1. Using Communication Styles - Formula for Success
San Diego, California
Bonnie Burn
Greet: As each attendee arrives, shake hands. (Establishes your facilitator role.)
Select: Rapport questions. (Provides quick receptivity assessment.)
Complete the DISC before? (e.g. Paper version/ 3 Graph Version.)
Take other assessments prior? (e.g. Myers Briggs)
Show others your DISC Report? (e.g. Most say “yes.”)
Complete page 12 of DISC Report? (e.g. Response if “no.”)
Say: “It will take you a bit more effort to track during the session.”)
Start With: Turn to the person next to you & say… “You’re O.K.!’
(Start with light-heartedness. This always gets a chuckle & helps relieve some nervous energy for all in the room. Repeat throughout training session whenever you feel tension is rising.) 1

2. Plan . . . Formula for Success
Purpose
Leverage Communication Style
Build upon your Communication Strategies
Process
Gain Insight & Practical Application
Payoff
Improved Communications with ….
Co-Workers, Boss, Staff
Internal Customers & External Customers
State: Purpose is: ___ (Reason why this particular training is taking place.)e.g. Team Building / Management Communication Strategies
Process is:__ (How learning will be conveyed.) e.g. Lecturette, Skill Practice, Q & A, Develop Follow-Up Plan.
Payoff: __(After training is completed, what are realistic expectations?)e.g. Increased productivity, improved inter-department communications
Say: We’ll look at what is the DISC Assessment. Then, key pages of DISC Report & what it means to you.
We’ll only be reviewing key pages due to time constraints. Then we will focus Application Learning Activities - exploring how DISC applies at work. Next, we’ll develop an Action Plan so follow-up can easily take place.
Format: Feel free to ask questions, however, please know if dialogue gets off track, I’ll make an invitation to continue that conversation during the break. This will ensure discussions are beneficial to all.
Ask: And, is everyone okay with sharing their graph information with the group?... Great! (I have always had folks say, “sure, that’s okay.”) 2

3. Training Outline 1. DISC Model 2. Your Style 3. All Styles 4. Practice5.
Get Results
Basics of Model
Enlightened about themselves
Styles around the world
Hands-on Practice
Agree.. Next Steps – Action Plan 3

4. Training Outline 1. DISC Model 2. Your Style 3. All Styles 4. Practice
Segment – See icon elevated 2.
Your Style 3.
All Styles 4.
Practice 5.
Get Results 4

5. DISC refers to ? DISC Assessment DISC Report includes Graphs
Based on observable behavior (not personality)
Measures Pace (how direct)
Measures Priorities (how open)
DISC Report includes Graphs
Part 1: Understanding your own personal style
Part 2: Action Plans for interaction…
Team, Internal & External Customers
DISC Communication Style
Describes how we are “wired”
Based on Nature & Nurture
You’re OK!
Say: There are many models that focus on behavioral differences, but many share 1 commonality; they group behavior into 4 basic categories.
We all have some of each of these 4 categories. And that is what DISC is based on.
We will be looking at patterns of external, observable behaviors & because we can see & hear these behaviors, it becomes much easier to “read” other people. So, you don’t have to be concerned about digging into someone’s personality. This is a Behavior Style Assessment.
The DISC is a simple, practical, easy to remember, that is why I chose this Tool over some more complicated ones.
Show: Lift up your DISC Report as you review “How to Use This Report.” 
Say:The report you have in front of you is divided into 2 parts. Review PPT.
Please understand there is no best style. Each style has its unique strengths & opportunities for continuing improvement & growth. The behavioral descriptions mentioned in this report refer to tendencies of your style 5 5

6. IF ….. ??? Try to speak? Why? Don’t want to be _____ American!
Stretch/Flex
Native language remains
Your story: A country you have visited (or share a friend’s story.) Trip preparation. What resources you packed? Context of the conversation you had in the other country. How you stretched (even though it was awkward. Gets easier.) Receptivity of other person. Level of their appreciation. How native language remains primary language.
My story: I purchased “Learn Italian in One Week” CD’s from Costco. (e.g.) After cramming for 3 weeks prior to trip, my retention wasn’t going so well, so I packed a small American-Italian Translation Book. Yes, I stumbled when trying to converse with the Italians, but my Translation Book saved the day! My conversations basically were greetings:“Salve” Hello.“Buon giorno”– Good morning. “Ciao”– Bye-bye.“Buona sera”– Good evening.“Come sta?– How are you?
Emphasize: Importance of showing respect when in another’s country… so stretch! Critical point… You didn’t want to be the UGLY American! “Do They?” (You’ll see “aha’s” happen!)
Say:To avoid such a reputation, today we’re going to be touring 4 major countries so we can speak their language well enough to understand one another. We will always have our native first language (style of preference.) - that does not change. If we are willing to learn about other languages, we will help guarantee our own success at ending up at the communication destination of our choice! 6 6

7. Your Opportunity to Stretch7
Your Opportunity to Strech

8. Find Highest Point in Graph II
Adapting Style
Graph I
Natural Style
Graph II
Go to DISC Report - Page 5 D I S C D I S C
2. Focus on Graph II
Ask: “Folks to put finger on Graph II. Then circle highest point.”
First choice, because you will have reviewed the Graphs ahead of time, you will know who has 2 styles with the same score. Quietly go up to that individual & say: “For the next exercise how about you refer to yourself as a… (whichever style you have less in the group.”
2nd Tell…e.g. “Dave, tell you what for the next exercise how about you refer to yourself as….”
3rd: Ask: Does anyone have 2 points at same exact place?
ask them to go with the group where you have smallest amount of people.)
“Please raise your hand if D was highest? I? S? C?”(Just to help participant know where to go in the next exercise.) Purpose:“We’re going focusing on learning the core of each 4 styles.”
3. Circle Highest Point 8 8 8

9. Activity Based on highest point on your Natural Graph II
Please go to your side of the room.
Ask: D&I’s “Describe how the S&C’s got in line?(Typical responses: Took their time, making sure they were standing in the right spot.) Ask:S&C’s “Describe how the D&I’s got in line? (Typical responses: They rushed over, some of them are still talking & laughing!)
Debrief:Physically stand by D & I’s & talk about how they are more assertive oriented. Reference athletes and coaches. Physically stand by S & C’s & talk about how they are more cautious oriented. Reference professors & scientists.
Ask: Please move to corners of the room based on their Primary Style; D,I,S,C.
Then stand between the I & S’s: “People” are a priority for them. The I’s are more “me” oriented while the S’s are more “team oriented.” Then stand between the D & C’s: “Task” is their priority. The D’s are focused on “goals” while C’s are more concerned with the “accuracy of the task”.
State: “Now let’s look at why some folks initially have conflicts” Go to middle of room…
Point to D’s & ask what is their pace? (Fast) “Their type of priority?” (Task oriented)
Point to S’s & ask what is their pace? (Cautious.) “Their type of priority?” (People)
Ask what do these folks need to do to get along? Flex? Impact on meetings?”
Point to I’s & ask what is their pace? (Fast) “Their type of priority?” (People.)
Point to C’s & ask “Type of Action?” (Cautious.) “Type of Priority?” (Task oriented.)
Explain: What these folks need to need to do to get along Flex? Impact on meetings?”
Back of Room
Front of Room 9 9 9

10. DISC World Tour - Basic Words & Actions
Athletes
Coaches
Scientists
Teachers
Focus: D - Dominant – Challenges. Say:For example, Athletes thrive on Challenges.
We all want to win, but these folks are energized by always winning.
Focus:I - Interact - Contact. Say:For example, Coaches focus on Contact with others, motivating them. We all may want to be around people, but these folks are energized
as being a significant role when influencing others.
Focus:S - Steady – Constant. Say:For example, Professors provide Constant support for others. We may all like things to be well organized, but these folks are energized
by making sure things are methodical & predictable consistently.
Focus:C - Compliant – Cautious. Say:For example, Scientist believe it's best to be Cautious in all they do. We may all be able to do details, but ensuring accuracy is extremely energizing to these folks.
Post: Put flipchart in far left corner of room. 10

11. Video – Pure Styles (Intro & Goals)
D, I, S, C ?
Suggest: Use first section of DVD; Pure Styles. Select only one or 2 categories.
For example: Goals or Conflict. Show a quick clip of each style.
Ask folks to think about their work interactions as they watch. 11

12. Training Outline 2. Your Style 1. DISC Model 3. All Styles 4. Practice5.
Get Results 12

13. STYLE ASSESSMENT NOT SKILL
WRITE ON PG 5-
STYLE ASSESSMENT NOT SKILL
Snapshot of
One Workday
05—01-12
Adapting Style Graph I
Natural Style
Graph II
Real You – 24/7
At Work or Home
Energy Line
Request:
Write "Style not Skill" at top of page 5 in your DISC Report.
2. Write D, I, S, C/ Then add Dominant, Interact, Steady, Compliant/Then add Problem Solving, People, Plan, Procedures
3. Label "Energy Line" (Pts above = Energize Pts below = Effort) Label Graph I "Snapshot of 1 Day at Work"
5. Label Graph II "24-7, W or H, The Real Me" (EMPHASIZE)
“Most” answers (in your DISC Report)created the Graph I.
“Least” answers (in your DISC Report) created the Graph II.
Research discovered ask someone “most” favorite food… that is influenced by time of day, did you have breakfast, where are you? (Just as Graph I, is influenced by the varying factors of Responsibilities, Role & who you are Relating to.)
Ask someone their “least” favorite, it doesn’t matter what time of the day or whether they’ve had breakfast, or where are you… answer remains the same. E.g. for me it’s Horseradish & Liver. People have CLARITY around what they DON’T LIKE. 13

14. Style - High D Problem Solving (Quick)
High Intensity =
Problem Solve NOW!
May rush into decision making
Energy Line =
Energized when Assertive.
Remind:"Energy Line" (Pts above = Energize Pts below = Effort)
Explain: Someone with a High D point, when it comes to problem solving, is energized by the Challenge."
Option:“D” stands for Dominant, like our Athletes.
High D… this person responds to PROBLEMS immediately.
The higher the point, stronger desire to accomplish, overcome, finish their objective. Extremely Goal oriented, Bottom-Line, & Competitive.
Tends to move quickly up an organization, regardless of the industry. Wants Answers Right Away, Very Concise, Loves a Good Challenge. Prone to jump to conclusions. “
Strong “D” – your example? 14

15. Style - Low D Problem Solving (Cautious)
Thinks before deciding on a solution
Reflects before selecting a conclusion.
Priority is to first gather information, then determine best options.
Can develop SKILL to make quick decisions if needed.
High Intensity =
Problem Solve Now
Energy Line =
Energized when Assertive.
Low Intensity =
Process First,
then Solve Problem
Remind: "Energy Line" (Points above = Energize Points below = Effort)
Explain: Low D…Emphasis is still on Problem Solving, however the individual is more careful & reflective in their approach.
Prefers time to process before committing to course of action. Does not want to be rushed.
If push back…. Refer to “DISC Coaching Packet” - Graph II Debrief Worksheet, page 2 & 3 15 15

16. Style - High I People (Expressive)D S C
High Intensity =
Be out front
Enthusiasm can overpower
Energy Line =
Energized when Interacting.
Remind:"Energy Line" (Points above = Energize Points below = Effort)
Explain: Someone with a High I point, prefers to be actively around people, energized by Contact, might even be referred to as rambunctious.
Option:“I” is for Interactive, like Coaches.
They are energized by intensely influencing other PEOPLE to their point of view. The higher the point, stronger desire, friendly, outgoing, expressive.
Often these folks are in customer service, sales, training, marketing positions. Prone to go in many different directions seemly simultaneously.
Strong “I” - your example ? 16

17. Style - Low I People (Reserved)
Prefers to be behind the scenes,
not center stage.
Approaches interactions in a more reserved manner.
More apt to observe before engaging in conversation with someone new.
Can learn SKILL to be outspoken, speak in front of groups. D S C
High Intensity =
Be out front
Energy Line =
Energized when Interacting.
Low Intensity =
Prefers calm interactions
Remind:"Energy Line" (Points above = Energize Points below = Effort)
Explain:Someone with a Low I point, prefers Interacting with People, in a more Reserved Manner
Option:Low “I” means this person is energized by being supportive to others.
Prefers to be behind the scenes working with a team rather than wanting to be in limelight. 17 17

18. Style - High S Plan (Methodical)
High Intensity =
Supportive. Orderly plans.
May want to keep things status quo
Energy Line =
Energized by Planning.
Remind:"Energy Line" (Points above = Energize Points below = Effort)
Explain: Someone with a High S point, is most comfortable in having a Steady, Planful Approach.   
Option:“S” is for Steady like a Professor. High “S”… this person is energized by having a stable environment, one that incorporates a steady, predictable PACE.
Prefer to be a team player than team leader. The “S” is the most accommodating style. Often these folks are in support positions, preferring to be behind the scenes.
Strong “S” - your example? 18

19. Style - Low S Plan (Spontaneous)D I C
High Intensity =
Supportive.
Orderly plans.
May have a plan and then quickly changes to a whole new approach.
If project is not fun or exciting, may generate new strategies to get themselves motivated.
Prefers others do the planning.
Can develop SKILL to be organized and follow timelines.
Energy Line =
Energized by Planning.
Low Intensity =
Prefers to be spontaneous, brainstorm lots of ideas.
Remind:"Energy Line" (Points above = Energize Points below = Effort)   
Explain:Someone with a Low S point, the Steady Style, is much more likely to be Rambunctious.
Optional:Low “S” … prefers an environment that is fast PACE & changing. Typically, low “S” would rather not take much time to plan prior to deciding on a course of action. 19 19

20. Style - High C Procedures (Detailed)
High Intensity =
Analyzes, prefers procedures.
Can get stuck in the details
Energy Line = Energized by
Procedures & Details.
Remind:"Energy Line" (Points above = Energize Points below = Effort)
Explain: Someone with a High C point, is committed to, making sure Procedures are correct.
Option:“C” is for Compliant like a SCIENTIST.
High “C”… this person is energized by following Procedures set by others. The higher the point, stronger desire for achieving quality, accuracy, ensuring logical order as they complete tasks.
Strong “C” - your example? 20

21. Style - Low C Procedures (Sees Possibilities)
Changes the rules if they don’t seem to fit the situation.
Independent.
Has a “Can Do” attitude.
Results don’t always have to be 100%.
Can learn the SKILL of doing
accurate paperwork.
High Intensity =
Analyzes, prefers procedures.
Energy Line =
Energized by Procedures & Details.
Low Intensity =
Big Picture.
Conceptual.
Remind:"Energy Line" (Points above = Energize Points below = Effort)
Explain:Someone with a Low C point, the Compliant Style, is much more likely to be Rebellious
Opiton:Low “C”… Does not want to deal with details & Procedures. 21 21

22. Handout - Basic Graph II Explanation
Action: Pass out corresponding Handout (Recommend you print in color if possible.)
Say: Going to provide you with basic understanding of your Graph II, keeping the Positive P’s in mind.
Say: We’ll start with the D that is problem solving oriented. All locations of D point are problem solvers. 22

23. Instructions - Basic Graph II Explanation
Say: Please focus on Graph II, your Natural Graph. We will discover more insights into Graph I a little bit later. Please put your pen on D in your Graph II. Then locate where your D point is. 23

24. Instructions - Basic Graph II Explanation
Say: Based on the location of your D point, circle the corresponding word in the D column. Your circled D Word is giving you insight on your preference when it comes to Problem Solving.
Say: Follow this same process for the I, S, and C. Keeping in mind…Your circled I Word is giving you insight on your preference when it comes to interacting with People. Your circled S Word is giving you insight on your preference when it comes to Planning. Your circled C Word is giving you insight on your preference when it comes to working with Procedures.
Simple Learning Activity: Have participants stand-up, take their “Graph II Overview” and connect with someone they have not said “hi” to today. Ask them to discuss how the
circled words relate to them, keeping in mind the Positive P’s: Problem Solve, People, Plan, Procedures. Give them just 3 minutes, then have them share it with someone new. Objective is to have them begin to gain basic insight about their style preferences and begin learning about others. Energy will immediately fill the room. If this is team building, during the activity put compiled Graph II’s on tables, then pass out Group Breakdown. If this is not a team building session, just pass out the Group Breakdown. 24

25. Based on Graph II - Group Breakdown Sample Participants
Handout: Share Graph II Overview ... If "Approved" by Participants - Sequence : D, I, S, C.
Remind: Graph II is Natural; 24-7, Work or Home, The Real YOU.
Debrief: If you are facilitating a teambuilding session, this is a great visual to explain why some tensions are prevalent. (I don’t turn it into a “group therapy” session, but, if someone offers
insight as to groups’ dynamics based on DISC, I will build on it.) 25 25

26. Graphs I & II ... Significantly Different? “You’re OK!”
Adapting Style Graph I
Natural Style
Graph II
Explanation – Graph I Different
The day you took the assessment,
you were flexing,
to get the job done.. =
Explain: If Primary Adapting & Natural Style are significantly different …
Going out of comfort zone (style) to get job done. Positive side: it shows one’s ability to be flexible; however, can cause stress if prolonged. Ask yourself – Any changes at work?”
Note: Now that your participants understand Graph I & II, you are going to now facilitate an exercise that helps them get more in-depth insight on the communication styles they were utilizing the day they took the DISC Assessment.
Explain: This time the focus is particularly on what Graph I, your
Adaptive Graph, is telling you about the day you took the assessment. 26 26

27. GRAPHS I & II ... Similar “You’re OK”
Adapting Style Graph I
Natural Style
Graph II
Explanation – Graph I Same
The day you took the assessment,
you were able to communicate in
your preferred style. =
Explain: Similar Graphs is where primary styles are same & other style points are around same segment area on graphs.
If both Adapting Style & Natural Style are similar… YOU tend to use same behavioral traits across environments. Job feels in-line with how you would like to be communicating. 27 27

28. Your Opportunity to Stretch28
Your Opportunity to Strech

29. Worksheet
Comparing Graph II “Natural You” with Graph I “Snapshot of 1 Day at Work”
Timing: Need to allow 15 to 20 Minutes.
Tip: Always have 10 extra copies…you’ll need them.
Use Graph Comparison Worksheet to provide valuable insight to the individual regarding how they are currently seeing how whether they are needed to adapt, due to possible changes with their work, responsibilities, work relationships, or organizational structure.
Tip:
Pass out green highlighters right before you have them chart Graph II.
Then collect green highlighters.
Then pass out blue highlighters before you have them chart Graph I.
Then collect blue highlighters.
(This will help avoid the problem of people selecting a highlighter to write on a flipchart – very easy mistake to make.) 29 29

30. How to get started - Example
Natural Style
Graph II
Line-up Energy Lines
Starting with Graph II
Line-up D point with word
Highlight word in green
Example - -
“Calculating.” 30 30

31. Continue process with I, S, C
Natural Style
Graph II
Example
I point lines-up with
S point lines-up with
C point lines-up with
Connect the highlighted words -
“Animated”
“Patient”
“Arbitrary” 31 31

32. Graph I - Example D lines up- I lines up- S lines up- C lines up-
Adapting Style Graph I
D lines up-
I lines up-
S lines up-
C lines up-
Highlight word in blue -
“Indirect”
“Inspiring”
“Risk-taker”
“Big-Picture”
Collect green highlighters, before you pass out blue ones.
Highlight next to the word.
Collect the blue highlighters… so folks don’t use as a marker when writing on a flipchart. 32 32

33. Graph Gap Analysis - Example
1. Starting with green D highlighted word
2. When counting the words from green to blue … to
there are 3 down.
3. The #3 is written at bottom of page
“3 D goes Down.”
4. Continue same process for I, S, C.
(If blue word is above green word, then the # written
would be next to the “Goes up” reference.) -
“Calculating”
“Calculating.”
“Indirect” 3
Please keep in mind, the goal is not to have your 2 graphs always look the same,… if for some reason one chose to take the DISC every day for a year (GET A LIFE!)… if they always looked the same… person didn’t flex. It does mean that they are able to communicate in the style preferences of their choice… more in their “zone.”
On the other hand… 5 or more of a gap… means person did stretch. However, if 15 or more… and this been going on for 6 months… that’s a lot of extra, extra effort…which can be very draining. If that is the case… encourage you to see if you re-think how job is done… or brainstorm with boss.(CAN’T GO INTO BOSS & SAY THE DISC SAYS I SHOULDN’T BE DOING THIS JOB!)
Simple Exercise: Ask folks to stand –up & share their Graph Comparison Worksheet with someone new to them as a partner.
However, if someone is stretching 15 or more over many months…they are probably still doing a great job, but are having to exert a tremendous amount of effort. In these situations, it is recommended that the person reflect on how they might be able to alter how they are getting the job done, so there is less of a demand to stretch. 33 33

34. Training Outline 3. All Styles 1. DISC Model 2. Your Style 4. Practice
Based on Page 12, Summary Page. 1.
DISC Model 2.
Your Style 4.
Practice 5.
Get Results 34

35. Strengths They excel at …
ominant
Asks questions that challenge tradition
Works quickly to resolve issues I
nteractive
Brings a sense of enthusiasm
Easily negotiates conflicts between teams
teady
Excels at calming disagreements
Looks for different approaches
ompliant
Clarifies complex issues
Demonstrates technical expertise
Facilitate: Have at least 1 person from each style share 2 strengths, so folks can hear the differences amongst the styles. If you have someone in the room who is a D…ask them to share one of their strengths…(Don’t be surprised if D hasn’t done page 12…Ask them to turn to page 7…and just read their top item.)
By having someone in the group provide their answer,…Assessment gains creditability…because peers are providing the answers…not just you.
Participants who have completed the Pre-work assignment will find their answers on Page 12, “Summary” page. Others will need to look at Page 7 in their DISC Report. 35 35 35

36. Motivators They tend to prefer…
ominant
Authority equal to responsibility
Opportunities to express ideas and opinions I
nteractive
Recognition for skills and insights
Power to control own career path
teady
Sincerity from groups and peers
Sufficient time to adjust to change
ompliant
Tasks completed right first time
Projects highly specialized
Facilitate: Have at least 1 person from each style share 2 motivators, so folks can hear the differences amongst the styles.
Participants who have completed the Pre-work assignment will find their answers on Page 12, “Summary” page. Others will need to look at Page 9 in their DISC Report. 36 36 36

37. Communication Tips When communicating with them…
ominant
Get to the point quickly; Don’t ramble
Be prepared to handle some objections I
nteractive
Be engaging and fast-paced
Provide immediate incentives for them
teady
Be candid, open and patient
Provide assurance on their input and suggestions
ompliant
Present ideas logically
List pros and cons of suggestions you make
Facilitate: Have at least 1 person from each style share 2 communication tips, so folks can hear the differences amongst the styles.
Participants who have completed the Pre-work assignment will find their answers on Page 12, “Summary” page. Others will need to look at Page 11 in their DISC Report 37 37 37

38. Your Opportunity to Stretch38
Your Opportunity to Strech

39. Pair & Share – Using your “Summary Style”
Strengths,
Motivators,
Communication Tips
Similarities? Differences?
What did you learn about communicating with your partner?
Grouping: If possible, based on graph II's, create pairs with opposite styles.
e.g. D's with S's & I 's with C's.
If no time to match prior to training, ask D & I's to stand.
Depending upon your style breakdown, ask 1 or 2 S/C's to pair up ask D & I's to stand. Depending upon your style breakdown, ask 1 or 2 S/C's to pair up with one of the D's or I's.
Tip: Might want to post list of pairs on wall instead of just reading them out loud. 39 39

40. Style Summary Page 12 of Your Report 40 40
Assignment: Due to time, ask them to focus on sharing their Strengths, Motivators &
Communication Tips. Ask them to give one another feedback if they do work with this person. Otherwise, this is still a great way to learn about your co-worker’s style and preferences. Reassure them you are not going to ask them to share these discussions in the large group.
Explain: If you are facilitation a Team Building Session…here’s 2 stories as to highlight value of helpful feedback. Spinach Story: Ever had a spinach salad for lunch & you go back to work & attend a lot of meetings and go home & then look in the mirror and what do you see…? And you ask yourself… Why didn’t ….. (somebody tell me??) You would have been embarrassed when they told you,..but, now you’re humiliated. Wouldn’t you like to know if you had spinach on your teeth right now? Introductions Story: Ever met someone & you didn’t quite get their name? But, you tell yourself,… That’s okay, I’m sure I’ll never see them again. And…yes… you see them again. This time you still don’t get their name, but you’re sure that was just a fluke & you’ll never see them again. And.. you do…but, this time you are expected to introduce them to someone else. And they look at you and ask… If you didn’t know my name…why didn’t you ask before?
Similar situations happen at work. Someone does something that bugs you, but you tell yourself they won’t do it again. And… things then move along, to the point they have now done it 5 times, but, you’re concerned if you say something to them…they are now going to ask you… Why didn’t you tell me in the first place? So… morale of the story here is.. we don’t have crystal balls… & sometimes we might step on someone’s toes at work & it might take awhile before they tell you…don’t make them wrong for finally telling YOU! 40 40

41. Training Outline 4. Practice 1. DISC Model 2. Your Style 3. All Styles5.
Get Results 41

42. How to Identify Another’s Style
Tip – If you do not know Prospect’s Style, begin conversation as if they are an “S.”
If they interrupt you & tell you: “Get to the Point!” = D Style
If they interrupt you & start with: “Let me tell you about my fishing vacation…” = I Style
If they listen patiently. = S Style (Note – “S”.)
If they listen patiently & then ask, “Why?” = C Style 42
Job Aid 42 42

43. Job Aid - 4 Basic DISC Styles43
Job Aid 43 43

44. Job Aid - Who is a D ? I? S? C? 44
Job Aid 44 44

45. Your Opportunity to Stretch45
Your Opportunity to Strech

46. Video – The Meeting (Effective Communications)
D, I, S, C ?
Option 1: If for general group or a Team… Recommend showing Segment 3;
“Effective Communications.” You’ll be showing how Palani, a HR Manager does a poor job and then a great job when communicating other styles.
Option 2: If for a management or leadership group … Recommend showing Segment 2; “The Meeting.” Scenario is initially a team arguing. Then you see Manager meeting with each member & flexing to encourage their receptivity. 46

47. What style is Joan? And why?
Conversation: Opens with informal message. Example: "What's Up?!" or "What's happening?!"
Pace: Spontaneous, speaks rapidly. Example: "I have a great idea for the business,
oh, and did you receive my about my fantastic vacation?“
Tone: Enthusiastic, optimistic, inspirational. Focus: Builds alliances, generates ideas.
Talks & Listens in feeling terms.
Power Cues: Prestigious awards on wall.
Loves to talk on phone. Example: "I just called because I'm bored..."
Customize this based on your Training Objectives. Incorporate the DISC Tip Series content that is the best match.
How to Talk with an "I": Approach: Wants YOU to be stimulating. Wants: Admiration, recognition & compliments. Pace: Conversational, playful, upbeat. Provide: Incentives for performance. Support their ideas, goals, opinions & dreams. Example: "What a great idea!" Save Them: Dealing with details, if possible. 47

48. What style is Greg? And why?
Conversation: Formal & Factual. Example: "Mr. Hall, where is the justification for your request?“
Pace: Methodical, procedure-driven, analytical. Example: "Please follow the timeline exactly as it is.“
Tone: Business-like, controlled, logical, listens quietly & then asks why. Example: "Our current software is working, why buy the new version?" Focus: Procedures, accuracy, quality. Example: "We will ship the parts when they are correct.“
Power Cues: Spreadsheets, technical manuals, books, reference materials are sequenced.
How to Talk with an “C”:
Approach: Be exact, logical & structured.
Example: “You will see the proposal begins with an in-depth analysis of our distribution vendors.”
Wants: Justification, facts, data & prefers .
Example: “This report provides the pros & cons as to whether we should be running 2 or 3 shifts.”
Pace: Allow time to analyze & strategize.
Provide: Organized, detailed agenda.
Save Them: Interaction & congratulatory attention. Start with Business Overview, purpose, not a friendly anecdote.
Example: “As you see in the outline, we will be assessing the viability of the stock.” 48 48

49. What style is Michael? And why?
Conversation: Opens with a personal greeting. 
Example: "Hello Susan, how are you today?
How are those lovely kids?"
Pace: Methodical, Process-driven, Contemplative.
Tone: Friendly, Compassionate & Soft-spoken. Focus: Relationships, natural listeners.
Example:
"Joe, if you need help on that report, just let me know.“
Power Cues:
Family photos, mementos, & serene artwork.
How to Talk with an “S”:
Approach: Non-threatening, want s to know something personal about you first.
Wants: To know where they fit into the group & that their work matters.
Pace: Give them time to prepare.
Example: “We will be reviewing department changes 2 months from now on June 29th.”
Provide: A secure environment with as little surprises as possible.
Save Them: Embarrassment. Prefer quiet one-on-one recognition rather than high profile.
Example: “Mary, great job on the presentation yesterday. It’s being seriously considered by the executive team.” 49 49

50. What style is Susan? And why?
Conversation: Charges right into issue. Example: "Market's going down, how are you?“
Pace: Fast & abbreviated. Example: “Ryan? Susan. Bob there?“
Tone: All business, confident, demanding. Focus: Solve problems...quickly! Power Cues: Determine time & place. Example: "I'll call you at 3:00 PM tomorrow."
How to Talk with a “D”:
Approach: ABC’s – Be Abridged, Brief & Concise.
Wants to Know: What it does, by when, and what it costs.
Pace: Maintain fast pace or be perceived as incompetent.
Provide: Options & supportive analysis.
Save Them Time: Be efficient & help them accomplish their goals. 50 50

51. 51

52. Decoding Emails – Style?
D I S C
- Greeting? Business Happy Friendly Formal
- Formatted? Brief Space for  Thorough Detailed
- Word Choice? Notification Party Productive Serious
Label Indicators & Write Style - Example
Tip: Recommend you customize s for your organization and even better for a
specific group, it is a team building session
Pass out Decoder Activity. Format options; groups of any size. Then debrief in large group. Works well to have different groups share their results for one of the s. 52 52

53. Training Outline 5. Get Results 1. DISC Model 2. Your Style 3.
All Styles 4.
Practice 53

54. Your opportunity to stretch54

55. Identifying Styles Potential Tension Among Styles See Page 23
Each Quadrant is a Style.
Describes Characteristics
Provides You Tips
(When communicating with them. 55

56. Identifying Styles – On Pg 23, Please write …
Pace – Fast
(at top of the page)
1. Pace - Cautious
(at bottom of the page) 56

57. Identifying Styles – On Pg 23, Please write …
2. Priority – Task 2. Priority - People (on the left side) (on the right side) 57

58. Potential Areas for TensionD
Pace – Fast
Priority – Task S
Pace - Cautious
Priority - People 58

59. Potential Areas for Tension
Pace – Fast
Priority - People C
Pace – Cautious
Priority - Task 59

60. What Actions Will You Take ? – Pg 23?
Select a co-worker-
enhance communications.
Determine their style(s)
Review CHARACTERISTICS … Pace? Priority?
Put by matching “Characteristics”
Self-Assess Review Actions under “Do You”
Put by Actions you currently do.
4. Put
Assignment:
Have participants individually identify a colleague who is not in the training session (e.g., their boss, peer, direct report, internal customer, prospect) who has a dominant style. (Note: Some people will have two or more styles that are predominant. Tell participant to select all those that apply in each of the corresponding quadrants.)
Under "Characteristics," check off  those that apply.
Have participants go under the column "So You" and put an "x" by the behaviors they are demonstrating and circle those that remain. The circled ones become their action plan.
Then put participants in pairs. They each share their conclusions as well as give clarifying feedback to one another.
Debrief: Since this exercise focuses on real work relationships, I do not ask for volunteers to share. Instead, I ask them to flag this page and explain that they just developed their follow up plan that will quickly yield increased communications success.
around remaining Actions = Action Plan 60 60

61. Summary 1. DISC Model 2. Your Style 3. All Styles 4. Practice 5.
Get Results
Tip for the Future:
– If you don’t know Prospect’s Style, begin conversation as if they are an “S”.
If they interrupt you & tell you: “Get to the point!” = D Style
If they interrupt you & start with: “Let me tell you about my fishing vacation…” = I Style
If they listen patiently = S Style
If they listen patiently and then ask “Why?” = C Style 61

62. Thank You for Coming!
Bonnie Burn
Master Certified DISC Trainer 62