A look at the DISC styles
The success of a team depends not only on the individual skills of team members, but also on how well they work together as a whole. To understand this, we look at two commonly used models in team development: Tuckman’s stages of Team Development and the DISC styles. And both models I am happy to explain.
In 1965, Bruce Tuckman introduced his model of Team Development, which originally consisted of four phases: Forming, Storming, Norming and Performing. In 1977, the fifth phase Adjourning was added. The model depicts the various stages a team goes through as they work together and grow as a team.
Forming: in this initial phase, team members come together and get to know each other. There is often a sense of excitement as well as uncertainty. Team members look for direction.
Storming: As team members become more familiar with each other, conflicts may arise over roles, responsibilities and goals. This is a crucial phase in which the team must learn to deal with these conflicts and resolve them constructively.
Norming: In this phase, team members begin to work together and accept everyone’s role on the team. Standards and expectations emerge that form the basis for effective collaboration.
Performing: Once the team has set the standards and the roles are divided, it can focus on achieving its goals. In this phase, team members work well together and get the best out of each other to achieve success.
Adjourning: This phase is also known as the “closure phase. This phase occurs when the team has achieved its goals or when a project is coming to an end. In the adjourning phase, the team faces the challenge of shutting down the group dynamic and preparing to break up.
In addition to understanding the developmental stages of a team, it is also important to consider the individual personalities of team members. What are the preferred behaviors and communications of each team member? And what is its influence in the different Phases of Tuckman?
The DISC Personality Analysis is a tool that measures various psychological motivators of human behavior. It maps the often complex reality of people and their behavior in a clear and understandable way. For example, why do some people resist change while others seek it out? Why do certain people always take the lead and others prefer to follow? Or why are some people so flexible and others attached to procedures? DISC provides insight into why we do what we do.
DISC was developed over 90 years ago by psychologist Prof. William Marston at Harvard Medical School and is based on his work “The Emotions of Normal People.” Since then, DISC has continued to evolve and become a qualitatively highly accomplished and accurate psychometric behavioral instrument.
The DISC Personality Analysis is displayed in three charts. Each graph represents a different behavioral aspect of the person:
- How someone sees themselves.
- How a person acts under pressure and in stressful situations.
- How a person acts in and adapts to the environment.
The graphs may differ from each other. In these differences, changes in behavior and needs are visible and we see if and how capacities and talents are utilized. Interpreting the graphs properly and skillfully is easy to learn and gives the tool its absolute added value.
DISC: The four main styles
D-Style:
would like to be contacted DIRECT. They want to hear the bottom line benefits and results and the details only where necessary. Most of all, they ask WHAT questions. They seek OBJECTIVES, CONTROL and EXPERIENCE. They want to lead and like to determine the course of action.
I-Style:
would like to be approached POSITIVELY. They run faster because of COMPLIMENTS, PUBLIC RECOGNITION, PLEASURE, displays of feeling and enthusiasm. They ask WHO questions and know many people. They have many ideas and a sense of humor. They communicate like the best.
S-Style:
would like to be approached RELATIONALLY. They are FRIENDLY and convivial. They ask HOW questions and need time to quietly get used to changes and new ideas. They like to work SOMETHING and take a SERVICE attitude.
C-Style:
would like an ANALYTICAL approach to things. They seek OBJECTIVITY, FACTS, QUALITY and thoroughness, without being rushed. They ask WHY questions and use logic as the norm. They do not yield to any emotion and go for the best.
In every person we see to a greater or lesser extent the four basic styles. We often adopt different styles in different contexts.
By understanding each other’s DISC styles, team members can foster more effective communication and collaboration. They can, when the situation calls for it, adapt their behavioral and communication style to the needs of each team member. Team leaders can assign tasks based on individual qualities.
All styles need compliments!
Going deeper with Thinking Styles and Drives:
Thinking styles provides insight into how you think through and tackle tasks and assignments. It gives words to the role you pick up most easily in, say, a team. Five thinking styles have been defined, each of which is active to a greater or lesser extent. The more tasks you can do that align with your way of thinking, the more you will enjoy your work. And … you get better and better at it, through the experience that increases.
And that “package” is fueled, driven by strongly ingrained beliefs, or your Drives. You are often not so aware of these beliefs, but you do feel them.
We all have four drives within us. And all of us, like DISC, place different emphases and emphases. Drives provides insight into whether we are motivated from within or without, and whether we value achieving personal results or rather as a team.
With DISC, you can learn to speak each other’s behavioral language, for sure!
With Thinking Styles, you know how a person filters information and comes to action.
Drives indicate the way we like to work. You could perhaps interpret this with the accent under the DISC language.
What do the various analyses cost:
We offer the regular basic analysis for €50, -. You will receive the basic analysis report digitally. If you want the deluxe report on paper, the price is €55.
We offer the DISC analysis for Leadership for €55. The report will be sent digitally. Would you prefer the report on paper then the price is €60. You will then receive the deluxe report.
A DISC analysis for Sales costs $57.50. The report will be sent digitally. If you want the deluxe report on paper, the price is €62.50.
The 2D analysis (DISC + Thinking Styles / DISC + Drives) is available for €77.50 including deluxe report.
The 3D analysis (DISC + thinking styles + Drives) will cost you € 99, – including a luxury report.
All prices quoted do not include VAT.
We choose qualitative feedback. We therefore also apply the following principle: everyone who participates in an analysis is entitled to feedback on the result in order to make the result effective. We like to do this in person and not through a digital medium because then we sometimes miss the essence and depth. The exception may be basic analysis. We are happy to discuss this with you. Please inquire about additional fees for our services, consulting and coaching. A graduated discount applies for more than 30 analyses.
Team wheel
Curious about what the team looks like? We can visualize this for you in a so-called team wheel. This can be done by generating the Team Wheel how people see themselves or all 3 graphs (How someone sees themselves / How someone acts under pressure and in stressful situations / How someone acts in and adapts to the environment).
We can send the Team Wheel either digitally or printed on canvas, laminated paper. For this we do use an external partner.
Inquire about prices.
