1. Increasing Communication Success with DISC
Welcome to
Increasing Communication
Success with DISC
DISCcert
Bonnie Burn
Slide 1
Welcome to Increasing Communication Success with DISC.
Our technical knowledge at work is of course critical, but its true value is when the technical knowledge is applied.
The same is true for accomplishing communication success.
We each know our own preferences for communicating with others.
However, if our plan is to accomplish optimum results, then we will need to understand, as well as to continue ….
to stretch to accommodate other’s communication preferences.
[CLICK]
Copyright © 2005 DISCcert Inc. All rights reserved.

2. Road Map 1. DISC Background 2. Natural Style 3. Adaptive Style
4. Applying DISC
Slide 3
Our selected Plan is based on accomplishing the following milestones:
[CLICK] First we will discover what is meant by DISC and how it evolved.
[CLICK] Next we’ll identify the characteristics that create the Natural Style.
[CLICK] We’ll move onto defining the Adaptive Style and its importance.
[CLICK] Our final steps will lead us to useful applications of DISC.
As a result, you will then possess successful DISC strategies that you can use a.s.a.p.
[CLICK]

3. Explaining DISC to Others … Use Elevator Scenario
GETS ON & PUSHES “CLOSE DOOR” Button = Dominant
Keeps doors open & says,
“We’ll wait for you!” = Influence
Let’s others in first, then moves towards corner = Steady
Slide 5
(Trainer: Elevator Scenario. See additional activity option below.)
[CLICK] Before we charge ahead with our plan, let’s start with a question that appears to require in-depth research to answer… “What is DISC?” Good news, one useful way to answer this question is by simply recalling what you observed when you watched others get on an elevator in a non-crisis scenario.
Please keep in mind, we are not judging how these 4 individuals got on the elevator, but rather just collecting observations to increase our knowledge as to what the four typical DISC behaviors look like.
[CLICK] For example, have you ever seen someone who gets on the elevator quickly and immediately upon entering, pushes the button “Close Door?” That type of behavior is typically described as someone who prefers to be Dominant, and has a priority of getting their goal accomplished NOW.
[CLICK] You may recall another individual who upon entering the elevator, thinks they saw someone down the hallway racing to get on the elevator. So this individual may use their body to keep the doors open & enthusiastically proclaims to the co-worker or stranger, “We’ll wait for you!” Their preference is to Influence a situation so everyone can be successful. They often receive a very appreciative “Thank you,” from the new boarder, which makes them smile all the more.
[CLICK] At other times you may see someone who lets everyone else get on the elevator first and then steps through the doors in a very Steady, calm demeanor. Once in the elevator, they often move thoughtfully towards one of the corners, hoping to achieve their own personal space, as well as providing it for others.
[CLICK] And you have probably witnessed others who seem to be studying the elevator itself, being very thorough and Conscientious in their decision to select this particular elevator. Upon crossing the elevator threshold, you might very well see them reading the posted statement regarding the maximum weight that can be safely transported in this elevator. This individual may turn to ascertain if the sum total of all the occupants exceeds the
weight criteria. If it does, then they step out of the elevator and take the stairs.
Which of the four sets of behavior preferences sounds most like you when you are entering an elevator? Keep in mind again, no judgment is to be made, you are just recalling your own self- observation.
(Trainer: quick exercise)
Please turn to someone seated near you and describe how you usually approach entering an elevator. As you exchange examples, you may find your approaches are similar or you may find their way of getting on an elevator is quite different than yours. Either option is fine.
The important point is that by simply observing other’s behaviors we can gain valuable insight that can help us in becoming even better communicators.
(Trainer: optional activity: “YOU WON the $250,000,000 Lottery Contest!”)
Ask them to discuss with another co-worker what would be their first actions after winning. Have them stand while doing this fast-paced activity, and jot down people’s names & what their responses were. Rotate them a number of times. Bring them all back together & ask if there were any differences in responses. And, that as more is revealed they will receive insight as to why such differences exist.
[CLICK]
Posted maximum weight?
If over, steps off & takes stairs = Conscientious

4. Motivator Match-up (Page 4 of Report) Influence Steady Dominant
Conscientious
Tony Robbins
Mother Teresa
Barbara Walters
Bill Gates
Dominant Fast & Task Solving Problems
Influence Fast & People Inspiring People
Slide 7 (Page 4 of Report)
Here we have 4 high-profile individuals, all with very different motivators.
Tony Robbins – International Motivational Speaker, Mother Teresa- Nobel Peace Prize Winner, Barbara Walters – First Major Woman Newscaster, and Bill Gates – Computer Mogul.
When each of them is working at the pace they like as well as on the priority of their choice, motivation easily appears.
That is true for all of us… we become energized, and our “want to” factor increases as well feeling in sync with our objectives.
[CLICK] As I am reviewing the four main behavioral motivators associated with each of the four styles, assess which individual is the best match for each style. Then we’ll compare selections at the end.
A strong Dominant style, is Fast Pace and Priority is Task, the Goal.
They are energized by Solving Problems quickly.
Whereas a strong Influence style, is Fast Pace but Priority is People and
are motivated by engaging and inspiring People.
A strong Steady style, has a more Deliberate Pace & has People as the Priority
and prefers to be of service and support others with helpful Plans.
And the strong Conscientious has a Deliberate Pace & their Priority is a Task is done accurately
and they are typically motivated by analyzing data, creating complex, accurate Procedures.
Let’s start with Tony Robbins… His Pace? (Fast) His Priority? (People) So, his style would be? [PAUSE]
[CLICK] (Influence)
Next Mother Teresa… Her Pace? (Deliberate) Her Priority? (People) That would make her style? [PAUSE]
[CLICK] (Steady)
Then Barbara Walters … Her Pace? (Fast) Her Priority? (Task) And her style would be? [PAUSE]
[CLICK] (Dominant)
And Bill Gates … His Pace? (Deliberate) His Priority? (Task) That would mean his style would be? [PAUSE]
[CLICK] (Conscientious)
When you are working at the pace you want as well as on the priority of your choice, then you will find you are naturally more energized and motivated on accomplishing your objectives.
And, that is exactly where we are going next …to help you learn about your own pace and priority and natural style.
[CLICK]
Steady Deliberate & People Offers Helpful Plans
Conscientious Deliberate & Task Complex Procedures

5. Natural eGraph II (Page 6 of Report) Please underline
Energy Line is used to describe your
preferences with each style.
Our Natural Style is based on all points above Energy Line.
Slide 9 (Page 6 of Report)
Please turn to page 6, your “DISCcert Natural eGraph II “ in your DISC Report.
I am going to initially cover a few key points on this page and then we’ll dive deeper into what each style means in more detail and then you will be looking at your own Natural Graph II with some additional word descriptions.
[CLICK] Please underline “Style Assessment.” DISC measures behavior, preference, style… not skill or performance.
In addition, Natural Graph II also represents both your work and home. This is important to remember. It does not just represent home, but work and home. And, underline next to “Graph II based on” – underline the “Nature (your DNA) & Nurture (your society and family influencers.)”.
[CLICK] The Energy Line is used to explain what our communication preferences are when communicating. It is not good or bad to have points above or below the Energy Line.
[CLICK] However, it is our strongest behavior preferences, that are above the Energy Line, that actually determines what is known as our DISC Natural Pattern.
Please keep in mind, no style is better than another style.
[CLICK] We all have varying degrees of the D,I,S,C characteristics in our behavior patterns.
You might be wondering how your Graph II was determined.
Actually, researchers discovered that people have more clarity around what they DON’T like.
For example, if you asked me what my least favorite food is, I would say Liver.
It doesn’t matter where or when you ask me, that will always be my answer… I don’t like liver.
So it was your DISC Assessment responses to the “Least” questions that determined your Natural Graph II.
We will talk about the Adaptive Graph I a little later in the program.
Let’s move onto exploring each of the styles in more detail and then you will return to your Graph II with additional word descriptions.
(Trainer: optional insert slides “How graph # is determined”)
[CLICK]
We all have some D,I,S,C in our style.

6. Dominant above the Energy Line
(Page 6 of Report)
Orientation -
Problem Solve
Preference -
Expedient
Overuse -
Demanding
Slide 10 (Page 6 of Report)
Someone’s Dominant Style may be above the energy line.
[CLICK] Since the D communication orientation is on Problem Solving, they typically prefer to
[CLICK] handle situations with great expediency.
They are often referred to as result driven, bottom line, and can be quite competitive… like to win!
Challenges and conquering them give them energy.
[CLICK] High D’s typically need to beware that others may perceive their assertiveness as quite demanding.
And if such behavior persists, that can generate some “withdraws” in their Emotional Bank Account.
How many of you have heard of that concept? It’s like your Bank Account…
You make deposits, and to pay your bills you make withdrawals.
But if someone makes withdrawals consistently, that can contribute to what is referred to as “Emotional Bankruptcy.”
(Trainer: have participants remain on page 6 for slides 10-21)
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7. Dominant below the Energy Line
(Page 6 of Report)
Orientation -
Problem Solve
Preference -
Contemplative
Can Develop Skill -
To Be Expedient
Slide 11 (Page 6 of Report)
Another person may have a Dominant Style that is below the energy line.
[CLICK] Their preference when it comes to problem solving
[CLICK] is to be more on the prudent, contemplative, reflective.
Gathering information first, processing it, and then deciding which is the approach they are most comfortable with.
Of course, sometimes one can study a situation at great length & still an “elephant” might show up! And most assuredly, even though their comfort zone may be collecting data before offering an option,
[CLICK] They can certainly make a conscious effort to learn to develop the skill to be quick and expedient to problem solve, if needed.
[CLICK]

8. Dominant near the Energy Line
(Page 6 of Report)
Orientation -
Problem Solve
Preference -
Calculated Risks
Moderate Effort to Stretch/Flex/Adapt
Slide 12 (Page 6 of Report)
[CLICK] If someone has a D style that is near the energy line and they are problem solving,
[CLICK] they are more apt to be calculated in their risk taking.
Their preference would to approach decision making with a rational strategy.
[CLICK] The fact that their style is near the energy line means it is easier for them to speed-up or slow down when needed.
In “DISC” terms, that means it requires a more moderate effort to stretch, flex or adapt when communicating with others that have a different problem solving preference.
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9. Influence above Energy Line
(Page 6 of Report)
Orientation -
People Connection
Preference -
Demonstrative
Overuse -
Overpowering
Enthusiasm
Slide 13 (Page 6 of Report)
[CLICK] Someone’s Influence Style may be above the energy line.
Since the I Style is focused on how one goes about influencing others, the high I prefers actively interacting with people and is energized by frequent connections with others.
[CLICK] They are known for expressing themselves quite openly and enjoy inspiring others.
Vocations they are often drawn to are related to customer service, sales and marketing.
[CLICK] However, their enthusiasm is not always appreciated and they need to be aware that that it may be a bit on the overpowering side for others.
If this is done too frequently then Emotional Withdrawals can occur.
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10. Influence below Energy Line
(Page 6 of Report)
Orientation -
People Connection
Preference -
Understated
Can Develop Skill -
To Be Persuade
Slide 14 (Page 6 of Report)
[CLICK] Another person may have an I Style that is below the energy line.
[CLICK] Their preference when it comes to connecting with others is a more reserved, understated, behind the scenes approach.
Being center stage would not be their first or even second choice for interacting with others.
If they were to attend a network event, they would typically look for someone they already knew and continue that conversation for the balance of the event.
[CLICK] However ,they can certainly make a conscious effort to learn to develop the skill to speak in front of groups, lead meetings and be persuasive if necessary.
[CLICK]

11. Influence near Energy Line
(Page 6 of Report)
Orientation -
People Connection
Preference -
Friendly/Reserved
Moderate Effort to Stretch/Flex/Adapt
Slide 15 (Page 6 of Report)
[CLICK] If someone has an I style that is
[CLICK] near the energy line they are usually friendly, poised, and modest.
They are usually comfortable being with others and do want their opinion known, but do not want to overshadow others.
The fact that their style is near the energy line means it is easier for them to speak-up if needed or to wait to express their ideas.
They can actively engage others, but that is not a role of choice to be maintained.
[CLICK] In “DISC” terms, that means it requires a more moderate effort to stretch, flex or adapt when communicating with others that have a different preference for interacting.
[CLICK]

12. S above Energy Line (Page 6 of Report) Orientation - Planning
Preference -
Systematic
Overuse -
Keep Status Quo
Slide 16 (Page 6 of Report)
[CLICK] Someone’s Steady Style may be above the energy line.
The “S” Style is focused on how one goes about planning, having systems and methods.
[CLICK] The high S prefers a stable, consistent environment with a predictable pace.
Prefers to be a team player rather than a team leader. The “S” is the most accommodating style.
[CLICK] However, their preference for stability can be observed as wanting to maintain status quo.
And, yes, you’re right… they certainly can commit to putting effort towards exploring new options.
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13. S below Energy Line (Page 6 of Report) Orientation - Planning
Preference -
Be Spontaneous
Can Develop Skill -
To Be Organized
Slide 17 (Page 6 of Report)
[CLICK] Another person may have an S Style that is below the energy line.
[CLICK] Their preference when it comes to being organized is more accurately as someone who loves to be spontaneous and brainstorm.
May have a plan and then quickly changes to a whole new approach.
Loves to help get projects started.
[CLICK] And yes, they can develop the skills and abilities to be organized and follow timelines, if they commit to it.
[CLICK]

14. S near Energy Line (Page 6 of Report) Orientation - Planning
Preference -
Composed
Moderate Effort to Stretch/Flex/Adapt
Slide 18 (Page 6 of Report)
[CLICK] If someone has a S style that is near the energy, above or below,
[CLICK] they are more apt to be relaxed, composed and calm.
They are comfortable checking on the progress of their projects and providing support to others.
[CLICK] The fact that their style is near the energy line means it is easier for them to help organize a project and are more apt to also be open to new ideas.
[CLICK]  

15. C above Energy Line (Page 6 of Report) Orientation - Procedures
Preference -
Analyze
Overuse -
Stuck in Details
Slide 19 (Page 6 of the Report)
Someone’s Conscientious Style may be above the energy line.
[CLICK] The high C Style is focused on making sure procedures are followed and are accurate. Quality, high standards, correctness are extremely important to them.
[CLICK] They expect to get time to assess and analyze situations or issues. The higher the point is for the C Style, the more logic and facts they expect. Vocations they are often drawn to are related to engineering, science and music ( music has a high mathematical component for many musicians.)
[CLICK] However, their drive to have exacting figures may lead them to getting stuck in details. And, they can most assuredly commit effort & develop skill towards determining what must have extensive documentation vs priorities that don’t require that level of detailed intensity.
[CLICK]

16. C below Energy Line (Page 6 of Report) Orientation - Procedures
Preference –
Conceptual
Can Develop Skill -
To Be Detailed
Slide 20 (Page 6 of the Report)
Another person may have a Conscientious Style that is below the energy line.
[CLICK] Their preference when it comes to working with details and procedures [CLICK] is a much more conceptual, big picture viewpoint.
And if the rules do not seem to fit the situation, they are willing to change the rules.
They have quite the “Can Do” attitude. (Does not mean they know how to do something, but, they figure they’ll get it done one way or another.)
Based on their orientation, accurate paperwork is usually not of the highest priority.
[CLICK] Of course, once they commit effort & develop ability, they too can produce correct paperwork.[CLICK]

17. C near Energy Line (Page 6 of Report) Orientation - Procedures
Preference –
Pragmatic, Focused
Moderate Effort to Stretch/Flex/Adapt
Slide 21 (Page 6 of the Report)
[CLICK] If someone has a C style that is near the energy line and they are working with procedures,
[CLICK] they are more apt to be pragmatic and focused.
They often work independently and prefer time to take care of details.
Their preference would to approach decision making with a rational strategy.
The fact that their style is near the energy line means it is easier for them to become more analytical if need be or stretch to be more experimental.
[CLICK] In “DISC” terms, that means it requires a more moderate effort flexing or adapting when working with procedures.
[CLICK]

18. Word Sketch for Your Graph II
(Page 7 of Report)
Remember …DISC is a Style Assessment
And Graph II…
Represents you 24/7, at work or home.
Based on Nature & Nurture.
Shaded words indicate your preferences for:
Problem Solving
Connecting with People
Developing a Plan
Working with Procedures
Slide 22 (Page 7 of the Report)
[CLICK] Remember: DISC is a Style Assessment only.
[CLICK] And Graph II represents you 24/7, at work or home, based on Nature and Nurture.
Based on your assessment responses, your DISC report has identified characteristics that line-up with
your Natural Graph II DISC Pattern.
[CLICK] The highlighted words indicate your preference for solving problems,
influencing people, developing plans and handling procedures.
Note that all your points, whether above or below the Energy Line have positive descriptors. The actual location of each style represents the degree to which you more or less prefer in using when communicating with others.
(Trainer: quick exercise)
Would you all now stand & go share your page 7 with another person… I know you’re wanting to see one another’s results. Remember, no one style is better than other. What you’re sharing is your preferences for Problem Solving, how you Connect with People, the way you approach Planning, and how your respond to working with procedures.
[CLICK]

19. Strengths they excel at …
(Page 11 of Report)
ominant
Asks questions that challenge tradition
Works quickly to resolve issues
nfluence
Brings a sense of enthusiasm
Easily negotiates conflicts between teams
teady
Excels at calming disagreements
Looks for different approaches
onscientious
Clarifies complex issues
Demonstrates technical expertise
Slide 24 (Page 11 of the Report)
So you can see specific strengths of each style, here’s some highlights.
(Trainer: It is quite powerful, if you 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 8…Ask them to turn to page 11…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.)
[CLICK]

20. Motivators they tend to prefer…
(Page 12 of Report)
ominant
Authority equal to responsibility
Opportunities to express ideas and opinions
nfluence
Recognition for skills and insights
Power to control own career path
teady
Sincerity from groups and peers
Sufficient time to adjust to change
onscientious
Tasks completed right first time
Projects highly specialized
Slide 25 (Page 12 of the Report)
It’s also very helpful to know what motivates each style, here’s some key points.
(Trainer: It is quite powerful, if you 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 motivators…Don’t be surprised if D hasn’t done page 8…Ask them to turn to page 12…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.)
[CLICK]

21. Communication Tips When communicating with them
(Page 14 of Report)
ominant
Asks questions that challenge tradition
Works quickly to resolve issues
nfluence
Brings a sense of enthusiasm
Easily negotiates conflicts between teams
teady
Excels at calming disagreements
Looks for different approaches
onscientious
Clarifies complex issues
Demonstrates technical expertise
Slide 26 (Page 14 of the Report)
Each style has their own unique preferences when it comes to how they would like you communicate with them.
(Trainer: It is quite powerful, if you 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 8…Ask them to turn to page 14…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.)
[CLICK]

22. Team Report for Sample Group”
Natural Graph II
Slide 27 (Page 8 of the Report)
[CLICK]
(Trainer: 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 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.)

23. Graph IIs Sample Group Slide 27 (Page 8 of the Report) [CLICK]
(Trainer: 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 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.)

24. Create Your DISC Summary”
(Page 8 of Report)
With a partner…
Share
Strengths, Motivators,
Communication Tips
Discuss
Similarities? Differences?
Learn
About communicating
with your partner?
Slide 27 (Page 8 of the Report)
[CLICK]
(Trainer: 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 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.)

25. Road Map 1. DISC Background 2. Natural Style 3. Adaptive Style
4. Applying DISC
Slide 31
[CLICK] We’re now on the home-stretch of our journey.
We can make sure we are successful in reaching our destination by utilizing all the knowledge and skills we have learned already.
(Trainer: this is the intro to Section 4, “Applying DISC”.)
[CLICK]

26. DISC Style … Non-Verbal Examples
(Page 18 of Report)
Handshake - Firm and not held long
Gestures Used to speed things up
Eye Contact - If they are listening to you
Handshake – Says "Happy to see YOU!“
Gestures Animated.  
Eye Contact - Looks to engage you.
Slide 33 (Page 18 of the Report)
(Trainer: Animate as you review (e.g., demonstrate fast handshake of a “D”; exaggerate handshake for an “I”, etc.) Involve the participants in your explanations.)
These are some non-verbal examples for each style.
For example, a “D’s” handshake might be firm and not held long. They will often use gestures to speed things up.
The “I’s” are the ‘Happy Group’; their handshake says “I’m so happy to SEE you!” Or they may give you a hug instead.
[CLICK]

27. DISC Style … Non-Verbal Examples
(Page 18 of Report)
Handshake - Solid, but friendly
Gestures – Minimal
Eye Contact - Direct without intensity
Handshake - Formal 
Gestures – Deliberate
Eye Contact - Sparse
Slide 34 (Page 18 of the Report)
(Trainer: Animate as you review (e.g., demonstrate solid handshake of an “S”; formal handshake for a “C”, etc.) Involve the participants in your explanations. Use different persons for different examples.)
An “S’s” handshake is usually solid but friendly. They use minimal gestures.
“C’s” are more formal, and will use deliberate gestures. They usually focus on specific objectives that are tied to a specific task.
[CLICK]

28. “Name that Style” – Joan?
(Page 19 of Report)
Conversation: Opens with informal message. Example: “It’s Joan! I’m back! Missed me?”
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..."
Slide 35 (Page 19 of the Report)
(Trainer: have them complete page 19 assignment in pairs; have them first review page 17, “Overview”. Also: these next 4 slides are a setup for page 29, “Action Plans”.)
As we discuss these most likely scenarios, various colleagues will come to mind. That’s very natural and will help you clarify what DISC language they prefer to use. Toward the end, we’ll be building on your insights.
(Trainer: have them read and discuss above example, then ask them:
“Why is ‘I’ your selection?”)
Here’s some tips to remember when you are talking 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. Save Them: Dealing with details, if possible.
When giving your responses, be prepared to give explanations.
[CLICK]

29. “Name that Style” - Greg?
(Page 19 of Report)
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.
Slide 36 (Page 19 of the Report)
(Trainer: have them read and discuss above example, then ask them:
“Why is ‘C’ your selection?”)
Here’s some tips to remember when you are talking an “C”:
Approach: Be exact, logical & structured.
Wants: Justification, facts, data & prefers .
Pace: Allow time to analyze & strategize.
Provide: Organized, detailed agenda.
Save Them: Interaction & congratulatory attention. Start with Business Overview, purpose, not a friendly anecdote.
[CLICK]

30. “Name that Style” - Michael?
(Page 19 of Report)
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
Slide 37 (Page 19 of the Report)
(Trainer: have them read and discuss above example, then ask them:
“Why is ‘S’ your selection?”)
Here’s some tips to remember when you are talking a “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.
Provide: A secure environment with as little surprises as possible.
Save Them: Embarrassment. Prefer quiet one-on-one recognition rather than high profile.
[CLICK]

31. “Name that Style” - Susan?
(Page 19 of Report)
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."
Slide 38 (Page 19 of the Report)
(Trainer: have them read and discuss above example, then ask them:
“Why is ‘D’ your selection?”)
Here’s some tips to remember when you are talking an 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.
[CLICK]

32. Because we don’t want to be viewed
Going to Italy? Wise to try to speak ?
(Page 20 of Report)
Actions?
Italian!
Because we don’t want to be viewed
as the ugly American!
Slide 39 (Page 20 of the Report)
(Trainer …. Here’s a suggestion so the PPT becomes more of your “own.”: Think of 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. Be sure to customize this slide appropriately, based on your own example, e.g., change picture, etc.)
(Trainer …. Please see story below as an example.)
[CLICK] I purchased “Learn Italian in One Week” CD’s from Costco. (e.g.)
[CLICK] 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?
(Trainer …Emphasize)
Importance of showing respect when in another’s country… so stretch! Critical point…
[CLICK] [CLICK] You didn’t want to be the UGLY American! “Do They?”
(You’ll see “aha’s” happen!)
[CLICK]

33. Communication Tips (Pages 21-22 of Report)
Slide 41 (Pages of the Report)
[CLICK 4 TIMES]
(Trainer: have participants turn to pages 21-22)
Please read over the Communication Tips in your DISC Report on pages 21 & 22.
These reference pages are a great overview of each of the styles.
They will also be shortly helpful, as you work in groups with an assigned Case Scenario.
The left hand side are the characteristics, whereas the right hand side of each quadrant are the recommended actions/behaviors that, when used, encourage receptivity from that person.
[CLICK]

34. DISC Styles – The Whole Picture
(Page 25 of Report)
Pace – Quick
(Direct)
Priority – Task
(Guarded)
Priority – People
(Open)
Slide 43 (Page 25 of the Report)
This diagram is to provide insight on the key dynamics that make-up each of the 4 styles. You will discover there are 2 valuable questions that are asked during this process.
Power Questions:
What is their Pace when communicating with others?
[CLICK] Quick/ Direct? or
[CLICK] Deliberate /Indirect? Pace is the 1st predictor of style.
What is their Priority when communicating with others?
[CLICK] Task/Guarded? or
[CLICK] People/Open?
These 2 questions can help you in the future identify each of the four behavioral styles so you can adapt when necessary.
[CLICK]
Pace – Deliberate
(Indirect)

35. DISC Styles – Typically Require Extra Adapting
(Page 28 of Report)
D – Pace is Quick
D – Priority is Task
S – Pace is Deliberate
S – Priority is People
Slide 44
All styles can work together to accomplish more than if they were all the same style.
At the same time, certain styles when interacting with one another can require extra effort.
[CLICK] [CLICK] [CLICK] For example: the “D’s” pace is quick and their priority is task. For the “S”, their pace is deliberate and their priority is people.
So you can see…. They have two areas that are different, so both their pace and priority are different. The great new is, if they appreciate the differences, then we end up with a better outcome.
The “D” appreciate that the “S’s” like to plan, and the “S” takes into consideration that the “D’s” want a short timeline.
[CLICK]

36. DISC Styles – Typically Require Extra Adapting
(Page 28 of Report)
I – Pace is Quick
I – Priority is People
C – Pace is Deliberate
C – Priority is Task
Slide 45
Again…all styles can work together to accomplish more than if they were all the same style.
At the same time, certain styles when interacting with one another can require extra effort.
[CLICK] [CLICK] [CLICK] For example: (Review above PPT.)
As you can see here, the “I’s” pace is quick and their priority is people, and the “C’s” pace is deliberate and their priority is task.
But again, it will be a better outcome if the “C’s”, for example, appreciate that the “I’s” can help generate new solutions, and the “I’s” can appreciate the “C’s” orientation to quality.
[CLICK]

37. DISC Styles – Typically Require Extra Adapting
I – Pace is Quick
I – Priority is People
S – Pace is Deliberate
S – Priority is People
Slide 45
Again…all styles can work together to accomplish more than if they were all the same style.
At the same time, certain styles when interacting with one another can require extra effort.
[CLICK] [CLICK] [CLICK] For example: (Review above PPT.)
As you can see here, the “I’s” pace is quick and their priority is people, and the “C’s” pace is deliberate and their priority is task.
But again, it will be a better outcome if the “C’s”, for example, appreciate that the “I’s” can help generate new solutions, and the “I’s” can appreciate the “C’s” orientation to quality.
[CLICK]

38. DISC Styles – Typically Require Extra Adapting
D – Pace is Quick
D – Priority is Task
C – Pace is Deliberate
C – Priority is Task
Slide 45
Again…all styles can work together to accomplish more than if they were all the same style.
At the same time, certain styles when interacting with one another can require extra effort.
[CLICK] [CLICK] [CLICK] For example: (Review above PPT.)
As you can see here, the “I’s” pace is quick and their priority is people, and the “C’s” pace is deliberate and their priority is task.
But again, it will be a better outcome if the “C’s”, for example, appreciate that the “I’s” can help generate new solutions, and the “I’s” can appreciate the “C’s” orientation to quality.
[CLICK]

39. DISC Styles – Typically Require Extra Adapting
D – Pace is Quick
D – Priority is Task
I – Pace is Quick
I – Priority is People
Slide 45
Again…all styles can work together to accomplish more than if they were all the same style.
At the same time, certain styles when interacting with one another can require extra effort.
[CLICK] [CLICK] [CLICK] For example: (Review above PPT.)
As you can see here, the “I’s” pace is quick and their priority is people, and the “C’s” pace is deliberate and their priority is task.
But again, it will be a better outcome if the “C’s”, for example, appreciate that the “I’s” can help generate new solutions, and the “I’s” can appreciate the “C’s” orientation to quality.
[CLICK]

40. DISC Styles – Typically Require Extra Adapting
C – Pace is Deliberate
C – Priority is Task
S – Pace is Deliberate
S – Priority is People
Slide 45
Again…all styles can work together to accomplish more than if they were all the same style.
At the same time, certain styles when interacting with one another can require extra effort.
[CLICK] [CLICK] [CLICK] For example: (Review above PPT.)
As you can see here, the “I’s” pace is quick and their priority is people, and the “C’s” pace is deliberate and their priority is task.
But again, it will be a better outcome if the “C’s”, for example, appreciate that the “I’s” can help generate new solutions, and the “I’s” can appreciate the “C’s” orientation to quality.
[CLICK]

41. Email Decoding D States Purpose - Brief - Notification
(Pages of Report)
Tips
Greeting - Format - Word Choice
D States Purpose - Brief - Notification
Get to the point ASAP
I Happy Tone - , Colors - Party
Include acknowledgements
S Friendly - Methodical - Productive
Well organized message.
C Formal - Detailed - Serious
Include data, stay on task.
Slide 46 (Pages of the Report)
How to determine someone’s DISC Style based on their .
[CLICK 9 TIMES]
(Trainer Tips:
Recommend you customize s for your organization and even better for a specific group, it is a team building session.
Put in groups of any size.
Then debrief in large group.
Works well to have different groups share their results for one of the s.)
[CLICK]

42. Action Plan for All Four Styles
(Page 29 of Report) ✔   ✔  ✔ ✗  ✔ ✗ ✔ 
Slide 57 (Page 29 of the Report)
This is an opportunity for YOU to apply what you have learned. Instructions:
1-Determine a co-worker’s DISC Style, based on 2 behavior (characteristic) sets
Pace/Direct ? Quick (D & I) or Cautious (S & C) Priority/Open? ..People (I & S) or Task (D & C)
2-Add a checkmark by “Characteristics” that match your co-worker.
3-Add a X by (Communication) “Tips for Others” you currently use with your selected co-worker.
4-Insert a circle around the remaining “Tips for Others.” You now have your overall Action Plan.
5-Add a Star by one of the “Tips for Others” you will first apply.
(Trainer: Once above assignment is completed, 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.)
[CLICK]

43. Road Map 1. DISC Background 2. Natural Style 3. Adaptive Style
4. Applying DISC
Slide 58
Now the best part is here… You get to start using DISC and see how YOU can enhance YOUR communications with others.
[CLICK 4 TIMES]
(Trainer: after reviewing this slide…
[CLICK] )

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