DiSC®: DiSC Team Building Reports: How to Review & Apply
When reviewing the information in each section of the DiSC® Team Building Reports, it is important to keep in mind that this DiSC report represents potential behavior not the actual, observed behavior of the person. It represents how someone with these responses, and this behavioral style, may have a tendency to behave.
Other factors such as the person's values system and life experience may have caused them to modify these potential behaviors. It is through observation and dialogue that a person’s DiSC behavioral style can be most completely understood.
DiSC General Characteristics Report
DiSC General Characteristics (PPSS) Report
DiSC Behavioral Highlights
Covers several highlights for each of the behavioral tendencies occurring above the midline in the person's graph three. The check boxes next to each statement can be used for personalizing the report by rank-ordering the information in terms of importance or accuracy.
DiSC Personal Profile Graph
Displays the intensity of the four behavioral dimensions, D, i, S,C which make up the person’s profile pattern. Displays Graph three unless the option to display all three graphs has been selected in the “Preferences” section of the software. Lists the Classical Pattern.
DiSC Behavioral Overview
This section is a narrative description of the person's behavioral style as it relates to his or her behavior in the response focus selected. The heading describes how to review and apply this information.
What Motivates This Person
The heading of this section explains the definition of motivation that is used. The primary purpose for this section is for people to use the information to evaluate how many of the factors that motivate him/her are present in his/her current work environment and how the presence (or lack) of key motivators affects his/her self -motivation positively (or negatively). The next step in using a self-managing approach is for the person to identify what actions he/she can take to get more of his/her
motivational needs met.
What Environment This Person Prefers
The section describes the person's preferred environment. These preferences may need to be discussed and negotiated with others in a work environment. For example, one person may enjoy "private uninterrupted time to think" while another may prefer "a fast moving pace involving relating to others with enthusiasm". If two people with these differences in environmental preferences work closely with each other or share work space, they may need to negotiate solutions to their differences so that each person can get what he/she needs some of the time. Or, when reviewing this section, the person may realize that the current work environment does not meet his/her preferences and may begin to identify actions that may be taken to create an environment that will enhance his/her performance.
What This Person Tends to Avoid
All people have situations or activities that they may tend to avoid based on a natural dislike or fear of what is involved in the situation. However, these tendencies toward avoidance may be a source of conflict in work relationships or result in performance problems. This section can be used to negotiate new approaches to situations or activities, eliminating those that can be eliminated and minimizing the negative impact of those that still need to be done.
Strategies For Increased Personal Effectiveness
All people have areas where they could increase their effectiveness. This section may provide new strategies that may be helpful in increasing the person's effectiveness. Also, it may validate the actions which a person has already taken which are resulting in positive outcomes. This section should be reviewed to select further actions that can be taken and to highlight accomplishments.
This section can be used to identify those situations, activities or types of interactions that may be negatively affecting the person's motivation. By taking action to eliminate, where possible, those factors that are having a negative effect on his/her motivation, the person can enhance his/her positive attitude and self-motivation.
Behavior In Conflict Situations
Most people have a response to conflict that involves some combination of "fight or flight" responses, depending on the degree of emotional risk they perceive to be involved in the situation. This section lists the potential behaviors the person may use in conflict based on his/her natural behavioral style. However, the potential behavior may be significantly modified or eliminated due to the person's values system or life experiences. For example, someone may have a natural potential to
handle conflict by "escalating aggression" and by "becoming attacking", however the person may not use those behaviors because he/she does not believe those behaviors are the "right" way to treat people, morally and ethically. It is suggested that the person rank order the statements from most likely to least likely for him/her to use, deleting those he/she would not use, adding others that he/she may use instead of the listed behaviors.
Behavioral Tendency Continuum
This thirty-two word continuum is derived from the 18 Classical Patterns. It is plotted based on the classical patterns, using the segment numbers combination, rather than the actual tally box scores. The Continuum displays the range of potential behavior based on the person’s responses to the PPS. Actual, observed behavior may be different than the intensity displayed on the Continuum for a number of reasons. This information is most helpful when used as a structure for thinking about and discussing individual differences. The person may find value in identifying which behaviors he/she agrees in the description and which behaviors he/she feels are different. Exploring the reasons for those differences may illuminate the degree that his/her behavior has been modified in response to experience and values-based choices.
Performance Management Worksheet
These two pages are designed to be used to turn the report from passive information into an Action Plan for Self-Management. The real power of the personalized behavioral style information is in using it to improve the quality of a person's work life and performance by helping them to make informed choices about what they want and need. Also, the behavioral information can be used to develop strategies for negotiating differences with the significant people in their work life.
Creating a Positive Relationship with the Person
DiSC Team Building Reports
This report describes how to create a positive relationship with the person. The report lists those approaches found to be most effective with someone with this profile pattern. Some of the information may need to be modified based on direct experience with the person and his/her environment. The report covers these key relationship areas:
Creating a Positive Climate for the Person
This section provides information about strategies that are likely to be most effective in creating a work climate that is most comfortable for someone with this profile. It covers a range of behaviors that are likely to contribute to creating what is likely to be perceived as a positive climate by the person.
How to Communicate with the Person
This section describes specific communication approaches which are likely to be most effective with someone who has this profile pattern.
How to Compliment the Person
People feel most genuinely valued when they receive compliments for those personal characteristics that they consider strengths in themselves or others. A characteristic that is viewed as a compliment by one person, may be considered an insult by another, based on differences in their profiles.
How to Provide Feedback to the Person
People respond better to what we say if how we say it meets their style for receiving feedback. Some people are more open and receptive to feedback than others. What one person may feel defensive about may be very different from what another person feels defensive about. By understanding another person's behavioral style we can anticipate his/her possible response to some specific feedback. We can use this understanding to adapt our behavior to meet his/her needs. Then the corrective feedback is more likely to be heard in a way that will lead to positive results.
How to Deal with the Person in Conflict
Most people have a response to conflict that involves some combination of "fight or flight" responses, depending on the degree of emotional risk they perceive to be involved in the situation. This section lists the potential behaviors the person may use in conflict based on his/her natural behavioral style, however, the potential behavior may be significantly modified or eliminated due to the person's values system or life experiences. Specific strategies for responding effectively to this person’s
natural response to conflict are provided. It may be helpful to read through the strategies and select a combination that seems likely to be effective based on experience with the person described.
How to Deal with the Person’s Problem-solving Style
People can increase their effectiveness in working together by understanding each other's problem-solving style. Some people approach problem-solving analytically. Others use an intuitive or `gut-feel' approach. The information in this section describes how a person with this profile is likely to approach decision-making. Some of the behaviors listed may have been modified based on life experience and the person’s values system. Specific strategies for dealing effectively with this person’s
problem-solving style are provided.
How to Deal with the Person’s Decision-making Style
People can also increase their effectiveness by recognizing and valuing differences in decision-making styles. Some people approach decisions slowly, methodically, while calculating risks. Others tend to be more impulsive, perhaps being comfortable with higher levels of risk-taking than others. This section describes the approach to decision-making that someone with this profile is likely to use. Some of the behaviors may have been modified due to life experience and the person’s value system.
Specific strategies are provided for dealing effectively with this person’s decision-making style.
Creating a Positive Relationship Worksheet
A special worksheet is provided for processing the information in this section of the report. Review, discuss and revise the information in the report. Select those strategies that are likely to work well with the person based on experience with him/her in the specific environment.
How the Person Tends to Relate to People and His/Her Environment
DiSC Team Building Reports
This report describes how the person tends to relate to other people and their environment based on his/her behavioral style. The report describes the behaviors most likely to be used by someone with the respondent's behavioral style in these key areas:
How the Person Tends to Communicate
People have different approaches to communicating based on their behavioral tendencies as expressed in their profile. This section describes how someone with this profile is likely to communicate, however, some of the behavior may have been modified due to life experience and the person’s values system.
How the Person Tends to Make Decisions
This section describes how someone with this profile is likely to approach making decisions. It also provides information on some of the potential limitations or challenges this person may face in decision-making. There are many different approaches to decision-making and some are more effective than others in different situations. This information is designed to be used to help evaluate the person’s approach to decision-making based on the needs of his/her environment and to identify additional decision making strategies which may be helpful.
How the Person Tends to Manage Time
This section describes how someone with this profile is likely to manage time. Some of these potential behaviors may have been modified based on life experience and the person’s value system. Possible limitations and challenges are also listed for the purpose of identifying alternate strategies that may be more effective in managing time.
How the Person Tends to Solve Problems
This section describes how someone with this profile is likely to solve problems. Possible limitations and challenges are also listed for the purpose of identifying alternate strategies that may be more effective in solving problems. There are many different approaches to problem solving and some are more effective than others in different situations. This information is designed to be used to help evaluate the person’s approach to problem-solving based on the needs of his/her environment
and to identify additional problem-solving strategies which may be helpful.
How the Person Tends to Handle Stress
People have different sources of stress and respond differently to various stressors based on their behavioral tendencies. This section describes how someone with this profile is likely to handle stress. Potential challenges are identified for the purpose of developing coping and stress reduction strategies that will increase the person’s effectiveness.
Relating to People and the Environment Worksheet
A worksheet is provided for applying the behavioral information to key areas. After reviewing, discussing and editing the information in the report to make it more relevant, this worksheet can be used to develop an action plan. It can be completed either by the respondent or by someone else.
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