Presentation on theme: "DISC Assessment & Analysis. What is your DISC Dimension? Are you a D, I, S, C? Assemble into groups by D, I, S, C."— Presentation transcript:
DISC Assessment & Analysis
What is your DISC Dimension? Are you a D, I, S, C? Assemble into groups by D, I, S, C
Goals for Today Understand the purpose of DISC Increase your awareness of how you behave in a team Increase your awareness of how others behave in a team Increase awareness of each DISC dimension Use the DISC dimensions to identify the potential strengths and challenges within teams
Self-Awareness: The Johari Window Open AreaBlind Area Hidden AreaUnknown Area Open Area – Things that your know about yourself, things that others know about you Blind Area – Things about your that you are not aware of, but that are known by others Hidden Area – Things that you know about yourself but others don’t know Unknown Area – Things that are unknown by you and are unknown by others Self Awareness at Krannert: Enlarge the open area, shrink the blind area Why is increasing the open area valuable?
The DISC Assessment Purpose: Help you understand yourself and others The assessment identifies your DISC profile The profile provides a framework for looking at behavior patterns and understanding people The goal: use the information learned from your profile to create a team environment that better meets the needs of all team members
DISC Dimensions The DISC assessment, measures your behavior on 4 dimensions: Dominance Influence Steadiness Conscientiousness
DISC Group Project You are planning a vacation with your similar DISC group: How do you plan the vacation? Where do you go & how do you decide? How long will you stay? Who comes with you? Do you have an itinerary? If so, what’s on the itinerary? At the end of the vacation, what is accomplished? Is there anything else you’d like to tell us about your perfect vacation?
D ISC Dominance Emphasis is on shaping the environment by overcoming opposition to accomplish results: Tendencies: Immediate results, solve problems, possess authority, make quick decisions, challenge status quo Desired environment: Presence of power and authority, opportunity for individual accomplishment, direct communication, freedom from control Value to the team: Get results Problem solving approach: Efficient and decisive Under pressure: Can be too directive Behavior can be driven by: High need for control
D I SC Influence Emphasis is on shaping the environment by influencing or persuading others: Tendencies: Making a favorable impression, generating enthusiasm, motivating, optimism, enjoys being part of a group Desired environment: Popularity, public recognition, freedom from control and detail, freedom of expression, democratic relationships Value to the team: Get results through people and promote ideas Problem solving approach: Support, trust, experiment, appease Under pressure: Talk too much Behavior can be driven by: High need to verbalize ideas
DI S C Steadiness Emphasis is on cooperating with others within existing circumstances to carry out the task: Tendencies: Consistent, predictable, patient, develops specialized skills, loyal, good listener, stable, patient, enjoys helping others Desired environment: Maintain status quo unless given reasons to change, predictable routines, credit for work, minimal conflict, standard procedures Value to the team: Implement the plan Problem solving approach: Observe, reflect, apply, and avoid Under pressure: Agree too much Behavior can be driven by: Need to accommodate
DIS C Conscientiousness Emphasis is on working consistently within existing circumstances to ensure quality and accuracy: Tendencies: Concentrate on details, weigh pros and cons, analytical thinking, indirect approach to conflict, systematic, diplomatic Desired environment: Clearly defined expectations, values quality and accuracy, control over factors that affect performance, opportunity to ask why Value to the team: Help fine tune and connect the plan Problem solving approach: Evaluate, investigate, plan, and critique Under pressure: Question too much Behavior can be driven by: High need to follow rules and policies
A few things to note: Who does not think their profile is accurate? Who is “off the chart” in their dimension? Who scored very closely on 2 or more dimensions? These dimensions exist to some degree in each of us: See graphs inside DISC assessment workbook You can increase or decrease your behaviors in any dimension
Assemble Into Teams See handout for team number and assignment Assemble into your team Share your DISC profile “letter” Discuss and take note of the following: Based on what you know about DISC, what may be the strengths of this team? Based on what you know about DISC, what may be the challenges/weaknesses of this team?
Testing Assumptions: Applying DISC concepts in other places Brand exercise Each team is given a blank, DISC diamond Teams will identify 1 different companies/brands for each quadrant Example 1: Volvo; safety and family-oriented. S quadrant Example 2: Nike 10 minutes to complete
Exercise Discussion Look at examples: Does your team have more examples in the style that is most similar to your team? More examples in the style that is least similar to your team? Which styles were easier to identify? Why? Does team makeup affect perception of specific companies/brands?
Goals for Today: How Did We Do? Understand the purpose of DISC Increase your awareness of how you behave in a team Increase your understanding of how others behave in a team Begin to understand each DISC dimension Use the DISC dimensions to identify potential strengths and challenges within teams
Check-In What did you learn? What are your questions? Is there anything you don’t understand? Is there any other feedback you’d like to provide?