A great way to discover your decision making style is to take the DiSC assessment. DiSC is a human behaviour model that uncovers your blind spots.

 We all have ways of being that are comfortable for us, yet in many ways we may be sabotaging ourselves by not being aware of our blind spots.

DiSC illustrates how we manage our behaviours and what style of behaviour we exhibit.

 Looking at the simple diagram below, you can plot yourself in any of the four categories (keep in mind that you use all), but will have a preference for one ‘way of being’. It’s pretty easy to spot yourself, however doing an assessment will give you much better insight into what behaviours are holding you back.

What’s your normal way of making decisions? Knowing your primary DiSC style can help you determine this. As an example, if you are a high ‘C’, you may suffer at times from ‘Analysis Paralysis’,  you may become so focussed on the details that you miss the big picture, you can when stressed become over methodical and follow rules to the letter, appearing to others as rigid and unbending.  This is an example of a Strength that when overused can become a weakness.

Using the DiSC assessment, we look at three distinct profiles: The Mask (Public Self), The Core (Private Self) and The Mirror (Perceived Self). From the assessment these three selves make up a complete picture of yourself from different angles.  These are presented in a 23 page comprehensive report that gives you practical hints and tips on what you can work on ‘right now’.

 When we look at the ‘mask’ results, this is the area that has the most potential for change, it reveals how we are perceived by the outside world under normal circumstances.

 This is the clue to how you will react in transition or uncomfortable circumstances. This reveals how we believe we need to be for short term gain or survival. It is our response to our current environment. It is in this area where coaching is most valuable, you cannot see your blind spots, but your coach can.

Using the DiSC assessment as a tool and guide, the coaching conversation becomes that much more focussed when you begin to see how your ‘blind spots’ are sabotaging you. Here’s an example:

Bobbie is a high “D” who manages a team of 15 employees. The team is high performing, but Bobbie  senses that most of the team don’t like her, she has noticed that when she walks into the room people clam up. Recently, Bobbie’s absentee rate has gone through the roof, and many of the team, despite high bonuses have requested transfers.

Bobbie prefers to work on task by herself, she welcomes a challenge, she is tough on her team when they make errors – she thinks it makes them stronger. Bobbie has a low tolerance for slackers, she wants her team to be ‘top’. Bobbie has come to coaching reluctantly, she believes that it is ‘fluff’, she prefers a direct way of communicating., and sees no reason to change. 

Coaching Challenges for Bobbie:

1. Accept that the purpose of coaching is to make you more successful, not change who you are, be open to the process.

2. Work on relationship building and understanding how others like to be communicated with.

3. Learn how to involve her team with her projects, delegate and trust that others are as competent as she.

4. Being aware of the directness of her remarks and how these may affect others.

5. Learn how to express appreciation for the work of others and show more positive emotion.

6. Learn more patient with team members who are more moderately paced.

These are just a few challenges that high ‘D”s may face. with help from a coach, each challenge can be explored and inquiry into real situations will likely create some “AH HA” moments for Bobbie.

What about you? Do you want to learn more about how DiSC can help you be more successful at work?

Yes! I want to be more successful!

Contact Irene to complete the DiSC assessment and a 60m complimentary coaching session with Irene. ($59.97)