Extended DISC – Extending People

Posts tagged ‘disc style’


For  DISC Styles

1: Dominance High “D” Style
Leaving Voicemails for Dominant Styles

  • Give your phone number at beginning and end
  • Articulate clearly at a quicker rate of speech
  • Tell them exactly why you are calling
  •  Tell them exactly what you want them to do
  • Let them know what to expect with next step

Sending e-mails to Dominant Styles


I know you’re constantly looking for ways to increase efficiencies, leverage technology to your advantage and gain a competitive advantage over your competition.
Click here to read a hard-hitting article that teaches how to leverage high-tech to create high-touch client relationships.

Success all ways,
Scott Zimmerman
The Cyrano Group

2: Influence High “I” Style 
Leaving Voicemails for Interactive Styles

  • Use a warm, expressive tone of voice
  • Give the impression that you are upbeat
  • Suggest a meeting where you can share ideas
  • If appropriate, give them your “private” number
  • Let them know the first meeting is exploratory

Sending e-mails to Interactive Styles

Dear Bob,

I know you’re big into sending out info that increases your top-of-mind awareness with your clients, prospects and colleagues. That’s what makes you so successful!
Check out this cool article that teaches how to leverage high-tech to stay in meaningful contact with hundreds of people.
Let me know what you think!


3: Steadiness High “S” Style
Leaving Voicemails for Steady Styles

  • Lean back in your chair and relax
  • Smile as you speak warmly at a measured rate
  • Sound personable; yet still professional
  • If possible, tell them who referred you
  • Thank them in advance for returning your call

Sending e-mails to Steady Styles

Dear Robert,

I know you care deeply about keeping your clients, helping others and staying in contact with all your prospects.
I just found this article that teaches how to leverage high-tech to create high-touch client relationships and I wanted you to have the information, too.
Feel free to call me if you want to DISCuss this personally.


4: Conscientious High “C” Style
Leaving Voicemails for Compliant Styles

  • Articulate clearly at a steady rate of speech
  • Remain cool, calm and professional
  • Tell them exactly why you are calling
  • Tell them exactly what you want them to do
  • Let them know what to expect with next step

Sending e-mails to Compliant Styles


I just read a very informative article about how smart salespeople are systematising every aspect of their client/prospect communication activities.
You may click here to read an article that teaches how to leverage high-tech to automate high-touch campaigns.
Toward your marketing success,

Scott Zimmerman
Managing Partner of TheCyranoGroup.com


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I am a “C” Style – I am very analytical

Each of the DISC Styles is defined by observable patterns of behaviour. If you learn how to recognise patterns, you have the key to understanding the preferences of each style and can achieve more positive and productive interactions. 

Sharon-Hudson-sml-Most people think I am quiet, logical and somewhat reserved. I know I tend to appear “distant” to others, particularly at work, where I like to concentrate on what I am doing, and on doing it properly (read correctly and, accurately). I have remind myself to interact regularly with my co-workers as individuals, and make sure that it is not only when I have a specific work-related need that I converse with them. I establish and maintain professional relationships, however, I am cautious about extending personal friendship, for two main reasons. One, I am more comfortable discussing work issues than private issues; and two, I leave little time for non-work activities,  and when I do take some time out, it is usually for family obligations.

By nature, I am a thinker, not a relater.

Although I appear uncommunicative, distant and cool, I really am cooperative; well I am as long as I have autonomy and can prioritise and apply my efforts freely I am. Like most “C” styles, I am very conscientious, and my work is extremely important to me personally. Job satisfaction is an imperative for my  “C” nature. 

Style Descriptors on the Extended DISC DiamondThe Analytical Style person has a strong time discipline coupled with a slow and thoughtful pace to action.  We move with deliberateness and prefer to take time to review all the facts (even personally verifying the “facts”) and available data.  Rushing and last-minute activities tend to stress us, resulting in errors and poor performance – which stresses us even more.

Decision making is where the  “C” style behaviours really become obvious Our natural approach is to make decisions based on facts and verifiable information, and to gather evidence that reassures us that the decision made today will still be a good one tomorrow.

Our colour is blue – Blue is the color of trust and peace. It can suggest loyalty and integrity as well as conservatism and frigidity. 


DISC and the Golden, no, Platinum Rule

As a child I was repeatedly told to treat others how I would like them to treat me.  The golden rule. As a child this was good advice, and with my family and friends it still holds true (most of the time). However, outside of this small circle of people, and especially in the workplace it does not work very often at all.
In fact, in the workplace you could even find yourself to be the, stunned and surprised, subject of an harassment or bullying accusations for treating someone as you like to be treated. How strange is that? In the workplace, we need to step up to the platinum rule, and treat others as they would like to be treated. We need to do this not only to develop rapport and congenial interpersonal and working relationships; we need to do so to demonstrate equity and non-discrimination.  Oddly enough, to treat everybody equally, you must treat them differently!
So, how can I determine how my new colleague (and existing colleagues) preferences?  I could ask them? And, this is a good idea. I suggest first that you clarify why you are asking and how you are going to use the information they provide, before posing the question. If I were asked, “how do I prefer to be treated?” I think I would be a bit perplexed and unsure how to answer. It’s a big question. To the rescue – your DISC report.If I could say, well, this is what to expect from me, and some fundamentals about what I respond well to at work –
Text Discriptors

What a conversation we could have. Definitely off to a good start in establishing rapport, especially if my colleague has their report as well.

DiSC theory and reports (the extract above is from my Extended DISC Report) are easily understood and can be used to shed light on the behavioural style of an individual. Invaluable tools that help you gain an insight into a person’s natural behavioural preferences and why they act, and react, in the way that they do.

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DISC Tests – how to identify valid and reliable questionnaires

Hi there,

 The most common question I get asked about DISC tests and reports is, “aren’t DISC results just about how I was feeling or thinking about at the time?”

My reply, as it often is, would be Sharon’s standard answer number one, “it depends.”  Question number two is, in this case, as again, it often is:  “What’s the context?” 

If the questionnaire is a simple tick and flick on paper, my answer would be simple, Yes, the results would most likely only be about how I was feeling or thinking about at the time, and I would expect you to conclude that you can easily consciously and/or unconsciously influence the outcome/results. I would recommend this type of DISC test for personal entertainment and a very basic introduction to the four fundamental human behavioural styles, only.

 If the context is using the results for personal development one, or in a workplace environment, which is where we at Talent Tools operate, I would have a more in depth answer conversation.  Let’s recap. What was the original question?

“Aren’t DISC results just about how I was feeling or thinking about at the time?”

My response this time would be, “it depends on the validity and reliability of the questionnaire.”

In this article, I am going to discuss “validity”. Reliability can be the exciting topic for my next post.

Most people have an idea of the meaning of the word “validity” or “valid”; and most people would be right. The free online dictionary by Farlex, defines “valid” as:

 val·id  (vld)  adj.

1. Well grounded; just: a valid objection.

2. Producing the desired results; efficacious: valid methods.

3. Having legal force; effective or binding: a valid title.

4. Logic

a. Containing premises from which the conclusion may logically be derived: a valid argument.

b. Correctly inferred or deduced from a premise: a valid conclusion.

5. Archaic Of sound health; robust.

Source:  http://www.thefreedictionary.com/validity on 23 September 2013

I am confident you go that right.

In science and statistics, validity is more defined as, the extent to which a concept,[1] conclusion or measurement is well-founded and corresponds accurately to the real world. The word “valid” is derived from the Latin validus, meaning strong, which explains why we often talk about a test having “strong validity”. The validity of a measurement tool (for example, a test in education) is considered to be the degree to which the tool measures what it claims to measure.” So we are starting to get more stringent in our expectations of “validity” when we look at tests in science and statistics.

 Reference:  http://en.wikipedia.org/wiki/Validity_(statistics)  on 23 September 2013

 However, in the world of psychometrics, “validity” has a very particular meaning, which is well described by the revered source of wiki, to explore “validity” as it refers to DISC tests/questionnaires.

 “In psychometrics, validity has a particular application known as test validity: “the degree to which evidence and theory support the interpretations of test scores” (“as entailed by proposed uses of tests”).[2]

 Source:  http://en.wikipedia.org/wiki/Validity_(statistics)  on 23 September 2013

To be classified as “validated” requires a test/questionnaire to jump through many hoops. Those hoops are described below. When a test/questionnaire has been through a validation process, it can claim “validity” and is then usually referred to as an “instrument” rather than a test/questionnaire. And as a result of being subjected to a validation process is will have a “Validation Report” providing its scores against each segment of the validation process.

Now, to further muddy the waters, not all validation processes are created equal. The extent or vigor of the validation process itself, can vary from low to high. Additionally the validity scores achieved by the of the instrument will vary vastly.  A validated instrument, could have achieved poor validity scores, but, it is still a validated instrument.

An extensive and rigorous validation process will include achieving high (or sometimes low, depending on the element of validation) scores in at least, all of the validation methodologies described below.

What was that simple question we started with again, “Aren’t the results just about how I was feeling or thinking about at the time?”. If you purchased them through Talent Tools, no they will be precise reports based on a highly validated (and reliable) instrument. 

Now, I bet you can’t wait to find out about “reliability”.

Happy profiling,


Test Validity is further broken down into its components:

  • 1 Test validity
    • 1.1 Reliability (consistency) and validity (accuracy) – to what degree does the test/questionnaire measures what it is supposed to measure – workplace behaviour.
    • 1.2 Construct validity – the practical tests developed from a theory) do actually measure what the theory says they do. For example, to what extent is the test/questionnaire actually measuring DISC styled behaviours”?
      • 1.2.1 Convergent validity – the extent of  correlation of test/questionnaire results  with those of other already validated test/questionnaire based on the same (DISC) theory.
    • 1.3 Content validity –  determine whether the test/questionnaire covers a representative sample of the behaviours to be measured”
      • 1.3.1 Representation validity – the extent to which the underlying DISC theory has been turned into a specific practical test
      • 1.3.2 Face validity – whether a test appears to the candidate to measure what they expected it to measure ( interestingly, when a test is subject to faking , e.g. DISC,  more honest answers are achieved with lower face validity)
    • 1.4 Criterion validity –  this compares the test outcomes (results) with results that are already held to be valid. For example, employee selection DISC tests results are often validated by comparison against the results of existing employees who demonstrate high measures of actual job performance.
      • 1.4.1 Concurrent validity – the tests are undertaken at the same time for comparison purposes.
      • 1.4.2 Predictive validity – the tests of the results already held to be valid have been collected at an earlier time to be compared with test results when required.

How to Communicate “in style” with DISC Styles

Now that we can identify the DISC styles, let’s have a look at how each styles’ communication preferences.

When preparing to engage with a “D” Style, plan to:

• Be direct
• Provide alternatives
• Ensure he/she wins
• Disagree only on facts
• Enjoy the battle
• Do not be emotional
• Do not dominate
• Act quickly, he/she decides fast
• Do not “walk over” him/her

When preparing to engage with the friendly “I” Style, be prepared to:
• Be a friend, do not ignore them
• Schedule time for chatting
• Have fun and act silly
• Let him/her speak
• Give recognition
• Speak about people and feelings
• Remember to follow up
• Move closer

Engaging with the caring “S” Style is easy when you:
• Slow down your presentation
• Build trust
• Focus on people
• Provide the information they need
• Present issues logically and in sequence
• Secure commitment piece by piece
• Be sincere, do not dominate

With the more reserved and sometimes serious “C” styles
• Provide facts
• Do not touch
• Be patient, slow down
• Give plenty of detailed information
• Control your own activity
• Do not talk about personal issues
• Do not pressure
• Focus on issues

Of course it helps if you know your own style and communication preferences, but anyone can make these adaptations to ensure their message is received and easily processed by each of the different styles.

DISC Personality

How to Identify DISC Styles

I am often asked by people how they can identify other people’s styles.

It is firstly important to identify your own style. However, identifying the style of others can be very easy. Here are a few tips:

 “How does this benefit ME?”
 Very impatient
 Becomes irritated easily
 Has difficulty understanding others’ viewpoints/feelings
 Focuses on the big picture
 Makes decisions quickly, almost hastily

 Does not pay close attention
 May ask same questions several times
 Jumps subject to subject
 Dislikes/avoids hard facts
 May make decisions spontaneously
 Appears disorganised
 May touch you, is comfortable with physical contact

 Appears thoughtful
 Completely new ideas/things seem to make him/her uncomfortable
 Ponders alternatives, slow in making decisions
 “Let me think about it.”
 Needs own physical space

 May have done homework on the products/services
 May be very critical; criticism based on facts, not opinions
 Makes decision only after studying pertinent facts/issues
 Not comfortable with physical contact

Identify your own style? Don’t be concerned if you haven’t. It’s not really a fair question, as most people are a combination of styles rather than just one. Although there are what we call “pure styles” (100% one style) out there. Maybe you know some.