In the first article, Summary of the Four DISC Behavioral Styles, we gave an overview of the four different DISC behavioral styles.   The DISC styles are Dominance, Influence, Steadiness, and Conscientious. There is no “best” style. Each style has its unique strengths and opportunities for continuing improvement and growth.  This article will discuss the strengths of each of the four behavioral styles.

1: DISC – Dominance – High “D” Style

Dominant Styles often prefer strong directive management and operational tendencies and work quickly and impressively by themselves. They try to shape their environments to overcome obstacles en route to their accomplishments. They demand the maximum freedom to manage themselves and others, using their leadership skills to become winners. Additionally, Dominant Styles often have good administration and delegation skills. This matches their motivating need. In fact, if they could delegate their exercise regimens or visits to the dentist’s office, they probably would.

These assertive types tend to appear cool, independent, and competitive. They opt for measurable results, including their own personal worth, as determined by individual track records. Of all the types, they like and initiate changes the most. We symbolize this personality type with a lion – a leader, an authority. At least, they may, at least, have the inner desires to be #1, the star, or the chief.

2: DISC Influence – High “I” Style

Interactive Styles’ primary strengths are their enthusiasm, persuasiveness, and friendliness. They are idea people who have the ability to get others caught up in their dreams. With great persuasion, they influence others and shape their environments by building alliances to accomplish results. Then they seek nods and comments of approval and recognition for those results. If compliments don’t come, Interactive Styles may invent their own. “Well, Harry, I just feel like patting myself on the back today for a job well done!” They are stimulating, talkative, and communicative. A porpoise -playful, sociable, and talkative, can represent this type.

3: DISC Steadiness – High “S” Style

America’s favorite “Uncle,” Walter Cronkite, was a classic example of a low-keyed, sincere-acting, Steady Style. He visited millions of homes each weeknight via TV for decades. People still reminisce about his soothing voice and comforting delivery. Whether the news was good, bad, or indifferent, his manner had a unique way of adding a sense of stability, calmness, and reassurance to the evenings at the end of our busy workdays.

Like “Uncle Walter,” other Steady Styles also naturally “wear well” and are an easy type to get along with. They prefer stable relationships which don’t jeopardize anyone, especially themselves. The Steady Style can be represented by the koala with its accompanying slower, steady pace; relaxed disposition; and appearance of approachability and warmth. They have a tendency to plan and follow through. This helps them to routinely plug along.

4: DISC Conscientious – High “C” Style

The Compliant Styles’ strengths include accuracy, dependability, independence, clarification and testing skills, follow-through, and organization. They often focus on expectations (e.g., policies, practices, and procedures) and outcomes. They want to know how things work so they can evaluate how correctly they function. We picture a fox as an appropriate symbol for the Compliant Style – cagey, resourceful, and careful. Because they need to be right, they prefer checking processes themselves.

Our next article will discuss the weaknesses, or better stated, the opportunities for growth of each of the behavioral styles.

Please Note: Any behavioral descriptions mentioned in this report are only tendencies for your style group and may or may not specifically apply to you personally.

DISC Behavioral Style Assessment:

If you would like to take as DISC self assessment, check out our offerings.

Our DISC assessments and customized report teach users specific skills to improve their own interpersonal interactions unique to their individual profile. When utilized, these skills have the ability to enact powerful and demonstrable returns. To see significant professional and interpersonal benefit, we believe it’s important that our DISC users come away with fast, effective learning strategies that demonstrate immediate results.

 

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