Current times have seen a fast-emerging trend of globalization take over the world of business and industries. However, more often than not, business communication is affected by certain intangible barriers. These barriers are of an intricate nature, the subtlety of which makes it harder to overcome them. To enhance the effectiveness of communication between individuals, primarily those who interact with global stakeholders, DISC is a wonder tool. To simplify this is we may define DISC as a behavioral assessment tool.
The indispensable connect between behavioral styles and quality of communication makes DISC an essential predisposition to business and global communication. DISC provides an insight to people’s behavioral patterns that makes communication a wholesome experience by serving to bridge gaps between individual communication styles. The DISC model of behavioral assessment improves efficiency of business communication by saving time and effort invested on global business communication.
The DISC model: It is a comprehensive and organized model that segregates people into four primary behavioral and communication styles: D (Dominance), i (influence), S (Steadiness), and C (Conscientiousness). Individuals possess a blend of all four style but display one or two predominant behaviors.
However, there is no ideal DISC style, but each individual has unique styles. The crux of DISC communication lies in the differences between individual styles. DISC is a research validated tool and is bound to enhance the productivity, efficiency, and overall effectiveness of business communication. DISC behavioral assessments use high-end algorithms to analyze individual responses in the test and provides feedback in the context of the job role. This, in particular makes it arguably relevant and reliable.
The four letters and their interpretation:
DISC comprises of four basic styles i.e. D, I, S, and C. To elaborate, one may consider the letters individually and their scope of application:
Dominance (D): An individual who is said to a D personality is largely result-oriented. He/she has the ability to accept challenges, adopt a straightforward and upright disposition, focuses on the main point of discussion, and does not hesitate to bluntly state opinions or decisions. They derive motivation from successful results and victory; they often tend to focus on immediate results and working towards goals in fast-paced manner. However, they lack patience and concern for others. They are skeptics and fear giving out their vulnerable side to the world. They thrive on competition and victory. They bask in the attention of an audience and possess the ability to provide futuristic goals and visions to them. They are independent in approach and value competent, action-oriented individuals who refrain from digressing from the ‘bottom-line’ of the discussion.
Influence (I): Individuals with the ‘I’ style give importance to persuasion and influencing others and thus building the work environment. Their personality traits include magnetic charm, warmth, enthusiasm, a trusting nature, positivity, and optimism. They tend to be disorganized and impulsive due to a largely collaborative approach. They emphasize action and enthusiasm and are prone to a subsequent lack of a conclusive process. They derive motivation from interpersonal relationships and are goaded by social activities and recognition. They lack a candid and blunt approach and fear disapproval and social absence. They need to focus on factual data and details of a particular idea. They place prominence largely on popularity, prestige, and authority.
Steadiness (S): People with the S DISC style prioritize collaboration and coactions to complete the task under the given circumstances. They thrive on stability and focus on cooperating with others to carry out a particular task. They are motivated by a congenial and cooperative work environment and sincere appreciation of their own efforts. They are calm, patient, and predictable individuals. They thrive on consistency and stability, while being fearful of change. They tend to be overly polite and considerate and hesitate to state opinions for fear of offending others. They tend towards a stable environment and resist change.
Conscientiousness (C): They prioritize quality and precision and are conscientious towards work under the given work circumstances. They emphasize knowledge, quality, expertise, and growth. They are discreet, diplomatic, and judicious in approach. They have an overly analytical approach and are overcritical. They value quality and accuracy. They fear criticism and incorrectness.
DISC thus provides a thorough and exhaustive perspective of personality types and enables individuals to communicate more effectively with others.