.
Personal Preferences:
"I like to be recognized by others."
"I really enjoy entertaining people."
Likes the freedom to express self, including being free of entanglements, complications.
Prefers more favorable, casual relationships and working conditions.
Personal Development Opportunities:
Learning to develop more organized, systematic approaches to doing things, including following through with consistency in using these methods.
Awareness about others in ways that invove more realistic expectations and objective views of others.
Understanding how and when to be more firm and direct in dealing with less favorable situations.
Accepting the importance of completing work, tasks, agreements with people according to priority, commitments, and deadlines.

Question 30

How do "S" styles tend to act?"

Accepted Answer

S is the "Steadiness" Tendency.
 
Key Characteristics:
"I'm most comfortable when I know what others expect of me, including how to do do these things."
Tends to be more low-keyed and easy going.
Finds it easy to get along well and work with different types of people.
Motivated to concentrate on tasks, enjoys repeadedly doing similar kinds of things.
Is more comfortable as a listener and participator in a group rather than the talker or director.
Personal Preferences:
"I prefer it when things go smoothly, especially when there is not a lot of change."
"I like the satisfaction I get from working together with others on projects, by being a part of a collective effort to achieve specific results."
Prefers known procedures and the stability gained from a defined, proven way of doing things.
Likes sincere appreciation from others who are important, including more subtle or quiet recognition.
Personal Development Opportunities:
Learning how to better handle the reality of unexpected and ongoing change.
Awareness about when to delegate to other people to achieve desired results.
Understanding how to be more assertive with people in taking charge of certain situations.
Accepting the opportuntiy to grow by learning to do new and different things, including a variety of ways other than your own standard approach.

Question 31

How do "C" styles tend to act?"

Accepted Answer

C is the "Conscientiousness" Tendency.
 
Key Characteristics:
"I have a need to do things more correctly since I'm uncomfortable making mistakes."
Is motivated to be thorough, accurate.
Tends to be attentive to conditions around them, including clues about important expecations or standards.
Often demonstrates caution, curiosity.
May become critical of the quality of work performed - their own or others'.
Personal Preferences:
"I prefer to be more careful, quiet and observant when I am around other people."
"I like situations where I have the freedom to concentrate on perfecting ideas and work on things that are important to me - without interruption."
Prefers assurances that identified and agreed-upon standards or objectives will not be changed, sacrificed.
Likes personal responsiveness to achieve their own standards.
Personal Development Opportunities:
Learning to develop a greater tolerance for conflict and human imperfection, including realistic approaches to preventing and minimizing both.
Awareness of the importance of more directly communicating and discussing your views with others.
Understanding of the different types of talents and interest levels of individuals, which can be helpful in achieving desired objectives.
Accepting with a greater sense of true self-esteem the importance of who you are as a worthwhile person in your own right, rather than only for what you do.

LEARN

Frequently asked questions

How can you help me become a better leader for my team?

How can DiSC benefit people personally?

How will I know you can deliver positive results for us?

How can we get a profile for our new employees?

How will I understand the style of my management team?

What if people don’t want to do a DiSC Profile?

What if the makeup of our team doesn’t work?

How can YOU help us build more effective teams?

How can we build more cohesive team relationships?

What if my employees don’t want to be part of a team?

How can you help me become a better leader for my team?

How do "D" styles tend to act?"

How will I know you can deliver positive results for us?

How can we stop the gossip mill, the drama, and improve team morale?"

How do "i" styles tend to act?"

How will I understand the style of my management team?

How do "S" styles tend to act?"

How can we stop the gossip mill, the drama, and improve team morale?"

What if people don’t want to do a DiSC Profile?

How do "C" styles tend to act?"

What if the makeup of our team doesn’t work?

What if my employees don’t want to be part of a team?

How can we get a profile for our new employees?

How can DiSC benefit people personally?

How can YOU help us build more effective teams?

What if our team is lacking trust? What can we do?

How can we build more cohesive team relationships?

How do "D" styles tend to act?"

How do "i" styles tend to act?"

How do "S" styles tend to act?"

How do "C" styles tend to act?"

If you still have unanswered questions...