1. Deb Doublestein-Rockwell Jon Golub Connie Sattler
Why Disc?
Deb Doublestein-Rockwell
Jon Golub
Connie Sattler

2. Suggested agenda Welcome! Who you are Who we are Why we are here
What about the DiSC product
Why DiSC is important for you
CONNIE:
Set stage – thanks for inviting us to come speak to you this evening
I’m Connie Sattler and I want to let you know how we’ll be spending our time together
first, share brief summary of who you are & why you invited us here
Then, share little about who we are & why we are here
Then Jon – will share more info with you about the DiSC product – features & benefits
And finally – Deb will close with summary of why DiSC is important for you & your organization

3. Who you are Major employer in Grand Rapids Group of executives
Wrestling with team-based issues
Seeking tools to improve work teams
We were invited here by your CEO to give brief overview of a product we’ve recently become familiar with
Anticipation of meeting with you – did little ‘discovery’ find out more about you, your company
You are a Major employer in Grand Rapids
This group here tonight is a group of executive that company
Your challenge is that you’ve been experiencing lower productivity due to challenges w/team assimilation, personality conflicts, employees who don’t seem to understand ‘why they do what they do’
You’re seeking tools to improve in these areas – both professionally and personally!

4. Who we are Representative users of DiSC
Connie Sattler
Jon Golub
Deb Doublestein-Rockwell
Connie - Validity/Stability Testimony
We selected to visit you this evening, NOT because we work for DiSC or Inscape Publishing, rather because we are a group of Representative Users from the Grand Rapids community
we’ve recently been introduced to the DiSC product
We’ve benefitted from it’s findings
We’re eager to share with others what we’ve learned
Connie: I (Influencer #1)
Attributes: Nice, social, sociable, open, sincere, talkative, thorough, calm, stubborn, emotional, modest,
adjustable, helpful, polite, extroverted.
Motivators: Connie gets motivation from good team-spirit, human relations, openness, honesty, justice,
friendship and a feeling of unity. She wants to assist, consult, train or care, or work in some other
field in the name of common well- being. She values reliable, stable and secure jobs.
Jon: C (Conscientious)
Attributes:
Exact, perfectionist, demanding, tough, purposeful, logical, organized, emphasizes rules,
truth-seeking, shy, quiet, concentrating, thorough.
Motivators:
Jon likes to work in a clearly determined, logically built organization. He likes to plan his work and
develop new possibilities. He prefers to concentrate on his actions and not interfere in others'
business. He devotes himself to his work meticulously.
Deb: I (Influencer #2)
Social, sociable, extroverted, calm, thorough, undemanding, pleasant, cheerful, polite, open,
exact, organized, loyal, dutiful, good teamworker, good listener.
Deborah likes to make other people feel good and is willing to help them. She likes conversation,
exchanging of ideas and spending time together. A good atmosphere and positive team spirit are
very important to her. She is happy when the tasks are set up this way so that all the negative is
eliminated.
Part of the DiSC validation included research with people to see if they’d agree with a ‘style’ description that corresponded with their DiSC calculated score. I thought this was a great way to validate their research, so I took a look and would have to say, I do agree with the findings.
I-style: I tend to be a very outgoing and sociable person,. I usually come across as talkative and lively, and can help create an energetic, high-spirited environment. I enjoy meeting new people, and even those who’ve just met me can usually sense that I’m enthusiastic and optimistic. I can be the life of the party, and I often have a playful approach to life.

5. Historical Perspective
William M. Marston
Psychologist with a Ph.D. from Harvard
Theoretical work in the 1920’s regarding human emotion
Book Emotions of Normal People written in 1928
Developed method to correlate blood pressure with lying

6. Historical Perspective
Walter V. Clarke
Industrial Psychologist
Published Activity Vector Analysis
Used as an employee selection tool by employers
The test divided people into four groups:
Aggressive
Sociable
Stable
Avoidant

7. Historical Perspective
Inscape Publishing
Everything DiSC
Used for increasing self awareness
The latest version identifies leadership approach and attempts to give leaders an accurate picture of their performance

8. Importance of teams Teamwork
“Nowadays, all work is teamwork, and the challenge is to perform well when having to share the responsibility to get something done with other people whom you have no authority” (Avery, 2002)
No one likes to admit their personality style has a weakness.
The individual analysis results from the DiSC provided our team with reference points for understanding each other more quickly.
This allowed us, and others, to develop strategies to better deal with behavioral differences.

9. Importance of teams Collaboration Responsibility Accountability
Working together to achieve a common goal
Responsibility
Feeling of ownership – self generated
Accountability
An agreement to be held to account for some result – Can be assigned

10. Our Peer Learning Team My personal experience
Recognition of my role in the team
How can I help my collaborators
After taking the DiSC test I agreed with my results and was anxious to get a closer look at the inner workings of these two collaborators.  Initially recognizing that there was another “I” almost exact to myself and a “C” what did that mean?  I rushed through the data to evaluate what kinds of behaviors I would need to work
best with this personality type. The “I” made me feel like I had a teammate that would be someone I could relate to, the “C” made me feel secure that I would keep on track and get all the details.  Although, us “I’s” had already broken an important rule of the “C” by  getting started without discussion. We hoped our congenial, hard working personalities would make up for it.  A perfect example to us “I’s”, we may need to slow down. 

11. over 40 million people Have Used Disc
Increase your self knowledge: how you respond to conflict, what motivates you, what causes you stress, and how you solve problems
Learn how to adapt your own style to get along better with others
Foster constructive and creative group interactions
Facilitate better teamwork and minimize team conflict
Develop stronger sales skills by identifying and responding to customer styles
Manage more effectively by understanding the dispositions and priorities of employees and team members
DiSC profiles help you and your team:
to improve work productivity, teamwork, and communication.

12. Professional practice
Popular DiSC Profiles
DiSC Classic Profiles
Everything DiSC Workplace Profile
Everything DiSC Work of Leaders Profile
Everything DiSC 363 for Leaders
Everything DiSC Management Profile
Everything DiSC Sales Profile
DiSC profiles for recruitment and hiring
Companies can select from a broad assessment to a more focused assessment for improving sales, hiring or management.
In the future more and more companies will be using this or other types of personality testing as a means for employeement matching

13. summary
DiSC® is a personal assessment tool used to improve work productivity, teamwork, and communication. DiSC is non-judgmental and helps people discuss their behavioral differences. If you participate in a DiSC program, you'll be asked to complete a series of questions that produce a detailed report about your personality and behavior.
We have shared with you tonight a tool that can help solve your companies desire for increased productivity and decrease conflict.
We have talked about the importance of teams and team building
We have given you an overview of each of our individual results using the DiSC and how personality differences combine in team development
We have provided you with all the detailed components that go into the system
& the test to choose from for improving your corporations growth

14. Ask yourself what role you play in the team???
We leave you tonight with this question
Wouldn’t you like to know how you can improve your team?
this tool provides your company with a solid system for improvement. We would like you to have this pin to remind you of the impact each personality type has in your teams. Which one are you?

15. References
Avery C. (2002). Individual-based teamwork. Teamwork isn't just a group process. This time, it's personal. T+D. 56.1, 47. Retrieved from go.galegroup.com.eaglelink.cornerstone.edu/ps/i.do?id=GALE%7CA &v=2.1 &u=lom_cornerstc&it=r&p=AONE&sw=w
Hartmann, E. (1991). Boundaries in the mind: A new psychology of personality (p. 274). New York, NY: Basic Books
Inscape Publishing, Inc. (2008a). Everything DiSC Classic Research Report. Retrieved from
Inscape Publishing, Inc. (2008b). The Personal Profile System ® and Models of Personality Research Report. Retrieved from ModelsofPersonality.pdf
Johnson, C. (2011). The teamwork fallacy: not all teams get things done. Techniques Retrieved from go.galegroup.com.eaglelink.cornerstone.edu/ps/i.do?id=GALE%7CA &v=2.1 &u=lom_cornerstc&it=r&p=AONE&sw=w
Tangney, J.P., & Fisher, K. W. (1995). Self-conscious emotions: The psychology of shame, guilt, embarrassment. New York, NY: Guilford Press.
The Biography of William Moulton Marston. (n.d.). Retrieved April 3, 2012, from
Washington Law Review ( ). Retrieved from washlr47&div=15&id=&page=