Communication and DiSC

Participant Guide

Managing at Fresenius: 1 November, 2009

Driving Vision, Values and Performance
 PEOPLE I PREFER TO WORK WITH HO 1-1

Kinds of people I like to work with:

Kinds of people I would rather avoid at work:

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Permission to reproduce only when used in conjunction with Everything DiSC ®Classic.
 Communication and DiSC

DiSC® Model

Active
Fast Paced
Assertive
Dynamic
Bold
D i
Dominance Influence

Questioning Accepting
Logic Focused People Focused
Objective Empathizing
Skeptical Receptive
Challenging Agreeable

C Thoughtful S
Conscientiousness Moderate Paced Steadiness
Calm
Methodical
Careful
NOTES:

Managing at Fresenius: 3 November, 2009

Driving Vision, Values and Performance
 NOTES ON MY STYLE HO 4-3

What are key characteristics of my style?

What three characteristics best describe my style?

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Permission to reproduce only when used in conjunction with Everything DiSC ®Classic.
D — DOMINANCE HO 4-4

Emphasize: shaping the environment by overcoming

opposition and challenge

Tendencies: getting immediate results, taking action,

accepting challenges

Motivated challenge, power and authority,

by: direct answers

Fears: loss of control in their environment;

being taken advantage of

You will self-confidence, decisiveness, and risk-

notice: taking

Limitations: lack of concern for others, impatience

NOTES:

© 2005 by Inscape Publishing, Inc. All rights reserved.

Permission to reproduce only when used in conjunction with Everything DiSC ®Classic.
i — INFLUENCE HO 4-5

Emphasize: shaping the environment by persuading

and influencing others

Tendencies: involvement with people, making a

favorable impression

Motivated social recognition, group activities,

by: relationships

Fears: social rejection, disapproval, loss

of influence

You will enthusiasm, charm, sociability

notice:

Limitations: impulsiveness, disorganization, and lack

of follow through

NOTES:

© 2005 by Inscape Publishing, Inc. All rights reserved.

Permission to reproduce only when used in conjunction with Everything DiSC ®Classic.
S — STEADINESS HO 4-6

Emphasize: achieving stability, accomplishing tasks

by cooperating with others

Tendencies: calm, patient, loyal, good listener

Motivated infrequent change, stability, sincere

by: appreciation, cooperation

Fears: loss of stability, the unknown, change,

unpredictability

You will patience, a team player, stability,

notice: methodical approach, calm

Limitations: overly willing to give, putting

their needs last

NOTES:

© 2005 by Inscape Publishing, Inc. All rights reserved.

Permission to reproduce only when used in conjunction with Everything DiSC ®Classic.
C — CONSCIENTIOUSNESS HO 4-7

Emphasize: working within circumstances to ensure

quality and accuracy

Tendencies: attention to standards and details,

analytical thinking

Motivated clearly defined performance

by: expectations, quality and accuracy
being valued
Fears: criticism of their work, slipshod methods

You will behavior that is cautious, precise,

notice: diplomatic, restrained

Limitations: overly critical of self and others,

indecision because of desire to collect
and analyze data
NOTES:

© 2005 by Inscape Publishing, Inc. All rights reserved.

Permission to reproduce only when used in conjunction with Everything DiSC ®Classic.
 MY VALUE TO THE ORGANIZATION

My primary DiSC® style(s):

My secondary DiSC style(s):

Active
INSTRUCTIONS: Circle your
primary DiSC style, as well as D i
the two adjectives that
combine to make that style.
Then complete the statements Questioning Accepting
below.

C S

What I have in common with other

styles: Thoughtful

Things that make me different from other styles:

The three characteristics of my style that I think are most important for others to
understand:

My value to the organization is:

Managing at Fresenius: 9 November, 2009

Driving Vision, Values and Performance
BEHAVIORAL SHOPPING SPREE HO 8-2

For each question on the list, pick someone in this room who you think would respond
affirmatively. If you get a positive response from a person, ask him or her to sign by
the question, and then go to another question on the list that you think describes that
person well. Continue until he or she disagrees. If someone disagrees with you, find
someone else in the room who will agree that the question describes him or her.

Your goal is to get as many signatures as possible.

NAME BEHAVIOR
Do you usually like challenges?
Do you tend to be persuasive?
Do you tend to be relaxed and
easygoing?
Do you tell it like it is?
Do you prefer to listen more than
talk?
Do you see yourself as soft-
spoken?
Do you see yourself as bold?
Are you usually cautious?
Do you see yourself as lively and
energetic?
Do you tend to be reserved?
Are you usually outgoing?
Do you like to focus on the bottom
line?
Do you tend to focus on people?
Do you focus on the quality of your
work?
Do you focus on how to do
projects?
© 2005 by Inscape Publishing, Inc. All rights reserved.
Permission to reproduce only when used in conjunction with Everything DiSC ®Classic.
 ACTING ON OTHERS’ PERCEPTIONS HO 8-3

The responses that surprised me about how others interpret my style’s behavior
were

Ideas, suggestions, and feedback for how I might become more effective were

The two ideas, strategies, or suggestions I plan on working on are

© 2005 by Inscape Publishing, Inc. All rights reserved.

Permission to reproduce only when used in conjunction with Everything DiSC ®Classic.
 Communication and DiSC

Guidelines for People-Reading

• There are no good or bad styles.

• There is no best or worst style.

• All styles have strengths and limitations.

• All styles can be more or less effective

depending on how an individual is able to
modify his or her behavior to meet the needs of
others.

• Everyone is a mixture of styles, so it may be

difficult to “read” people correctly.

Managing at Fresenius: 12 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

Observable Behavior

• Body Language
– Posture
– Use of hands
– Facial expressions
• Tone
– Pace
– Inflection
– Volume
• Words

Managing at Fresenius: 13 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

How to Identify Styles

D I
- Often appears to be in a - Is open and friendly.
hurry. - Talks a lot.
- Is direct, says what thinks. - Gets easily excited.
- May be blunt. - Is animated.
- States own opinions as facts. - Talks about people he/she
- Interrupts others. knows.
- May talk to many people at - Does not focus much on
the same time. details.
- “What’s the bottom line?” - Does not listen for long.
- Is aggressive.
- Is demanding.

- Appears reserved and - Appears calm.

somewhat timid. - Does not get easily excited.
- Is quiet. - Listens carefully.
- Focuses on details. - Nods and goes along.
- Asks many questions. - Is easy-going.
- Studies specs. and other - Asks questions and inquires
info carefully. about the specifics.
- Proceeds cautiously. - Seems have strong opinions
- Doesn't’t easily express but does not express them
disagreeing views. vocally.

C S

Managing at Fresenius: 14 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

How to Identify Styles

D - I
- “How does this benefit ME?” - Does not pay close attention.
- Very impatient. - May ask same questions
- Becomes irritated easily. several times.
- Has difficulty understanding - Jumps from subject to subject.
others’ viewpoints/feelings. - Stays away from hard facts.
- Focuses on the big picture. - May make decisions
- Makes decisions quickly, spontaneously.
almost hastily. - Appears unorganized.
- May touch you, is comfortable
with physical contact.

- May have done homework - Appears thoughtful.

on the products/services. - Completely new ideas/things
- May be very critical; criticism seem to make him/her
based on facts, not opinions. uncomfortable.
- Makes decision only after - Ponders alternatives, slow
studying pertinent facts/issues. in making decisions.
- Not comfortable with - “Let me think about it.”
physical contact. - Needs own physical space.

C S

Managing at Fresenius: 15 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

Styles Overused

D I
- Short fuse, becomes irritated - Impulsive.
easily. - Unrealistic in assessing people.
- “Black or white/Right or Wrong” - Not interested in details.
steamroller. - Unorganized.
- Exceeds authority. - Listening skills depend on the
- “Motivates” with fear. situation.
- Poor listener. - Overly optimistic.
- Impatient in delegating. - Overly trusting.
- Over-delegates and over-directs. - Protests.
- Insensitive and undiplomatic.
- Self-centered.

- Leans on the management. - Worships status quo.

- Hesitates to act without precedent. - Resists changes - is afraid and
- Gets stuck in ways of doing hesitates in changing
things and systems. environment.
- Does not take risks in new things. - Slow to move without directions.
- Does not express feelings. - Instead of delegating, completes
- Likes to work alone. the task.
- Gives in when in conflicts. - Bears a grudge, envious.
- Overly critical. - Leans on others.
- Fears mistakes and - Inexpressive - nods even when
embarrassment. disagrees.

C S

Managing at Fresenius: 16 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

DiSC® Humor

Getting on a busy elevator…

• The D walks up, gets on the elevator, and pushes the button that closes the
door.
• The i lets others in, says “Always room for one more,” and “Come in, you’re
going to be late; we’ll wait for you!”
• The S will wait in line, moving from one line to another, unable to make a
decision.
• The C will get on the elevator. If it’s crowded, the C will count the number of
people and, if the number is over the limit, will make someone get off.

Shopping for groceries…

• The D is the impulse shopper. No list.

• The i tells you where everything is in the store, whether you ask or not.
• The S is prepared, has a list, and gets it done efficiently.
• The C wouldn't’t think of going shopping without coupons and a calculator.

On the golf course…

• The D frequently drives through groups of golfers.

• The i spends more time in the clubhouse talking than on the course.
• The S plays golf the same day, the same time, the same place, using the same
clubs.
• The C keeps score, plays strictly by the rules, and cleans his or her clubs a lot.

Hanging wallpaper…

• The D says, “Come over Saturday and help me wallpaper. And bring the paste.”
The D then starts in the middle of the living room. The patterns don’t match.
The D says, “So what? That’s what drapes and pictures are for.”
• The i has the wallpaper in the closet with the paste. It’s on the list of things to
do. The i never gets around to it.
• The S has to find a pattern that everyone likes before even beginning to think
about hanging it.
• The C starts in a closet or in the garage to be sure the pattern is going to match.
The C then gets it exactly right before starting on the living room.

Managing at Fresenius: 17 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

DiSC® Humor

Ask for something on their desk…

• The D has a messy desk and says, “It’s there somewhere — you look for it.”
• The i says, “I’m busy right now. Give me a few minutes and I’ll get back to
you.” The i doesn't’t know where it is, but won’t admit it.
• The S drops what he’s doing to get it for you, then offers to refill your coffee at
the same time.
• The C has everything filed in alphabetical order or by color code.

Cooking a meal…

• The D can’t cook without a microwave.

• The i likes to cook for groups and has an extra place set at the table in case of
unexpected company.
• The S prepares a meal from scratch and rotates around a dozen standard
recipes.
• The C can’t cook without a timer and measuring cups.

Reading a newspaper…

• The D mainly reads the headlines and scatters the sections in the process.
• The i will read the obituaries first to see if he knows anyone.
• The S looks over the entire paper and clips interesting articles.
• The C calls the newspaper if a word is spelled incorrectly.

Seeing a movie in a theater…

• The D comes in late and makes everyone stand while taking a middle seat.
• The i attends in groups and applauds and talks during the entire movie.
• The S gets there 15 minutes early and is seeing the film again.
• The C reads reviews before attending.

Managing at Fresenius: 18 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

Relating to the DiSC Styles

The Dominance Style – High D
Background:
•Easiest style to recognize
•Direct and forceful
•Results driven
•Straightforward
•Talk fast
•Take charge
•Thrive for power and prestige

The best way to interact:

•Be direct and clear and to the point
•Be focused on the results
•Speak with a faster pace
•You ant to know the bottom line
•Do not ramble and stick to business
•Avoid getting too personal
•Be prepared
•Look and sound professional
•Appear organized
•Provide multiple options
•Show your competence

Be prepared for:
•Blunt, demanding approaches
•Lack of empathy
•Lack of sensitivity
•Little social interaction

Managing at Fresenius: 19 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

Relating to DiSC Styles

The Influential Style– High I

Background:
•Friendly
•Emotionally honest
•Results driven and cares about the people aspect
•Excellent communicators
•Enthusiastic
•Enjoy helping others
•Need freedom to express themselves
•Freedom from control and detail

The best way to interact:

•Be friendly
•Act in an energetic and enthusiastic way
•Approach them informally
•Speak at a faster pace
•Show optimism
•Let them verbalize thoughts and feelings
•Keep the conversation light
•Provide written details
•Give recognition for accomplishments
•Use humor

Be prepared for:
•Attempts to persuade or influence others
•A need for the limelight
•Overestimation of self and others
•Overselling ideas
•Vulnerability to perceived rejection

Managing at Fresenius: 20 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

Relating to the DiSC Styles

The Steadiness Style– High S

Background:
• Relaxed
• Agreeable
• Cooperative
• Appreciative
• Have traditional values
• Do not like change
• Like a step-by-step approach
• Value team

The best way to interact:

• Be focused on procedures for doing things
• Ask questions for clarification
• Speak with a slower pace
• Be systematic in your approach
• Be casual and provide them with guarantees that their decision will
have minimal risks
• Provide a consistent and secure environment
• Detail the ordered information
• Put everything in writing
• Let them adapt to change slowly
• Use sincere appreciation

Be prepared for:
• Friendliness to colleagues and supervisors
• Resistance to change
• Difficulty identifying priorities
• Difficulty with deadlines

Managing at Fresenius: 21 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

Relating to the DiSC Styles

The Conscientiousness Style – High C

Background:
• Give details
• Value accuracy
• Stick to business
• Want to do the job “the right way”
• May require more time because they need more information and want
to investigate the facts
• Need to study the details before making a decision
• Be specific and do not exaggerate
• Tend to be more cautious

The best way to interact:

• Provide plenty of details and proof
• Be analytical and thoughtful
• Be focused on details
• Be methodical in your thought process
• Speak with a slower pace
• Provide clear expectations and deadlines
• Provide the pros and cons of a situation
• Use a logical approach
• Offer tested and well thought out approaches
• Be precise and focused
• Show that your are dependable
• Be emotionally reserved

Be prepared for:
• Discomfort with ambiguity
• Resistance to vague information
• Desire to double-check
• Little need for affiliation with others

Managing at Fresenius: 22 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

Preferred Work Environments

STYLE GOALS

• Wants to get results

• Likes “do it and do it now” approaches
D • Wants to be in charge
• Likes new opportunities and challenges
• Wants a wide scope of operations
• Wants to be involved with people
• Wants to have fun while getting things done
i • Likes to help people talk things out
• Wants freedom from responsibility of following
through on detail
• Likes to be involved with people
• Wants everyone to do his or her share
S • Likes things to run smoothly
• Wants stability and security
• Wants a conflict-free environment
• Wants specific criteria for performance
• Likes accuracy
C • Likes setting and meeting high standards
• Wants opportunities to analyze and assess
• Likes logical, systematic approaches to work

Managing at Fresenius: 23 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

Communication and Styles

D I
- Very talkative.
- Direct, even blunt. - Inspiring and selling style.
- To one direction: from him/her - Talks about the pleasant and fun
to others. issues, avoids details.
- Communicates own views and - Speaks about people and
opinions as facts. feelings.
- Focuses on results, little on small - Avoids unpleasant issues.
talk. - Often is not direct.
- Dominates the communication. - Does not listen for very long.
- Impatient listener, may not listen
at all.

- Fairly quiet and reserved. - Often to one direction; he/she

- Focuses on providing detailed listens.
information. - Creates trust.
- Does not talk about personal - More comfortable in one-on-
issues openly. one communication.
- Does not easily talk about own - Talks calmly.
view and opinions. - Talks about issues he/she
- May lose essentials. masters.
- Critical listener if issues not - Can see things from many
presented logically. viewpoints, patient listener.

C S

Managing at Fresenius: 24 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

Listening and Styles

D I
- Enjoys the interaction.
- Focuses on the feelings/emotions.
- Impatient listener.
- Does not pay attention to details.
- May interrupt frequently.
- Provides at a lot of feedback.
- Focuses on the big picture.
- Gets enthusiastically involved.
- How does this affect/benefit me?
- May talk too much.
- May not pay attention at all if
- May not assess what is said.
not interested in the topic.
- May lose concentration and get
- “So what’s the bottom line?”
sidetracked.
- May assume control and starts to
talk.

- Patient listener.
- Attentive listener if interested in
- Pays attention.
the topic.
- Focuses on the message.
- Looks for logic in presentation.
- May nod even when disagrees,
- Does not provide much feedback.
does not give a lot of feedback.
- Can be critical and/or look for
- May interrupt and resist if the
mistakes, errors, etc.
message creates change.
- May get hung up in details.
- May focus on the negative and
- Asks lot of questions if
subdue excitement.
interested.

C S

Managing at Fresenius: 25 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

When you communicate with a D-style

D I
Generally the way one should If you are I-style
approach D-style person:
- Provide clear time limitations.
- “This is your goal.” - Be less flexible and adapting.
- “I need only five minutes of your - Avoid interruptions - stay
time.” focused.
- “What do you want and when do - Respect his/her need for
you want it to be ready?” independence.
- “Here is a problem that you should - Be direct.
resolve.”
- “This must be ready by….”

If you are C-style If you are S-style

- Stress short-term goals. - Concentrate on what/when goals.

- Be direct and task-oriented. - Act faster.
- Be less theoretical. - Focus on issues.
- Go into issues and be positive. - Provide feedback regularly.
- Do not take his/her directness - Show interest.
personally.
- Use pictures, start with the
overall picture.

C S

Managing at Fresenius: 26 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

When you communicate with an I-style

D I
If you are D-style Generally the way one should
approach I-style person:
- Show your enthusiasm.
- Be optimistic. - “I would like to hear your
- Be open to others’ opinions. opinion.”
- Show your ability to adapt. - “We could exchange our views
- Ask his/her opinion before on this.”
you make decisions. - “Could we speak about some
new alternatives?”
- “Could we meet and discuss this?”
-“How do you think we should act
on this?”

If you are C-style If you are S-style

- Concentrate on “who and what - Speed up, act faster.

else” goals. - Speak more.
- Be open and discuss. - Take him/her into consideration,
- Do not lose contact with him/her. be more cooperative.
- Adapt a team attitude (e.g., Let’s - Take time to discuss alternatives.
do it together). - Take part enthusiastically .
- Do not focus on mistakes,
remember achievements.

C S

Managing at Fresenius: 27 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

When you communicate with a S-style

D I
If you are D-style If you are I-style

- Focus on how/how much. - Demonstrate the reliability

- Provide time to consider and continuity of the issue.
issues from his/her angle. - Speak also about the negative
- Be less demanding. aspects.
- State both sides of the issue, - Provide enough background
begin with negative and end information.
with positive. - Do not expect too fast action.
- Warn about changes - Listen, do not interrupt,
beforehand. give time.
- Don’t pressure into too fast
reactions or decisions.

If you are C-style Generally the way one should

approach S-style person:
- Explain things step by step.
- Use practical examples, avoid - “How should we proceed?”
using numbers only. - “We should act like this. First
- Provide time to analyze the this and then that….”
information. - “How do you think we should
- Also consider the risk factors. do this?”
- Consider his/her opinion, ask. - “I want you to be involved in
planning from the beginning.”

C S

Managing at Fresenius: 28 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

When you communicate with a C-style

D I
If you are D-style If you are I-style

- Answer questions carefully, give - Concentrate on why/what

reasons. questions.
- Respect his/her expertise and be - Explain carefully, utilize
less commanding. references and facts.
- Do not make yourself threatening. - Prepare, slow down, and think
- Listen and encourage discussion. before you act.
- Offer alternatives. - Be open to questions and
feedback.
- Provide information in
writing.
- Be sincere and modest.

Generally the way one should If you are S-style

approach C-style person:
- Provide background
- “I would like to provide you with information.
some additional information.” - Respect his/her technical
- “I would like to hear your attitude.
assessment.” - Understand his/her
- “What are the pros and cons of the independence.
different alternatives?” - Provide all relevant
-“Could you list the key issues?” information.
- Provide regular fact-based
feedback.

C S

Managing at Fresenius: 29 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

Knowing Your Customer

List some of your customers. Based on the discussion today, identify
their behavioral style. Given their style, what can you do to more
effective with them?

Name of DISC How can you be more effective?

Customer Style

Managing at Fresenius: 30 November, 2009

Driving Vision, Values and Performance
 Communication and DiSC

Judging to Valuing Ladder

There is a natural progression of how we tend to view others.
Where might you plot yourself on this ladder?

V_________

A___________

R___________

U____________

J___________

Managing at Fresenius: 31 November, 2009

Driving Vision, Values and Performance