Category: DISC Webinars

Team DISC Assessments are highly useful tools in helping identify a team’s preferred way of doing things, natural strengths, and areas of development. In addition, team DISC reports can provide supporting information on how teams can work more effectively.

We rely on teamwork to get things done, but not all teams function smoothly. Teams need tools that help them to become more effective; even successful teams can improve. Team DISC Assessments can provide supportive information for teams to achieve success.

Stop! Before You Use Team DISC Assessments!

First off, team members only need to take one DISC test. The resulting DISC report is designed to help the respondent understand his/her own preferred ways of behaving. One of the goals, leading to the team DISC assessment, is to increase self-awareness and understanding of how each respondent interacts within the team. You can use the 4 Steps to Effective Communication approach to debrief the individual’s DISC profile. Start by helping team members understand the 4 DISC types. Then focus on their own styles, learning to identify DISC styles of others, and finally, practice how to adapt to be more successful. The goal here is to increase self-awareness.

After the individual review, now focus on how the respondent fits in the team. Team members can better understand how their preferred DISC personality type shows up in a team. They learn what strengths they can bring to a team. In addition, they can become aware of how their team members view their DISC style. They can use the DISC results to learn how to be an even more effective team member.

Where Can You Use Team DISC Assessments?

Now, respondents can come together as a group and progress to use the team results. Team DISC Assessments can help identify the relationship dynamics of teams. However, there is more than one way to use team results beyond just the team setting. Managers can use it to better manage and lead their employees. CEOs and business owners can use the DISC tool to make strategic decisions. You can also use the team DISC tool at an organizational level. For example, how can we better understand why we have high turnover rates? Are certain DISC profile types leaving our company at a higher rate than others? Leadership then may have more valuable information to make strategic decisions.

The bottom line is that it’s not just a team development tool. Our webinar and blog will address more ways to use team DISC assessments in a continuing Using Team DISC Assessments series.

Using Team DISC Assessments in Team Applications

Teams have challenges that may be highly visible, including inter-personal issues, conflicts, and friction. Therefore, it’s difficult to understand what’s underneath all those overt and sometimes distracting issues. The team report maps can really simplify complex issues because it’s a visual image of how team members relate to one another.

Another strength of DISC is that it does not make value judgments; there is no good or bad, high or low scores when it comes to DISC styles. We simply have preferred ways of doing things. Teams can then have a safe and well-defined setting to discuss and understand their team’s dynamics. Team members can talk about their teams using the DISC language in a way that is non-judgmental. Additionally, people can be more self-aware when seeing team members’ results and how their own style interacts with others.

Why Start with Team DISC Assessments Exercise?

There is no set way to use the team assessment, but a great place to start is with a DISC exercise. Do it before presenting the team DISC results. A simple DISC exercise can help to start discussion.

First, ask the team to identify their primary goals to achieve success. Next, ask team to identify the behaviors needed for the team members to practice daily to achieve those goals. Lastly, map the behaviors in the DISC quadrants. Try using a blank DISC Diamond flip-chart paper. Focus solely on behaviors when mapping on the DISC quadrants.

Typically, behaviors tend to focus in on two of the DISC quadrants. Before further discussion, ask the team to agree, that if they practice these identified behaviors they will more likely reach their goals. Now you have an upfront commitment from the team. It’s candid feedback.

Understanding the Team DISC Profile Using the Shotgun Map

People typically start with the Shotgun Map. The Shotgun Map will show the natural styles of the team members. We can look at the team more objectively because there are no names. The Shotgun Map can be used to view the team at a macro level and focus on the big picture. There is no ideal team make-up. Teams are not usually distributed evenly amongst the 4 DISC quadrants. Context is everything. For example, think of the distribution of a sales team versus an auditing department. We need to understand job functions and goals teams need to accomplish.

We can look at the Shotgun map to help identify strengths and weaknesses. Groups of styles (dots) in any quadrant may be identified as a strength because it’s comfortable for members to handle those behaviors. However, if the team doesn’t have identified behaviors in those DISC quadrants then it may be a liability; always keep in mind the context of the team and goals it is trying to achieve. Weaknesses may occur if there is no concentration of styles in a DISC quadrant, but again context is important.

Concentration of DISC Styles of a Team

A simpler way to look at the DISC Diamond is to divide the model into halves. The top half of the DISC model reflects DISC styles that are task-oriented versus the bottom half, which are DISC styles that are more people-oriented. You can divide the DISC models from left and right. DISC styles are more reserved on the left side, whereas, the DISC styles are more active on the right side.

Dividing the DISC model allows us to focus on concentration of DISC types. People tend to gravitate to roles that fit their style. Think of a job in your career that has been of a struggle and think of the job requirements. Where do they tend to fall on the DISC Diamond? Though many of us can thrive when we are forced out of our comfort zone, most people tend to gravitate to jobs and roles that match their DISC style. That is one reason why we tend to see concentrations of DISC styles when we look at Team DISC Assessments.

Concentrations of styles can amplify strengths of the group, but it can also amplify the areas of development. Similar styles tend to feed off the energy of each other. Make sure to ask the team for examples of when concentrations of styles work and don’t work. Discussions can focus on identifying settings where it happens, but also how it may not benefit to the team’s goal.

Using Team DISC Arrow Map

The Team DISC Arrow Map shows the natural style of team members and the adjustments they may be making. Team members needed to have taken the DISC assessment around the same time. Arrows are like a snapshot of the time in which the team member took the DISC questionnaire.

When looking at the arrows, focus on where the arrow is moving towards, but also focus on where the arrow may be moving away from. Also, look to see if there is a pattern of movement. Are the team members’ arrows moving in a similar direction?

Do the arrows make sense? This team may feel more motivated or the need to focus on more people-oriented behaviors. In the sample Arrow Map, there appears to be some pressure, motivation, or demands that are pushing the arrows primarily downwards. Tie the arrows back to the behaviors the team originally identified as necessary to achieve goals. If the arrows don’t make sense, then why don’t they? What changes does the team need to make in its behaviors to achieve the goals?

What Do We Do with DISC Team Profile Results?

Modifying behavior takes energy. There are two components in the context of the team. The first looks at what individual changes does the team member need to make to help the team. Then, what changes does the team collectively need to make? Remember, we can only control our own behaviors. We cannot force others to change and therefore, team pressures can prevent change. Teams must be committed to making changes; individually and collectively. Team members have different roles and styles, and therefore, may have differing adjustments in order for the team to succeed.

Don’t forget to keep revisiting the exercise results because it’s difficult for the team to argue on goals and behaviors the team itself identified. We have covered just a few sections of the team report. There are different sections of the team report that DISC facilitators favor. The team DISC report is highly valuable even if team members have taken it at different times. Ultimately, teams can use the team DISC results to identify the natural style of each team member, how it affects team dynamics, and what behavioral adjustments can be made to meet the goals of the team.

Team DISC Assessments Pt II: The Manager, on June 15, 2017

Sign up for the next webinar in our continuing series, Team DISC Assessments Pt II: The Manager, on June 15, 2017. How can managers use the DISC tool to better manage, develop, and lead their employees?

We have differing views of DISC personality types based on our own perceptions. Hence, we may also have misconceptions about DISC personality types.

When we talk to other people about DISC styles we notice that people have differing views of others. They are different for various reasons. These views are sometimes inaccurate, but can grow into lasting biases and misconceptions about DISC styles.

As human beings, we make judgments on other people. We hold pre-conceived views because it allows us to make decisions about others quickly. However, they can also cloud our judgment.

How do misconceptions about DISC styles start?

Our judgments of others can become lasting beliefs. In addition, our misguided beliefs can become strong biases that can hinder our ability to interact effectively with others. Biases cloud our judgment by creating overly positive or negative beliefs. We can believe in bad behaviors of others that may not exist.

We tend to put our own behavioral style on a pedestal since we have a stronger emotional tie to our own DISC style. You can assign behavioral traits that are simply not accurate. When we do that, it becomes an obstacle to our own success.

For example, let’s say that you’re a sales professional. If you have misconceptions about the S-style, it can impact what you believe your S-profile prospects will and will not do. In fact, you could actually impede your sales process by applying your bias to the interaction. If you believe S-styles are indecisive, you may give up early in the sales process and lose a sale. We need to be aware of these biases so that they do not become obstacles to our own success and to people around us.

How does culture play a factor in DISC?

DISC helps us understand how we do things; how we communicate, how we lead, how we sell, etc. Sometimes, people look at DISC test results and are tempted to read too much into them. We may assign too much value to the information. We need to understand what we are actually measuring and also, what we are not measuring.

There are other factors that go into understanding DISC styles of others. We also need look at the context in which we interpret DISC assessments. For example, culture is one factor. We need to look at DISC in a cultural context. Culture can mean many things. Culture can be applied to countries, cities, companies, or even teams. For example, the phrase “fast-paced” means something different in New York City than it does in Honolulu.

What additional factors impact what does DISC measure?

Next, we need to be clear that only the Extended DISC assessments are measuring natural hardwired behaviors. The results focus on our steady and natural DISC style because it is the most accurate starting point for our development. We also look at our conscious behavior, which describes how people feel they need to adapt in their present setting.

However, we also need to address other factors such as attitudes, values, skills, knowledge, experience, etc. These factors also impact and play a role in how successful we are. Ultimately, we are trying to become more successful by modifying our behavior.

We need a starting point to understanding DISC

First, we need to understand the DISC model. DISC itself is neutral and does not make any value judgments. It does not categorize good, bad, better, or worse.

Next, DISC does not limit a person. DISC can tell us how a person prefers to do things, but it doesn’t set limitations. You should not use a DISC style as an excuse. Your primary DISC style does not limit you from excelling in any aspect of your life. Someone may decide that a person cannot be a leader or sales person based on his/her DISC style. However, that is a value judgment and is not based on DISC.

We can create personal biases, which we need to be aware of, and keep them in check. Otherwise, they become obstacles to our success. Another bias is that we tend to assign more positive traits to people who are similar to ourselves, while we tend to have more misconceptions about styles that are different than our own. In addition, don’t just think about your bias when viewing others, but also what misconceptions others may have about your own style.

Misconceptions about DISC: the D-style

D-style attributes may be given more value in different cultures. For example, in the United States, D-style behaviors such as decisiveness and independence tend to be given more value in leadership. In other countries or organizations, those same behaviors can be viewed as negative leadership traits.

We think of D-styles as being competitive and therefore, they must always win or be all about winning. Do you think of D-styles as being results-oriented? Are they all about getting the task done and achieving results? That may have some truth to the task-oriented D-style; however, we assume that the results will always align with the organization. That is not always true. The D-style may be focused on their own individual results and goals that you may not be aware of.

D-styles are known for making decisions very quickly. Hence, we may assume that they will always make good decisions. This is not always the case. While, they prefer to make quick decisions that may even involve some risk for a fast reward, they are also prone to make poor decisions because they do not evaluate all the alternatives. However, D-styles make the wrong decision they don’t dwell on it. They move on and continue to keep making quick decisions, while assuming the risks.

Misconceptions about DISC: the I-style

I-styles are known for being spontaneous, but does that mean they are superficial? Of course not! We have all met I-styles that are very successful and have a lot of substance.

We think of I-styles as optimistic and positive. Have you ever heard of the “glass half-full?” The I-style sees the glass as overflowing! However, it doesn’t mean the I-style is always happy. I-styles tend to display stronger emotions. When things are going well, the I-style sees it as things are going wonderfully. When things are not going so well, they may view it as going horribly. However, they may be more likely to hide the bad feelings because they want to be seen as positive.

I-styles are often seen as disorganized because they tend to focus more on people than on tasks. However, they can execute and be very reliable. Again, other factors must also be considered when assigning descriptors to DISC styles.

Misconceptions about DISC: the S-style

We may admire S-styles because they are laid-back and patient, but we also may label them as indecisive. They come across as slower in decision-making because they often are considering how the decision impacts people around them.

We may think they are pushovers, but they can be very stubborn and persistent. Think of a powerful and fast car like a Ferrari, which can go from 0 to 60 in 3 seconds. S-styles are more like a freight train. They are slow to get going, but they go full steam once they do. They are hard to stop until they are done. Try to keep pushing a S-style and there’s a good chance you will not find a pushover. S-style are laid-back, but they have limits you may not be aware of.

Misconceptions about DISC: the C-style

We often describe C-styles as analytical and somewhat timid because they may not speak up or show emotions. However, they show emotions like everyone else, but may not express them the way other styles do. When a C-style compliments you they will do it with deep sincerity because they are more economical in their choice of words and prefer to avoid small talk.

We may have a misconception that being analytical automatically indicates intelligence. There are many intelligent C-styles, but it does not equal being analytical. They can come across as timid, but that doesn’t mean they will not speak up. They can be extremely talkative; especially if it’s a topic they are interested in or have knowledge about.

Self-awareness is key

Self-awareness is the key to understanding misconceptions about DISC styles. Our DISC training videos highlight some of the misconceptions about DISC. We need to be more aware that we judge and assign traits to people. Stop and think, “Is that really true?” Those misconceptions will cloud your ability to modify your behavior. Overly optimistic or negative beliefs need to be clarified and validated, or be removed.

There is a good chance that when we promote misinterpreted beliefs that they can become a self-fulfilling prophecy for people around us. When we make assumptions about each DISC type then we could just be auto-piloting because it is easier than to actively identify and adapt. We need to practice awareness in each of our interactions by knowing how we prefer to communicate, identifying styles of others, and making appropriate adjustments to become more successful.

Recognizing that DISC personality types make different buying decisions is necessary in order to move the sales process forward with our prospects.

How DISC personality types make different buying decisions is critical, but so is knowing how our own DISC personality style plays into the sales interaction. We are focusing on buying decisions as one part of an overall strategy to improve our style adjustments to close the deal.

How DISC personality types make decisions is just one component in the sales process

How DISC personality types make different buying decisions is a continuing discussion of our sales webinar series. The previous topic was Using DISC Profiles in Selling: How Understanding DISC Can Close a Deal. First, we focused on how DISC can help in selling. Logically the next step is to focus on how DISC styles make buying decisions.

While top sales professionals focus on how to communicate with and how identify prospects, they do not always identify how their prospects make decisions. In addition, they can overlook how their own decision-making style impacts the sales process. This is not a sales training program, but some insights on how DISC can enhance our sales technique. Mastering the sales technique is not limited to the sales professional. Regardless of our career, we will find ourselves using sales techniques, for example, to sell our project to our managers or promote new ideas to our team.

Why do we need to adjust our selling style?

Sales is a very competitive profession. Unfortunately, while there are many excellent sales professionals out there who are continually working to improve their skills and gain a competitive edge, there are many sales people who don’t make the effort to improve. There’s a guy at the car dealership who loves to play tennis. When he was young he would play for hours every day. He stills loves to play, but when asked how is tennis game is he quickly responds, “I’m terrible!”. His skills went away, even though he has played all his life, because he didn’t have time to practice. The story is just a quick reminder of how we need to keep building our skills in order to stay on top of the game.

We cannot keep repeating the same behaviors over and over. We need to adjust our selling style to meet the needs of our prospects. In order to do that, we must first understand the different DISC types of our prospects. Next, we need to know our own preferred selling style then we need to identify the DISC personality type of our prospect. Now we can adjust our selling style.

Why focus on decision-making when it comes to how DISC personality types make different buying decisions?

Ultimately, selling is about getting the prospect to make a decision. That decision does not always end in a purchase, but we need to move the sales process forward. The worst thing that happens in the sales process is a lack of a decision because then we are not sure how to move the sales process forward.

We typically have one chance in selling to a prospect. When something doesn’t work then chance will most likely open up for another sales person. You may have to wait until your competitor makes a mistake to have another chance with that prospect. In other areas we may have a chance to catch up, but in selling you need to be aware and on top of your game all the time.

We tend to assume our prospect makes the same buying decision the same way we do. We often overlook how important our decision-making style and the prospect’s decision-making style are. Selling is all about making decisions. We need to think about how to make the decision-making process easier. For example, C-profiles make decisions based on facts. They will take a longer time because they want to make the correct decision. If we are not aware of the C-profile’s decision-making style then we may lose the sale. The odds are against you that your prospects shares the same DISC profile as you.

Pressure impacts the sales process

Sales people can feel nervous or pressured to make the sales or close the deal. When we feel strong emotions, it affects how we communicate, motivate, and move the sales process forward. Strong emotions cause us to not modify our behaviors and we fall back on our most comfortable ways of doing things. Pressure leads to “auto-piloting”.

We can also auto-pilot when we get comfortable in our role. When we are success, in our comfort zone, we can also auto-pilot. We can get over-confident and may not have the same motivation to keep modifying. Successful sales people can stop their growth because they are not as focused or present, or stop identifying prospect’s DISC type. We can keep repeating the same behaviors that can stop us from reaching higher levels of success.

Where should we start to understand how DISC personality types make different buying decisions?

How DISC personality types make different buying decisions is critical, but so is knowing how our own DISC personality style plays into the sales interaction. We are focusing on buying decisions as one part of an overall strategy to improve our style adjustments to close the deal.

First, we can start by looking at our own decision-making style. Most of us have a general understanding of our decision-making style, but we may lack a deeper understanding of how they truly make decisions. The DISC profile assessments include a section on a person’s decision-making style. For example, if you are a sales person who is not naturally going to check every detail when making decisions under pressure, but your prospect does, then adjustments would need to be made.

Pressures and pre-conceived notions of the sales profession

Many people have pre-conceived notions of sales people and it’s typically more of a negative perception. We have probably though of the sales people as talkative, pushy, and slick. The sales person’s job is that much harder because they need to overcome this stereotype.

Prospects feel pressure as well, especially in more important, higher risk or unfamiliar buying decisions. In these cases they are more likely to revert back to their natural styles. As sales people, we can only control own behavior. We cannot change or control the behavior of the prospect. Prospects feel a heightened sense of control in the sales process. Your prospects have little motivation to change their behavior. They decide if they want to purchase or not, but it’s our job adjust our style appropriately. If we can help make the prospect’s decision-making more comfortable or easier then we can keep the sales process moving forward.

How do the 4 DISC types make buying decisions

When we talk about S-styles they tend to be slower and they consider how the decisions impact the people around them. C-styles are also slower, but they want to make the correct decision. I-styles are very optimistic. All styles make decisions emotionally, but the I-styles are more emotional to begin with. They enjoy the buying process. D-styles don’t want too much information. They want to make the decision quickly and easily.

Fears when DISC personality types make different buying decisions

Another way to think about how DISC personality types make different buying decisions is to think about the 4 DISC types and their fears. The S-style fears disappointing others. If you are talking to the C-style then talk about the critical factors that needs to get correct with this sales decision. D-styles always want to be in charge of the decision-making process. For the I-style, you want to address how the decision impacts how they are seen by others. You are dealing with their objections and stalls up front. You are identifying what might be holding them back. If you bring them up as a sales person then you are now setting yourself apart because you are talking about important issues that are relevant to the prospect.

Tips when focusing on how DISC personality types make different buying decision

How DISC personality types make different buying decisions is critical, but so is knowing how our own DISC personality style plays into the sales interaction. We are focusing on buying decisions as one part of an overall strategy to improve our style adjustments to close the deal.

A good tip for quickly identifying the 4 DISC types is to think about people you know and associate one person with each DISC profile. Think of a family member who is a strong C-profile and how they typically purchase. Is there a person you know who is a strong D-profile? Think about how they typically make buying decisions. This helps you quickly understand how the 4 DISC types buys things.

Frustrations of DISC types can derail the sales process

Sales people, without realizing it, can actually get in the way of the sales process. When the sales person does not recognize the differences in the prospect’s style and their own, then the prospect may get frustrated. So if the sales person doesn’t make the needed changes then, even if you have the correct product for the prospect, they won’t buy.

D-styles are frustrated by slowness. You need to move at their pace even if you think they are moving recklessly or too quickly. Let D-style prospects buy the way they want to buy if the product is a good fit. Your indecisiveness or slowness can get in the way of the sale. S-styles need to think about how the purchase impacts everyone else. You can ask them questions that help them look at the decision from different angles, but avoid time constraints. Think about building trust, being more patient and giving them time to decide.

You will need to give the C-style as much information as possible. They get frustrated by surprises. Do not make up stuff. If you don’t have the answer then let them know that you will find out and get back to them later. For the I-style they want to have fun and avoid formality. Give the I-style time to interact even if you have to stay on time.

Overusing our style and questions DISC types tend to ask

Remember that when the prospect is aware of your different styles and becomes uncomfortable then we may feel more pressure. When the prospect is pressured and we are pressured then we tend to fall back more on our natural style. In essence, we start to overuse our style and that gets us into trouble.

DISC works in all human interactions. We can reframe it to apply to specific roles and settings like selling. Another tool we can use to help us identify a prospect’s styles is to look for those patterns of behaviors. Think about what types of questions they ask. D-styles prefer to ask questions like, “what’s the bottom line?” I-styles like to ask question like “Who’s going to be using that?” S-styles ask questions like” how does this product impact the organization? The C-styles will ask questions like, “why does it work that way?” The why, what, how, and who questions can help us identify our prospects styles.

Next steps in using the DISC tool to gain the competitive edge

In order for us to keep our edge as sales professionals, we need to practice DISC and to debrief after our sales interactions. First we practice understanding how DISC personality types make different buying decisions. Prospects are different and so are we.

When we begin to debrief after each sales interaction we can understand the process better and interact with the next prospect more effectively. We need to think about the interaction we just completed. What style did I identify for the prospect? Was I accurate in identifying the prospect’s style? Did I make it easier for the prospect to make a buying decision? Was there something I could have done better to move the sales process forward? Debriefing after the sales call or meeting is the best time to practice and make it more of a habit. The more you practice and the more comfortable you are with this part of the sale, the more energy you will have to focus on other aspects of your selling process.

Can you identify your prospect’s preferred communication style? How does using DISC Profiles in selling make you more successful?

Sales professionals are well-trained in techniques such as prospecting and closing a deal. Regardless of how successful you already are, you can continue to develop skills that improve your sales interactions. One way is by focusing on DISC profiles in selling.

Why use DISC profiles in selling?

DISC profiles can help us better understand our preferred way to interact, but how can we focus on DISC profiles in selling? We need skills that help build rapport, quickly understand and communicate with our clients and prospects at a level they are engaged and comfortable. Thus, they are more likely to listen to us and close the deal. We can use the DISC tool to enhance our skills.

The DISC report provides supporting information about the different DISC styles and the person’s DISC profile. In addition, there are specific tips on how to better interact with others. There are different types of DISC Sales Reports including ones for the sales professional, the sales manager, and the sales candidate. When you view the sales reports usage it’s obvious that, along with leadership, it’s one of the most popular content areas.

Sales is a competitive sport

Selling is a highly competitive field. The competitiveness is often more critical and pronounced than any other field. Sales professionals are constantly looking for a competitive advantage. When calling on a prospect you may only have once chance to move the sales process forward. If you don’t do well then the sales process is over and your competitor will come in and close the deal. Therefore, companies are wisely investing money and resources into developing their sales people.

Have you ever thought of comparing sales to sports? The sales person needs ongoing training and coaching to improve skills and level of play. Other sales people are doing everything they can to improve their techniques and skills to get ahead of you and win. Consider developing your skills with a professional or coach; just like an athlete. Selling is like a competitive sport.

DISC is an important tool for sales professional

People often times fall into the sales profession. As college students, we are often trained in marketing, accounting, and business, but we have less or no emphasis on sales skills. Sales is a profession, just like a medicine. We expect our doctor to stay current and up-to-date; otherwise we would choose another doctor. We need the same professionalism for sales people. Sales professionals need to continually improve and stay on top of their game.

When we talk about using DISC in selling we need to recognize that DISC is just one aspect of becoming a better sales person. DISC is a critical tool for sales people to have in order to understand who their prospects are and how they sell.

Simple steps to incorporate DISC profiles into selling

DISC explains how we do things. When we talk in terms of selling, DISC helps explain how we sell. Once you understand the basics of DISC you can apply it in all areas of communication. These are the same 4 steps to effective communication that we focus on in any interaction, but we reframe it into the context of selling. Our clients like the ease in which we can transition this model to all aspects of communication.

The first step is to understand that there are different behavioral styles of prospects and clients. We cannot use the same selling style for everyone and be successful every time. The second step is to have a clear understanding of our own DISC selling style. Our style affects how we sell so we need to have a confident self-awareness. In addition to knowing our sales style, we also need to identify our least comfortable sales style. For example, if C-style is your least comfortable style then meeting a C-style prospect will be the most challenging and take the most energy from you. You will need to be laser-focused and at the top of your game.

Next is the third step, which is to identify the style of your prospect. Finally, the most important and fourth step is to knowing how adjust your selling style to close the deal. Remember, anytime we are modifying our behavior we will need to prepare and practice.

Enemies of Behavioral Modification

One of the greatest challenges that sales people face is pressure. The sales person feels the need to make a good impression and close the sale. Thus, the pressure increases. When you feel pressured then it becomes more difficult to modify your behavior. Whenever we feel any kind of strong emotions they will divert us from being present and mindful of how we are behaving. Strong emotions, including pressure, are the enemies of behavioral modification.

The main objective to combat pressure is to understand how we tend to show up under pressure, think of better ways in which we can modify our behavior, and then practice. We need to practice, practice, and keep practicing.

Assumptions and auto-piloting

Sales people make often assumptions too quickly or or make general assumptions that can get them in trouble. For example, when we are meeting an engineer we may assume we are meeting a C-style prospect. While it’s true we find many engineers who are C-styles, but there are many of them are not. Don’t assume.

Another assumption is that people make buying decisions the same way we make buying decisions. However, people have different ways of making buying decisions. You need more information and observation before you can make decisions about your prospects.

We must avoid auto-piloting our behavior. Sales people have comfortable ways of doing things, but those ways won’t work with every prospect. We have to get out of our comfort zone. All of this awareness takes discipline, preparation, and practice. In long-term work relationships we have the opportunity to fix things when something goes wrong. However, when we are selling to a prospect we often have one chance, and one chance only.

Identifying the Prospect’s DISC Style

DISC prospects are not the same. The DISC Global Statistics infographic shows overall distribution of DISC profiles. Let’s say you are an I-style. If you sell only within your I-style comfort zone then you should be successful approximately 30% of the time. However, you may be leaving out 70% potential prospects. Leave your comfort zone and increase your potential prospects.

When identifying your prospect’s DISC profile first look for consistent patterns of behaviors. What do they tend to about? How do they say things? You can observe their body language. Listen to their tonality. You need to recognize that the prospect is also feeling pressure, especially when the buying decision is the more expensive and important. When your prospect feels pressure, then you are more likely to be observing their natural style. Try and get the prospect out of their office or familiar space. You will find it easier to identify their natural style because they are not in their comfort zone and less likely to be able to modify their style.

Now that you have observed their behaviors, you can assess their primary DISC style. Are they more task-oriented or people-oriented? Are they more reserved or active? People are more likely to be a combination of styles which means they are comfortable with more styles. Another way to describe that is that there is one main DISC style that is uncomfortable for the prospect. Sometimes it is easier to focus and adjust according to the one style that is most uncomfortable for the prospect. Find out who they are not, adjust to that, and buy yourself some time to identify who they are. We know how important time is when selling to a prospect.

Tips for using DISC profiles in selling to the D-Profiles

When it comes to D-profile prospects we know they are decisive and fast-paced. What irritates D-profiles in sales situations is indecisiveness and inefficiency. Don’t get in the way of the sale by giving too much information or impede their decision-making process. D-profiles want to be in control so it’s important to have them feel control of the sales process.

D-profiles tend to test you. They want to find out if you are up for the challenge, otherwise they will lose respect. Stay toe-to-toe, earn their respect, and close the deal.

Tips for using DISC profiles in selling to the I-Profiles

I-profile prospects are very different from D-style prospects when it comes to selling. When I-profiles make buying decisions they base it on their fear social rejection. They will consider how the buying decision impacts their status with others. I-profiles are not detail-oriented. They are also highly optimistic. I-profiles may have every intention to buy from you at that moment…until they meet the next sales person. You need to secure their commitment to buy or potentially lost the sale.

Tips for using DISC profiles in selling to the S-Profiles

S-profile prospects make buying decisions based on the impact on those around them. They want to make the right decision for everyone. They will also want to talk over the details with someone before making the purchase. As a sales person, you can be supportive and patience, and even become their sounding board.

Tips for using DISC profiles in selling to the C-Profiles

The difference between S-profile prospects and C-profile prospects is the S-profiles make buying decisions based on the impact on others. C-profiles want to make the correct decision. They do not want to purchase the wrong product or service. They do not want to regret their decision or have others identify them as the person making the mistake. Therefore, they want to have as much information as possible in order to make the most informed decision. Regardless of your style, you must decide if you can be patient and prepared with facts and information to close the deal.

Final thoughts on using DISC profiles in selling

Understanding DISC in selling is an additional skill you can use to increase your sales proficiency, but you need to be aware and practice. Sales people can make the mistake of using DISC only at the beginning of the sales process. In other words, they may only use DISC to identify the prospect and build the initial relationship, but not further in the sales process. DISC should never leave the room. Always be mindful of your own DISC style, but remember the same is true for your prospect. Their DISC style will alway be present in the sales process as well. For example, keep DISC in mind when it comes down to looking at the money, moving forward, and making the final decision.

Sales is a competitive endeavor. In order to be the best, you need a coach and you need to put the effort into developing your skills. If you don’t then someone else will step in.

Are Millennials really that different? How does knowing DISC tests and DISC profiles help in understanding them better?

The Millennial generation is a hot trending topic. Currently, they are the largest group in our workforce according to the Bureau of Labor Statistics. Yet, companies are still challenged with recruiting and retaining them. We point them out as being different from the workforce and generations of the past, but are Millennials really that different?

Workforce Moving from Baby Boomers and Gen X to Millennials

Millennials are defined as those born between 1980 and 1995. According to the Bureau of Labor Statistics, there are close to 70 million people born between those years. Traditionally, workers have been predominantly Baby Boomers who are likely to be S profile types. We describe S profile types as steady, amiable, and reliable. They are the ones that stay with you for 30 years and then retire with the gold watch. These Baby Boomers made up 40% of the workforce, but that trend is changing.

Are Millennials really that different as we define them?

Millennials now make up the largest group in the current workforce. What’s changed? Well, we’re finding that Millennials tend to be more I profile types. I-profiles make up only 27% of the Baby Boomers, but over 40% I-profiles for Millennials! The difference in personality types may be the challenges with Millennials.

Typically Millennials are seen as young and energetic. They often look for change and new opportunities. They tend to be filled with entrepreneurial spirit. Probably, the most defining term for this group, is how they are “tech-savvy”. Millennials are the generation most closely associated with technology. The rapid evolution of technology has moved our society at an unprecedented pace. Our smart phones are mini-computers. We use laptops, tablets, and phones all at the same time. We are no longer locked to our desk and office. New technology has given workers the freedom to work whenever and wherever they want. No one has embraced this concept better than the Millennials.

Labeling Millennials

Millennial have been labeled as “lazy, unmotivated and unproductive”. Does understanding their DISC types help with misconceptions and improving our interactions? Are Millennials really that different? We asked Halle, one of our own staff Millennials, to give us her view. She has written blogs about her own experience. Now is her time to speak up for her generation.

We view it as positive when Millennials are labelled as “tech-savvy.” However, there appears to be more adverse labels for them rather than positive. For example, adverse labels such as “lazy, unproductive, and unmotivated” can be harsh, unfair and even untrue. One thing we know is when similar DISC personality types get together, their styles can get amplified. Could it be that the strengths of the I-personality types are being overly expressed? Could they be highly social and thus, appear to be adverse to tasks? Are we putting too much weight on looking at the group as one entity? What may seem like a trend of some suddenly becomes a sweeping statement for an entire group.

Millennials truly do view technology different. Often, older generations view technology as something that is learned and separate from life. Yet, Millennials have grown up with it and find less of a separation between tech and life. Millennials view work and personal life as much more blended and the lines between the two are less clear. They may be constantly checking phones to generate ideas for work through social media.

Unproductive and Lazy

We may see a group of young workers as unproductive because they are always on their phone. When we are on our smart phones at work we may only use it to text, check news or look at social media. Since that is our experience, we naturally assume that everyone else is using their phone for the same reason. We judge our own actions by intention because we know our intent. Yet, we tend to judge others by the behaviors we observe. We then assign intent to those behaviors and it’s not always correct. That’s not always fair, but remember all DISC profiles are guilty of making value judgments.

Self-Obsessed

In today’s world, the display of one’s personal life on social media platforms has become the norm. Millennials may be perceived as ‘self-obsessed’ because they’re constantly posting ‘selfies’ or giving people updates on recent successes. In the end, Millennials are just practicing the norm associated with the emergence of social media. People want to be accepted and given feedback. I-personality types like to be liked. They thrive off of positive feedback. Although Millennials tend to post on social media more often, depending on their DISC style they may post and interact differently. I-personality types may post a photo with a long caption, and then interact with those who like or comment on it. A C-personality type or S-personality type may post about their life on social media as well, but you may not see them interacting with others at the same level.

Tips to Improve Interactions from a Millennial

Halle stresses how important it is to receive meaningful feedback. The intention is a desire for frequent input from others; not to be coddled. Growing up as Millennials, parenting styles have changed. Parents, coaches, teachers, and social media are sources of frequent feedback for them. Meaningful feedback is not just about a pat on the back or hearing lots of kudos. It’s about constructive ways to improve performance and be involved in the success of the team. The more often, the better.

The second tip from Halle is to be more open and flexible to change. Millennials have a lot of new and changing ideas in our fast paced world. We need to listen and hear them out. However, they can learn from older generations as well. Baby Boomers and Gen X have life experience and that can also help make the best decisions for new ideas and change. We all need to put the negative stereotypes away and focus on the positive. We can learn from each other.

Ultimately, are Millennials really that different?

Look at the individual as a person and not as a generation. Think of your work group, not as generation gaps, but as a diverse team. Each team member may have different DISC profiles, but each bring strengths and areas of development to the group. When we make an effort to interact better with diverse team members, we end up with a more valuable and multi-dimensional team.

However, stereotypes exist for a reason. We need to group people together into Millennials, Gen X and Baby Boomers because it helps us make broad decisions. For example, how do we create work settings that attract certain groups and how can we retain certain groups within our organization?

As managers and co-workers, we need to avoid making value judgments and sweeping statements. We need to be responsible for our own perceptions and actions. We need to focus on the positive aspects of each group or person and view each individual uniquely. Can we modify our own behavior since that is the one thing we can control? We can’t force others to change. Ultimately, we can choose to modify our behavior with others to improve interaction.

The biggest take away is that we know there are challenges when generations come together, but in reality, the challenges aren’t that new. Each generation of the past seemed to have the same challenges if we truly think about it. If we look beyond labeling groups and focus on each interaction then we have the best chance of managing and working with others. Hence, are Millennials really that different? Probably not.

Discover the 4 Steps to Effective Communication and why it’s so effective in your DISC practice. Combining these 4 steps with DISC tools will enhance your ability to deliver DISC to your clients and employees.

Overview of the 4 Steps to Effective Communication

We build these 4 Steps to Effective Communication in our DISC reports, and training materials. Step 1 is to understand what D, I, S and C personality types mean. Step 2 is learning to identify your own DISC style. How would you increase self-awareness of how you prefer to behave or do things? In addition to self-awareness, learn how others see your behaviors. Step 3 is a strength of the DISC Model. Learn to identify the main DISC style of others. Lastly, Step 4 is to modify your own behaviors to improve interaction and communication.

 

 

Step 1 is Understand DISC Styles intro

While 99% of us are a combination of DISC styles, we look at each of the 4 DISC styles in its 100% form to help us learn about them. The key things to remember before we go into each style is that no style is better or worse. We share similarities and we have differences between the DISC styles. We all have strengths and areas of development.

Introduce the DISC 4 Quadrant Model. Each quadrant represents one DISC style. Whenever I used the words “model” or “diamond” think of it as a map. Where the person is graphed on the map tells you his or her DISC style. You can choose to use the one word descriptors or the D, I, S, and C letters to represent each DISC style.

The DISC Diamond model is a tool for observing and analyzing behaviors. A simple way to explain it is how we prefer to do things. The Diamond takes the DISC 4 Quadrant Model to the next level by creating sections of each quadrant to better identify a person’s DISC style.

We have all styles. Everyone of us has D, I, S, and C. The DISC test tells us which of the DISC styles come naturally and which of the DISC styles take energy and focus. The DISC test is not about your ability, but about which behaviors you feel are natural to you and which are not.

Any style can be successful. Leaders come from all styles. Regardless of style, we find that the most successful people are those that are confidently self-aware. They can observe, assess, and recognize . Once they can do that they can modify their behavior to improve communication and success.

Step 1 understand the DISC styles

D-styles are task-oriented and active. They are focused on accomplishments. They are tough, decisive, and independent. When they are under pressure they can show a lack of concern and appear insensitive. Their biggest fear is loss of control. D-styles like to be large and in charge. Some examples of D-style would be Donald Trump, Hilary Clinton, and Simon Cowell of American Idol.

I-Styles are active and people-oriented. They never meet a stranger. Every interaction is an opportunity to socialize. I-styles are sociable, talkative, optimistic, and persuasive. Under pressure the I-style can become disorganized. They can be so concerned about people and feeling that details fall through the cracks. I-styles fear social rejection. They never want to be on the outside looking in Some examples of I-styles are Robin Williams, Kate Hudson, and Goldie Hawn.

S-styles are people-oriented and reserved. They like people, but prefer people to know. S-styles are all about relationships. They are amiable, good listeners, model, and trustworthy. Under pressure S-styles can be too willing and overly accommodating. They prefer secure and stable environments. Some examples are Tom Hanks and Princess Kate.

C-styles are task-oriented and reserved. They like to analyze tasks and things. C-styles are disciplined, rule followers, and formal. Under pressure they can become overly critical and get bogged down by analysis paralysis. C-styles fear criticism of their work because they believe in high quality work. They can be self-critical because they set high standards for themselves. Some examples are Sheldon Cooper of Big Bang Theory and Hermione of Harry Potter.

Step 2 is identifying your style

Step 2 is becoming more aware of our DISC behavioral style. This is a good place to provide your clients and employees with their Extended DISC Assessment now that they have a clearer understanding of what is DISC. DISC does not classify people into good or bad or better or worse. There are no right or wrong results, but the questions are forced-choice. Your DISC profile is based on self-evaluation. The results do not limit a person’s ability to develop in another direction or work environment. The test does not measure intelligence, skills, abilities or attitudes. The focus is strictly on how a person prefers to do things or his or her natural behavioral style.

Step 2 in the report provides you with information about your DISC style including the profiles 1 and 2 and where your style shows up on the Extended DISC Diamond. The DISC report focuses your natural style which is reflected 95% of the report. If we know how we tend to behave and also how we tend to become more of our style under pressure then we have a base point for making the appropriate modifications to our style.

If you need a quick refresher on reading the profiles, check out the Interpreting DISC Profiles webinar.

Step 3 is identifying the main DISC style in others