The DISC Behavioral Model
In short, the disc behavioral model provides a simple way to help us in the person of other behavioral styles. It helps us to identify different styles of general “behavioral tendencies, as understood by example – all styles of communication trends, understand – why the style that everyone tends to behave as they do – a good understanding of each style , facilitators and presenters are – learn to speak the most effective in each style – shows how to solve all the styles – and much, much more …
When I returned from this conference, I met my wife and my son a big hug and we apologize for any misunderstanding in recent years (I’m married now for 8 years – my son is 5) .
Labor, subordinates, that if I slow the unfortunate attitude, perfectionist, trapped, etc., etc., when I suddenly started, and employees considered most valuable to their strength. Understanding personality styles of my subordinates “allowed me to talk about a better all around me and took a ton of stress being unrealistic because of my previous schedule.
The fact that so far, as I now all of my “box” and everything is different somehow “less” in any way. Probably very soon, I want to use humor in my conversations with quick decisions and act immediately on things to do. Everyone seems too cautious, too heavy, and my eyes not jump on the same activities in 100% steam, I thought they were lazy or below “normal.”
Well, the “People” seminar opened my eyes, what is “normal.” I realized that I follow the last decade the world through the prism of my personal lifestyle and all other styles (especially the opposite of mine), a stranger, beaten, broken, or other description which is not very good) to print
The disc of four styles of behavior
Here’s what I learned:
DID (since Hippocrates around 400 BC), we have four types of customers. Centuries after Hippocrates, his theories are developed, with only one element remains constant: most researchers agree that the four main personality / behavior / behavioral style. The disc behavioral system was originally built by William Moulton Marston in 1920 and published its findings developed in his book, the emotions of normal people in 1928. Over the next few decades, some researchers and companies have relied on the results of Marston, until 1970, when John and Dorothy Downey Geier, personal profiles created system disk.
Short drive system staff – like most other theories of personality – is also, 4 styles: 1 2nd dominant influence 3. Continued awareness 4th
Over the next 30 years – after creating the disk Personal Profile System – disc behavioral profile (or evaluation of the disc, as some call it) is carefully studied and tested truth and reliability and is continuous until ‘in Disc-profile function, and enhanced disc seminars in one of the most popular performance of the circuit based learning tools on the market. To date, worldwide, over 40 million people can fill out a profile of the disc, to participate in a CD or seminar. A very characteristic feature of the disc behavioral system allows people to return to self-awareness, build relationships more efficient and improve performance – all very useful feature, but the drive system behavior can also easily identify the different styles of meetings basic daily behavior advice and offer a simple and easy to remember how they communicate more effectively with each type.
The four styles
Here is a brief description of each style:
Fast influence (I) – enthusiastic and friendly and people oriented, I’m leaving the high-energy people who want to influence others to his intelligence, humor and persuasiveness
Following the extension (s) – moderate pace and people care and solidarity, S is calm and friendly people great support and comfort for others, the rules are great listeners and Great team – players.
Consciousness (C) – a moderate pace and task of caution and distress, and C are meticulous detail oriented people who work activities and the concept of love, how to plan their work and used for quality and accuracy in all areas.
Important to note that some of us either style. Most of us are a combination of two or three styles, but each of us a dominant style – a style commonly used and has seen most clearly by those around us. Once identified the dominant style of another person (whether familiar with the concept of disk), you can easily predict the precise behavior of the person who can better understand why this person behaves as he / she is. This information helps to know the drive model to better understand why a person behaves as he works to improve communication based on understanding people. For example, if someone you know, it always seems to be in haste, speaking quickly, of course not smile too often (except combination FDI) and tends to his opinions that have little or no inhibitions, but speaks Stories not too much or humor (again, unless that person is a combination of FDI), this person is probably a “Style D” individual. If someone around you speaks quickly, moving quickly, like telling stories and humor, smiling as most of the time, this person is probably an I “Style” of individuals. Another kind of behavior tends to smile a lot, but in a sober style “S “but nobody more moderate pace, both in speech and doing tasks or activities. The S-Style is the best viewing of all styles and behaviors are more than rules and traditions as well as compliance with D’s or the ego. Finally, you do not recognize C-style “individual by their customers to more caution and restraint, paper presented at a slower pace of life and business more serious than other styles, and especially on the following rules, order and precision.
Disc – A program to improve communication and performance
Important to note that the disc label is developed, the people, but to understand those around us and improve our communications to all. This is just a tool to help us see that people around us – How we have a unique (or other “creative” name “) – feel quite” normal “and just wired different, and it provides clear guidance to improve how to improve our communication with each style. disc also an important tool to assist in personal performance and individual. organizations worldwide use as a tool to improve employee performance. During last 30 years, over 40 million people, in a presentation or a disc having a disc-based assessment is completed, conventional disk, a hard disk or 2.0 TPMS.