At the extreme, this type of individual tends to perceive the environment as an “unsafe” place over which he or she has a high degree of control.This drives a tendency towards bold action and decision-making, but also the potential for being overstepping boundaries, taking on too many tasks and bulldozing others.
General Characteristics: Direct. Decisive. High Ego Strength. Problem Solver. Risk Taker. Self Starter.
Value to Team: Bottom-line organizer. Places value on time. Challenges the status quo. Innovative.
Possible Weaknesses: Oversteps authority. Argumentative attitude. Dislikes routine. Attempts too much at once.
Greatest Fear: Being taken advantage of.
Motivated By: New challenges. Power and authority to take risks and make decisions. Freedom from routine and mundane tasks. Changing environments in which to work and play.
Ideal Environment: Innovative focus on future. Non-routine challenging tasks and activities. Projects that produce tangible results. Freedom from controls, supervision, and details. Personal evaluation based on results, not methods.
Remember a “High D” May Want: Authority, varied activities, prestige, freedom, assignments promoting growth, “bottom line” approach, and opportunity for advancement.
DON’T: Ramble. Repeat yourself. Focus on problems. Be too sociable. Make generalizations. Make statements without support.
While analyzing information, a High D may: Ignore potential risks. Not weigh the pros and cons. Not consider others’ opinions. Offer innovative and progressive systems and ideas.
D’s possess these positive characteristics in teams: Autocratic managers – great in crisis. Self-reliant. Innovative in getting results. Maintain focus on goals. Specific and direct. Overcome obstacles. Provide direction and leadership. Push group toward decisions. Willing to speak out. Generally optimistic. Welcome challenges without fear. Accept risks. See the big picture. Can handle multiple projects. Function well with heavy work loads.
Personal Growth Areas for D’s: Strive to be an “active” listener. Be attentive to other team members’ ideas until everyone reaches a consensus. Be less controlling and domineering. Develop a greater appreciation for the opinions, feelings, and desires of others. Put more energy into personal relationships. Show your support for other team members. Take time to explain the “whys” of your statements and proposals. Be friendlier and more approachable.
This person’s tendencies include:
- Getting immediate results
- Causing action
- Accepting challenges
- Making quick decisions
- Questioning the status quo
- Taking authority
- Causing trouble
- Solving problems
This person desires an environment which includes:
- Power and authority
- Prestige and challenge
- Opportunity for individual accomplishment
- Wide scope of operations
- Direct answers
- Opportunity for advancement
- Freedom from controls and supervision
- Many new and varied activities
This person needs others who:
- Weigh pros and cons
- Calculate risks
- Use caution
- Structure a more predictable environment
- Research facts
- Deliberate before deciding
- Recognize the needs of others
To be more effective, this person needs:
- Understanding they need people
- Techniques based on practical experience
- An occasional shock
- Identification with a group
- To verbalize the reasons for conclusions
- An awareness of existing sanctions
- To pace self and relax more
Many Frontline Learning products incorporate the DISC behavioral mode, promoting a greater understanding of interpersonal influences and tendencies to enhance sales productivity, customer service effectiveness and general personal competency. The following Frontline Learning products incorporate some form of the DISC behavioral profile:
- Professional Selling SkillMap™
- Customer Service SkillMap™
- Emotional Effectiveness SkillMap™
- REAL Selling™
- REAL Coaching™
- REAL Marketing™