Christina Bowser, Author at Extended DISC

Webinar: Extended DISC vs. DISC

Posted on August 26, 2016 by Christina Bowser

Have you ever thought about or been asked, “what’s the difference between Extended DISC and DISC?”

1:00 PM – 1:30 PM CDT

Wednesday, September 7th, 2016

Participants

Join Markku Kauppinen, President and CEO of Extended DISC NA, Inc. and Christina Bowser, Senior Trainer as they discuss the differences between Extended DISC and other DISC products.

Registration

Sign up even if you can’t attend – we will send you the recorded webinar link!

After registering, you will receive a confirmation email containing information about joining the webinar. If you cannot make the webinar it will be recorded and available on VIP Client Resource Site.

Extended DISC Resources Webinar

Posted on August 24, 2016 by Christina Bowser

Discover the many resources available in our Extended DISC Resources Webinar. Take it one step better by getting tips on how to best use them. Learn how to access written resources, power points, training exercises, the client resource web portal, and so much more!

Where to start with DISC resources

Taylor Warrick, Sales and Customer Service Manager, and Christina Bowser, Senior Trainer highlight the DISC resource materials that can enhance your use of the Extended DISC Assessment tools. During the Extended DISC Resources webinar find what resources are best to get started and how to best incorporate them into your practice.

Written Support Resources Available

In the DISC Resources webinar we initially cover our written support materials. We show how you can use them with the Extended DISC Reports. Here are a few examples:

Our clients find the Extended DISC Overview Cards quick and handy. Use it as a take-away tool for reinforcing behavioral change. The Overview Cards provide targeted information to quickly identify and review the DISC-styles. Each DISC style has brief topics including what is each style’s primary focus, preferred environment, biggest fear, pressure response, limitations, and more. The cards do just what their title suggests, a great DISC style overview!

Need a practical and easy-to-use reinforcement tool? Quick Reference Cards ensures behaviors really do change. These laminated cards provides a speedy overview and tips on how to identify the four DISC Styles. In addition, learn the “Do’s and Don’t’s” when talking with the other styles. Finally, get specific tips on how to adjust your communication style with other DISC Styles. The Quick Reference cards are one of our most popular resources.

Self-Development Guide, also known as Four Steps to Effective Communication Guide, is a tool for everyone. The guide assists your clients and employees in getting the most of the Extended DISC® Reports. We even recommend it as a resource for trainers! Learn easy ways to practice and reinforce new skills. This go-to resource shows easy-to-use steps to modifying behaviors. You will not be filing away these useful, high-quality guides.

Additionally, our DISC Support Materials include the Facilitator’s Guide, Taking Flight book, Coach’s Playbook, Play and Learn Card game, posters, avatars, and more!

Brand new resources!

Introducing our DISC Notepads. Use these handy notepads simply as notepads or build them into workshop games and activities.

Last, but not least, our DISC Training Videos series have arrived! Training can be fun and effective with the right tools. Looking for something creative and interesting? Using these videos can ramp up the public’s knowledge of DISC and improve the quality of your sessions. Learn key points of the four DISC Styles and the how to use DISC in work and everyday life. Need more on the new videos? Listen to our Introducing Extended DISC Training Videos Webinar.

Extended DISC VIP Client Resource Center

Did you know that being a client of Extended DISC allows you access to our VIP Client Resource Center? Need a sample reports, missed a webinar, or looking for a DISC power point? Feel even more confident conducting a DISC workshop because you have all these materials available to you. We tour the site and highlight the places that good to go to first or used most often. Click here to log in if you have a VIP User Account or contact us at +12812986073.

Final thoughts

Many clients share new ideas and training materials with us. Clients share their ideas, exercises, blogs, and training materials with us which we use to create new materials. Checking our website, VIP Clients Resource Center, and being on our email list helps you to stay current.

In addition the DISC Resources Webinar, you can find more webinars, resources, and videos on our website www.ExtendedDISC.org

Discovering How Not to Overuse Your Strengths

Posted on August 23, 2016 by Christina Bowser

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.

Strengths and Overusing Them

Don’t Overuse Your Strengths

One topic that almost always comes up in our DISC train-the-trainer sessions is how to best handle questions by training participants about their own development areas. The main reason for this is that the respondents of the DISC questionnaire rarely have any questions about their strengths. This is because no one disagrees with his or her own strengths. Everyone readily accepts them since who does not like to be reminded how wonderful we are. However, accepting our development areas requires a little more objectivity and maturity.

While our strengths are certainly wonderful, many of us actually struggle with them more than with our development areas. Our strengths often create more significant roadblocks to our success and they frequently create challenges for us.

Challenges with Our Behavioral Strengths

First, we tend to overlook our strengths. If you have ever observed someone review their Extended DISC assessment, there is a good chance you noticed the person spent more time reviewing development areas while the strengths only received a cursory look. We are conditioned to focus on what we “got wrong” and do not give ourselves enough credit for what we “got right”. While the DISC-model makes absolutely no value judgments and there are no right or wrong results, our natural tendency is to overlook our very valuable strengths.

Also a challenge with strengths is that quite a few of us assume that everyone else also possesses the same behavioral assets. As a result, we take them for granted. However, others do not share your strengths. Trust me, many would love to have your strengths. Do not overlook them. Value and capitalize on your strengths.

Our strengths can also hold us back since almost all of us are prone to stay in our behavioral comfort zone. It is much easier to “autopilot” than to expend the energy to consciously modify behavior for more successful outcomes. As a result, we are more likely to emphasize, and overuse, the behaviors that are the most comfortable to us. Yes, you guessed it – these are our strengths.

Becoming Too Much of Ourselves

When we overuse our strengths, essentially we become too much of ourselves. I call this the “too- effect’. If you look at the adjectives used to describe your DISC-style, simply add the word “too” in front of those descriptors of your behavioral style. In others words, if you are a D-style, you are too direct. In case you are an I-style, you are too talkative. If you happen to be an S-style, you are too modest. And as a C-style, you are too analytical. And so on for all the attributes of your style.

This is exactly what happens when we overuse our strengths. As a result, others around us are not going to respond well to our behavior. Because we may be an abrasive D, an unrealistic I, a complacent S, or a critical C, the results are not going to what we want and expect. This makes us frustrated, stressed and pressured, which in turn makes us to revert to our natural DISC-style and to amplify our strengths even more. (If you read the section “Reactions to Pressure Situations” in your Extended DISC assessment, you will discover exactly how you are likely to behave in these situations.) This is turn elicits even worse reaction from others, adding to the pressure and the downward spiral continues and accelerates. In fact, instead of just reverting to our natural style, we begin to exhibit the negative traits of our DISC-style. Our strengths have become our liabilities.

Behavioral Modification vs. Stress, Emotions and Fatigue

What can we do to prevent this? Awareness is a must. We need pay particular attention to three things:

Stress
Emotions
Fatigue.

Whenever we are stressed, we are less likely to modify our behavior. Stress is a distraction that keeps us from making conscious adjustments to our style. Of course, stress is ubiquitous but we need to be aware when the stress level becomes high. When that happens, we need to be particularly careful not to use strengths too much.

When we get emotional, we stop modifying our behavior and show our worst behavioral traits. Think about the last time you were angry. Did you make conscious decisions about how to best adjust your style to achieve the best outcomes? Think about the last fight you had with a friend, family member or a co-worker. Did you remember to adjust your communication style?

Strong emotions are the enemy of behavioral modification. Don’t forget this to maintain your awareness to not allow your strengths to become liabilities.

Modifying behavior takes energy. Fatigue works against you. When you are tired, be vigilant not to become lackadaisical. It may be a good idea to take a break or postpone an important interaction. This is one reason why physically fit people perform at a higher level. Exercise, healthy diet, and rest improve our ability to modify behavior.

Not surprisingly, everything comes down to making conscious decisions about modifying behavior. Sometimes we just do not feel like doing it. We have little energy or are not motivated. When this happens, focus on the big picture. Ask yourself: “What is the cost of not adjusting my behavior?” This often helps put everything into perspective.

You can also think about the value of the interaction. What type of return on your effort will you get? This is particularly helpful question when interacting with your loved ones. Expending the required energy to adjust your style when communicating your child could make an incredible difference.

What Can We Do to Not to Overuse our Behavioral Strengths

What about a few techniques to help not to overuse strengths? First, slow down and be present. You need to be aware how you are behaving. Aim to keep calm and control your emotions. Remember, when you become emotional you stop adjusting. Finally, keep the end goal in mind and focus on how to modify your behavior.

Yes, it takes energy not to autopilot. However, you will be more successful and will spend a lot less energy and effort over time not having to fix problems your overused strengths can create.

Everything in moderation. Even with our wonderful strengths. Use, but not abuse, them.

Olympic Athletes Win Gold in Communicating

Posted on August 17, 2016 by Christina Bowser

Diverse groups can create bonds and friendships that go beyond communicating in their native language.

Olympic Athletes Show Us How to Communicate

Olympic athletes can show us how communicating with one another goes beyond words. Every time the Summer Olympics rolls around I can’t help but get crazy excited! Think about the staggering group of athletes that come from all over the globe and how they come to compete at the highest level. Do you find yourself watching sports you never normally watch? Are you watching white water rafting, water polo, gymnastics, or synchronized swimming? I think about the amazing experiences the athletes are having. It’s not just about the competition and medals. Athletes will meet on their respective playing fields, but they will meet in diverse places too. They will encounter and get to know each other during the Opening and Closing ceremonies, in the Athlete’s Village where they will eat together, meet people outside their sports, and create lifelong memories in the truest of the Olympic spirit.

Wouldn’t it be great if every interaction we had, whether it’s in our personal or professional life, created such a positive and successful experience? Athletes are coming in with a desire to collaborate, learn, and put forth their best efforts to communicate with people they have never even met before. Even though the athletes may not speak the same language, we visualize scenes where there will be laughter and awkward efforts to communicate beyond words. There will be attempts at each other’s language. Chances are they will go with the non-verbal forms of communication like high fives, appreciative clapping, hugs, exchanging of uniforms and pins, and smiles.

Communicating Does Not Always Require Speaking the Same Language

The interactions of the Olympic athletes reminds us that, even when we don’t speak the same language, we are still able communicate where both sides come away with a positive result. We can make modifications to our communication style. This displays our efforts to adjust and understand the other individual. The goal is for the individual to be more engaged and even make modifications to his or her own behavioral style too!

Communication comes in many different forms. It goes beyond words and has the ability to unite diverse individuals who don’t share a common language. The enthusiasm and optimism of the athletes shows us how great communicating can be. However, there are times where the interactions aren’t as ideal. Think of times where you’re meeting with potential customers or clients or conversing with your teenager. Teens, as a group, are challenging by themselves. Let’s focus on work. You know it’s your job to make a great impression and persuade clients to purchase your product or service. These are times we may need to work harder to focus on our own behavioral modifications to create a successful outcome. Wouldn’t it be great to have some tools that help us communicate more effectively and achieve a great result?

Communication tools help create better interactions

Tools for communicating, such as DISC, are practical. It’s another way to remind and reinforce the fact that we all have preferred methods to communicate. This tool helps identify our natural behavioral style or how we “prefer to do things.” Are you someone who likes to pay attention to details or do you only want to know the bullet point summaries? Do you like to socialize and build relationships or do you prefer to focus on the tasks and get things done? We all have chosen ways to doing things and identifying our natural behavioral style is just one step to communicate better.

In addition to understanding ourselves, it also helps to identify the behavioral styles of others. It’s one thing to be more self-aware, but we also need to understand how others prefer to communicate as well. Once we know our style and the style of others, the goal becomes to find ways to make constructive modifications to our own style. Wouldn’t it be wonderful if every time we interacted with others we created a positive impression and successfully got what we needed? Unfortunately, that doesn’t always happen, but the Olympic athletes remind us that by putting forth our best efforts and using whatever skills we utilize that we stand a better chance.

What Can Learn from the Olympic Athletes?

So remember, when you are part of a diverse group or in a situation you have not experienced, you don’t need to speak the same language or even have the same ways of communicating. Like the Olympic athletes, you just need to use universal skills you’ve learned to better interact and recognize that there are different ways of communicating, even beyond words. Most of all, show willingness and effort to modify and make adjustments on your part. This can automatically create a more successful outcome even if you don’t win an Olympic medal for your efforts!

Overusing Strengths of DISC Style

Posted on August 10, 2016 by Christina Bowser

In this 30 minute webinar you will discover how overusing strengths of your DISC-style can hinder your success. Learn skills to capitalize on your behavioral style while improving on your development areas.

Don’t Overuse Your Strengths

Markku Kauppinen, CEO and Christina Bowser, Senior Trainer at Extended DISC North America Inc. sit down to talk about how overusing strengths of our DISC behavioral style gets us into trouble. One topic that almost always comes up in our DISC train-the-trainer sessions is how to best handle questions by training participants about their own development areas. The main reason for this is that the respondents of the DISC questionnaire rarely disagrees with his or her own strengths.

Challenges with Our Behavioral Strengths

First, we tend to overlook our strengths. We are conditioned to focus on what we need to develop or “fall short” and do not give ourselves enough credit for what we do well. A challenge to us is that quite a few of us assume that everyone else also possesses the same behavioral assets. As a result, we overlook them. However, others do not always share your strengths. Value and capitalize on your strengths.

Becoming Too Much of Ourselves

When we overuse our strengths, essentially we become too much of ourselves. As a result, others around us are not going to respond well to our behavior. When we are frustrated, stressed and pressured, we revert to our natural DISC-style and amplify our strengths even more. This is turn elicits even worse reaction from others, adding to the pressure and the downward spiral continues and accelerates. In fact, instead of just reverting to our natural style, we begin to exhibit the negative traits of our DISC-style. Under stress, fatigue, or strong emotions we are more prone to exhibit the negative traits of our behavior instead of the appropriate behavioral modifications we normally make.

Behavioral Modification vs. Stress, Emotions and Fatigue

What can we do to prevent this? Awareness is a must. Whenever we are stressed, we are less likely to modify our behavior. When that happens, we need to be particularly careful not to use strengths too much. When we get emotional, we stop modifying our behavior and show our worst behavioral traits. Think about the last time you were angry. Did you make conscious decisions about how to best adjust your style to achieve the best outcomes? Strong emotions are the enemy of behavioral modification. Don’t forget this to maintain your awareness to not allow your strengths to become liabilities. Modifying behavior takes energy. Fatigue works against you.

Identifying when you are stressed, emotional, or fatigued is one critical step towards knowing when you are overusing strengths. The accompanying blog “Discovering How Not to Overuse Your Strengths” explains more on identifying when we have these feelings and explains how to manage it.

What can we do to avoid overusing strengths

Yes, it takes energy not to autopilot. However, you will be more successful and will spend a lot less energy and effort over time not having to fix problems your overused strengths can create.

Everything in moderation. Even with our wonderful strengths. Use, but not abuse them.

How DISC Works

Posted on June 27, 2016 by Christina Bowser

Valid behavioral assessments in under 10 minutes

DISC is a suite of scientifically validated online assessments used by thousands of organizations worldwide. When a respondent takes our online questionnaire, the process lasts about ten minutes. During the questionnaire process, respondents answer 24 questions about themselves on their personality or behavior. The questionnaire forces respondents to choose two of four options: a word or phrase that describes them once as “most” and once as “least”. For the most valid result possible, we offer respondents over 70 languages to choose from. Our DISC tool allows most individuals to take the questionnaire in their most comfortable native language (thus ensuring accurate and highly valid results).

DISC Behavior Model

What does DISC measure and assess?

DISC assessments focus on measuring an individual’s personality and behavior. Our assessment tools measure who we really are, how we go about the day, and the behaviors that are most comfortable and natural to us. DISC reports tell respondents the DISC style(s) that comes natural to them, which in return provides them with a starting point to effectively adjust their behavior. Individuals have the ability to modify their DISC style depending on who they are interacting with and the situation that they are in. Modifying one’s natural style becomes possible with the information provided by our assessment- it just takes energy and effort. Once we identify our natural DISC style, we understand how we show up under pressure, our spontaneous reactions, and our behaviors that are visible to others. Our assessment provides information on an individual’s strengths, development areas, motivators, and de-motivators to allow for effective performance improvement.

How are DISC results generated?

After years of research and development, we have created an assessment that takes the results of the DISC questionnaire and inserts them into algorithm to look at how an individual identifies with a DISC style. The questions themselves may seem like 24 independent questions on the surface, but there is a complex interconnected relationship between them. Our assessments are the best because of the years of research built into creating a tool that can truly measure hard-wired styles – not all DISC assessments can do that! There are other assessments out there that only measure one’s conscious, preferred behavioral styles- not who you truly are.

An additional strength of our DISC tool, is that we will not generate results if we cannot clearly identify at least one behavioral style. This means that if an individual is distracted, tries to randomly select answers, over-thinks their answers, rushes through answers, or creates an inconsistent pattern of answering, then an invalid result will occur. You can be more confident that the results from our DISC tool are accurate- we identify true behavioral styles of our respondents.

When do I receive my results?

After the questionnaire is completed, the results are emailed to you within seconds. There is also the option to send additional reports to facilitators, administrators, and respondents.

Extended DISC® Allows Customization of Assessments

There are an array of options when customizing an assessment. Customization can be done to not only the look of the assessment (colors, pictures, logos, etc.), but to the content as well (specific job roles, etc.). We offer a large library of Individual assessments, and we also offer Team, Work-Pair, Department, and Organizational assessments too! Any assessment can be tailored to a short report or a comprehensive one – we can accommodate to your needs and preferences!

If you wish to learn more about Extended DISC® assessments and customization preferences, click the button below.

A Simple Way to Understand your DISC Style

Posted on June 15, 2016 by Christina Bowser

Introducing the DISC Style Charts

While we will continue to offer the Extended DISC Profiles and Diamond, we are happy to introduce a simple and new illustration of an individual’s styles: The DISC Style Charts.

Above: Our new and simple way to display “Adjusted” and “Natural” styles to assessment respondents.

What drove Extended DISC to innovate this new type of style display?

Extended DISC Profiles always provide the most specific identification of a person’s DISC-style. However, it takes some effort to learn how to interpret them. There are times the training participants may incorrectly interpret the profiles. They may mistakenly think they completely lack one or more of the four DISC-styles. Someone may say, “I don’t have any C-style.” In fact, we have all four DISC-styles. We have those that come naturally and those that take energy. The DISC Style charts are a simple solution that are easy to interpret and clearly display the relative intensity of the four DISC styles. Both the “Natural and “Adjusted” style are shown.

The DISC Style Charts are an additional option and are only available on our new Extended DISC assessments platform (FinxS).

We will continue to offer the Extended DISC Profiles and the Diamond.

If you want to learn more, please contact us today and thank you for visiting Extended DISC.

Extended DISC
CustomerService@ExtendedDISC.org
1.800.257.7481
+1.281.298.6073

Free Webinar: Leading Millennials – What Every Manager Needs to Know

Posted on June 14, 2016 by Christina Bowser

Markku Kauppinen, President and CEO of Extended DISC NA, Inc. and Christina Bowser, Senior Trainer, will share 4 strategies for success for Managers who work with Millennials.

On Wednesday, July 13, 2016 from 10:00 AM – 10:30 AM CDT

Please register for this Webinar at:

https://attendee.gotowebinar.com/register/2073770564551838723

After registering, you will receive a confirmation email containing information about joining the webinar.

Mastering DISC Styles Like Never Before

Posted on June 13, 2016 by Christina Bowser

Have you ever of thought of cars in terms of DISC styles?

Imagine the commanding Mercedes S600 sedan, with its powerful image of strength, control and authority.

How about the charming and amusing Fiat Spider convertible that sends fun and exciting messages of spontaneous open air drives with loved ones and friends? Consider the reliable and comfortable Honda Odyssey minivan with more than enough room for family, friends and pets. Last, but not least, there’s the quality engineered Volvo XC70V with its practical design and state-of-the-art safety technology. Now are you starting to associate the DISC styles with cars?

A great way to practice the DISC tool is to think in terms of people, places, and things when associating the four DISC styles. Think of famous people from TV shows like Star Wars, Friends or Big Bang Theory. Can your identify the main DISC styles of C3PO, Darth Vader, Han Solo or Princess Lei? What about famous athletes? Who are the players that win at all costs and take no prisoners, the unselfish team players, the technicians, and the colorful and vocal leaders? Does Magic Johnson, Tiger Woods, Usain Bolt, Cristiano Ronaldo or Roger Federer fit into the DISC styles for you?

You can even try identifying the DISC styles of public companies. Think of Apple, Wal-Mart, Target, Bank of America, JP Morgan, or Southwest Airlines just to name a few.

You can put just about everything in terms of DISC styles.

For people pay attention to traits such as what the person talks about, the types of words they use, body language, and tone of the voice. For other things like cars think about the visual appearance and what values you see in the product.

So the next time you meet someone or look at a car, animal, house or even a company, try it in terms of DISC style!

Making DISC a part of Your Organization’s Culture

Posted on June 8, 2016 by Christina Bowser

DISC sessions are often fun and helpful. However, DISC must be used in daily practice in order to provide real value to an organization.

Why is this topic so important?

Markku Kauppinen, President and CEO of Extended DISC NA, Inc. and Christina Bowser, Senior Trainer, share simple, yet powerful ideas on building DISC into the culture of your organization.

Facilitators, consultants, and trainers frequently ask us how to build DISC into organization’s culture. People love the DISC workshops, but how to we create more value for the organization? How do we make DISC “stick?”

Challenges to using DISC in an organization

There are challenges when it comes to incorporating DISC. Challenges are not unique to DISC training, but to training in general. Often times it’s an event – fun, exciting, and informative, but reality is we go back to work (e.g., emails, phone messages, deadlines, customers, etc.) so we basically go back to our routines.

DISC Reports get filed away and then behaviors don’t change. We need to remember why we are doing this. The goal is to create a better more confident self-awareness. Knowing ourselves, how to identify communication styles of others, and modifying our behaviors to better sell, communicate and interact means success.

We all want to do it, but how do start?

Top management’s role requires the message to be clear. These folks are successful and in charge. They give the message importance and value. If my boss thinks it important, then I better make it important for me. It’s tough, but if you can get management to communicate the value of why DISC is important. Top management needs to use DISC language daily and everyone will soon adopt it.

The role of the manager

Each and every manager plays a critical role. If employees know what is expected of them then they will more likely comply. People don’t quit the organization they quit their managers. Ask one critical question, “What DISC styles is that prospect/customer/co-worker?” This ensures that employees know it’s important and expected. If managers don’t pay attention then other training come up and it fades away. Use the critical question in meetings. It’s a coaching moment for everyone. This will create conversation around DISC and it will more likely integrate. You can’t use exact same question every time, but use same context.

What can managers start doing

We forget a lot from trainings so managers need to coach to help employees incorporate DISC. Ask two questions. First, “Is that person more active or reserved?” Listen to what a person talks about, how they talk, and any visual cues. Secondly, ask, “Is the person more task or people focused?” Does the person focus more on team vs numbers, processes, emotions, or things vs relationships. If you can help your employees put those two answers together than you can easily identify others’ styles. It becomes a habit and it supports the primary question.

A simple way is to remind staff is to keep DISC physically visible. You can plot your employees’ styles on DISC chart and post it in a visible place. This reinforces and reminds us that employees communicate differently and we constantly need to make adjustments.

Communicating DISC tools is important

Don’t let it become out of sight and out of mind. Use your CRM system to add DISC style field. The more information we have the better. This is critical because we don’t always have face-to-face interactions. You can use DISC in phone calls and emails. If you are not sure then put your best guess style followed with a question mark. Then next time you can listen or look for more clues. This makes your life and co workers lives easier.

Support materials can also help reinforce DISC learning. We use the Quick Reference Card which is our most popular and useful tool. The simple card gives you specific words you’re looking for and quick ideas to remind us how to better communicate. People carry it around and keep it handy. The Self Development Guid Booklet gives more detailed information. Think of it as Cliff Notes to enhance knowledge and reminds us not to go into auto-pilot.

Manager’s role is critical

Managers need to help coach employees to become more fluent and comfortable with DISC. Our time is limited and we have so much to do already. The nice thing about DISC is it doesn’t take a lot of time. You may need to practice it a little bit in the beginning, but then it becomes a part of the culture.

ing and debriefing the moment and listing ways you used to identify the customer’s style really puts it into practice. Ask them to think about what they talked about, words they used, tonality, types of questions asked (who, what, how, why), and when possible, eye-contact and body language.

Have employee think about specific ways you modified your own behavior to effectively communicate, motivate and influence. What adjustments works and didn’t work? Could you have done any better? What did you learn from interaction? Is there at least one takeaway. Anything you will start doing and stop doing in the future?

Top management is ideal

It’s optimal and ensures success when top management buys into the DISC tool. Even still, there are many levels of managers especially in large organizations that impact the success of building DISC into your organization’s culture . There are more challenges for managers when their own boss doesn’t reinforce DISC. Think of it as the “trickle down effect.” Managers are key players when it comes to making DISC a part of the organization’s culture.

Lastly, as managers and employees, are you using DISC at home with your spouses, kids and partners? Using it at home with most important people in your life has a powerful impact and you will see the carry over value in the workplace.