Enough of the history lesson, the most common question PeopleKeys gets is; what does DISC stand for? Each letter in the D.I.S.C. acronym stands for a different major behavioral style. Each and every one of us possess characteristics of all four types, but we all have one style that shines over the others as our dominant personality type. It is important to understand our own personality as well as others. Gaining this perspective will help you in dealing with people you work with everyday, because understanding each others personalities is a major tool in communicating effectively.

D stands for drive and the main characteristics D’s posses are: direct, decisive, problem solver, self starter and risk taker. These individuals are the innovators of the group and always like to push the envelope and challenge the status quo which has its advantages but can also bring on disadvantages. For instance they’re high ego strength can lead them to overstep authority and use more of an aggressive attitude to deal with team members and competition. Another weakness that D’s posses is they often spread themselves to thin because they want to be able to do it at all and it sometimes leads them to attempt too much at once. D’s are great to work for in a business atmosphere because they have that bottom-line approach and are always searching for new ventures and ways to make the company better. Since D’s are so intense about everything they care about, they do sometimes come off as hard to approach. Here are some do’s and dont’s when dealing with D’s. Do: Speak with confidence and get directly to the point, also they are results-driven to when you are coming to them with new ideas/ventures make sure you also have the information on how those ideas with impact the company. Don’t: Socialize about non relevant topics and try to not repeat yourself or make too many generalizations, like I said earlier..they like to get straight to the point.

I stands for Influence and they are enthusiastic, trusting, persuasive, and optimistic. I’s bring a lot of positive and creative energy to the table, they are usually known as the “peace-keeper” in the group. They have a more approachable personality and tend not to choose sides which is why all of the other team members feel comfortable confiding in them. Being everyones friend can also be a possible weakness for I’s if they become more concerned with being popular then coming up with results. When dealing with I’s here are some do’s and dont’s. Do: Be straight forward with them, they are easy to communicate with but if you are vague about what you want they tend to use their own creative ideas. Create an environment that promotes brainstorming and rewards individuals for thinking out of the box. Don’t: Completely ignore their ideas or take away the social aspect of the working process because they need that in order to be more effective overall.

Steadiness is what the S stands for and the characteristics that best describe them are: team player, predictable, steady and they are good listeners. S’s are hardworking and dependable and they are usually the team member that you can always count on to contribute their part and the are very complaint with authority. A possible weakness for I’s is that they are reluctant to change and it can take them a long time to adjust when changes are made. Here are some Do’s and Dont’s to keep in mind when dealing with I’s. Do: Show them recognition for their hard work and and ability to be a team member that you can always count on. Don’t: Be pushy when introducing them to new things, they need time to adjust to change and being over aggressive won’t get the results that are needed.

C stands for compliance and some characteristics that describe them best are: analytical, careful, accurate and precise. C’s are going to be your go-to person on the team for information as they are known as the “fact-finders” of the group. They are very detail oriented and they make sure that all the work they do is held to the highest standard. Some possible weaknesses that can come up with their method is that they can become bogged down with details. C’s are also prone to stand down when it comes to verbalizing problems and can at times give in rather than argue. Here are some Do’s and Dont’s to use when dealing with C’s. Do: Communicate with precision and data if your going to oppose an idea of theirs you should have all of the facts ahead of time. Don’t: Be vague when discussing problems or explaining a job they need to do, if you don’t give them details you won’t be able to communicate effectively with them.

After reading a little description of each of the four styles I’m sure you saw characteristics that describe yourself in each one, as I did myself! To get a better idea of which style is your most dominant, take the PeopleKeys Free DISC Assessment here.

DISC certification powered by PeopleKeys is now available online! After listening to our customers we decided to make the DISC certification course easier to use by now offering the product in an interactive online course. The course is IACET certified and you can receive Continuing Education Credits through IACET.

Combine your knowledge base, educational background, and work experience with an in-depth understanding of personality style, communication tendencies, and human interaction.

Applications range from business consulting and team building to personal coaching and counseling. It can help to increase employee as well as student retention, help one choose the correct career path or major in college, and make the right hire for your business.

If you sign up today you can receive a PeopleKeys Online account pre-loaded with 10 DISC assessments at no extra cost!

By combining a simplified version of the DISC Personality Assessment written for students which focus on primary DISC Style, the Perceptual Learning Style, and the Cognitive Thinking Style Assessment, one can focus on the student’s strengths as they apply to communication, interaction, motivation, study habits, and more. This can give the student direction with career guidance and college preparation, as well as improving GPA, understanding of human behavior, and general communication.

The perceptual learning style report gives students a chance to understand what kind of learner they actually are whether it be a visual, auditory or kinesthetic. Understanding this aspect of your studies can help students to fine tune their study habits and to even help in choose on which professors they are enrolling with based on that professors teaching ways.

We also have some new online training tools available which are the Church Background Check and the Introduction to Behavioral Analysis online certification. Having this certification can help in many fields ranging from business consulting, hiring, teambuilding and and conflict resolution.

We also have an affiliate program that is also known as Link Partners. By becoming a member you can receive 20% of the commission we make from the sale of the product that your promoted on your web page for us!

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JANUARY
SURVEY RESULTS

Question 1:
What personality style is MOST likely to make a New Year’s Resolution?

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Season’s Greetings

from your friends at PeopleKeys, DISCinsights, and the Institute for Motivational Living!
We are dedicated to providing you with quality products, solutions, and expertise in Behavioral Analysis and DISC application. Below is your DISC Insight for December 2011. We’d like to invite you to join the conversation by answering our Christmas Survey and receiving a coupon for our store, www.discinsights.com. Results will be posted in our January Newsletter, on our PeopleKeys Facebook page, and on our blog at www.PeopleKeys.com. Happy Holidays!

December DISC Insight
Have you ever thought, “What would be Santa Claus’s personality style?”

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Could Santa Claus be a D Personality Style?
Dominant/ Decisive (Active Style, Task Oriented)
Direct, will fight for their point of view or opinion
Can make tough decision, but might not gather all needed information first
Moves very quickly, wants to see results, is a big picture thinker/ not focused on details
Fears being taken advantage of by others/ Craves Recognition and Awards
YES: If Santa were a D, he’d have to be upper management, with teams of elves determining who is naughty and nice and taking care of the details. He could set deadlines and make big decisions, but wouldn’t want to do the detail work himself. If Santa were a D and didn’t have an excellent support team, he would struggle with the preparation, as D’s have little patience for tedious or repetitive tasks of which Santa has plenty. However, the D-style’s determination would explain how Santa accomplishes such a huge task…a whole years work done in one evening.
NO: Although drive is required to get such a big job done, as well as leadership skills and decision-making ability, if Santa did not get to play a management role, he would be overwhelmed with the details. Santa would have to go through all those letters, determine who is naughty and who is nice, and then pick what present each would receive. A D-style might determine the entire list is naughty or the entire list is nice, the other way would just be too tedious.

Could Santa Claus be an I Personality Style?
Influential/ Outgoing (Active Style, People-Oriented)
Talkative, Loves being with People, Center of Attention
Struggles with Attention to detail, Organization, Time-Management
Excels best when the task is fun, they’re working in a team
Fear of Rejection from others/ Craves Approval from Others
YES: Santa is a cheerful, jovial character, who surrounds himself with helpers and co-workers and is adored by the children of the world. This level of attention would make an I-style very happy. Ho, Ho, Ho!
NO: Being surrounded by people all of the time, Santa would be talking and creating a fun atmosphere, however neither he nor his helpers would be able to get much done. Organization and time management are not strong suits for the I-style and Santa would have to be quite efficient in this area to accomplish such a feat in one evening. Plus, if any children didn’t like their gifts or decided they no longer believed in him, he might have to face his biggest fear…rejection.

Could Santa Claus be an S Personality Style?
Steady/Stable (Passive Style, People-Oriented)
Enjoys stability, secure situations, positive and peaceful environments
Focuses on personal relationships, enjoys people but is most comfortable in small groups where trust and comfort has been established
Non-confrontational, will avoid conflict or suppress their own needs in order to keep the peace and maintain positive personal relationships and environments
Fear of Sudden Change and Instability/ Craves Stability and Safety
YES: This is easy to picture, as Santa always appears to be easygoing, with a solid relationship with Mrs. Claus, and a consistent routine year after year. S-styles are typically great at multi-tasking and can follow tasks through to the end, collaborate well with others, and can most likely focus on details. He wants to make all the children happy!
NO: Depending on how much leadership Santa would need to show, the S-style may struggle in leadership roles. They want all of their relationships to be positive, therefore may have trouble making tough decisions or having to cause any ripples. As the S-style genuinely cares about others’ feelings, every child would end up on the nice list, and to make sure that everyone had a happy Christmas morning, he’d take the time to eat every single cookie and drink every glass of milk left for him… he might end up with quite the belly ache.

Could Santa Claus be a C Personality Style?
Conscientious/ Compliant (Passive Style, Task-Oriented)
Pays attention to detail, organized, perfectionist
Slow to make decisions, needs to gather information and think it through first
Non-confrontational, will avoid conflict or suppress their own needs in order to keep the peace and maintain positive personal relationships and environments
Fear of Criticism / Craves Recognition for a Job Well Done
YES: We can only imagine how much preparation must go towards planning a complex operation like this. Think about it… he’s got to sort through all those letters to Santa and wish lists, figure out who is naughty and who is nice, map out a very intricate and efficient travel route, and manage his time so as to hit every single house. He makes his list and checks it twice.
NO: A high C-style is usually a slow mover, taking a long time to make decisions and gather information, and could struggle in leadership positions where they need to make hard decisions. Imagine Santa trying to decide who is naughty and nice. With his attention to detail and slow decision-making, this could be quite an ordeal. It might not be completed by the time Christmas rolled around, and even if so, with the C’s need for correctness and looking at some of the actions of children, a lot of them might end up with coal in their stockings.

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Thank you for throwing this playful question around with us. Look for the survey results in January’s DISC Insight Newsletter, on our PeopleKeys Facebook page, and on our blog at www.PeopleKeys.com.

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Happy Holidays,
Your friends at PeopleKeys

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From a cost standpoint, it’s difficult to put an actual figure on a hiring mistake, but by some estimates, it can amount to as much as two to three times the person’s annual compensation. Consider some of the numbers you can verify: the cost of advertising the position, the time spent on screening and interviewing potential candidates, the money and time spent on training and re-training, and the salary and benefits paid to an individual who is not performing up to expectations.

One solution is using systems that assess “soft skills” and workplace behavior (personality, values, team orientation) that can correlate to actual job specific traits necessary for optimal performance.

To read the entire article, Click Here.