DISC Behavioral Style Profiles
The Key to Raising Your 
People Literacy Quotient™ 

What is Behavioral Style Profiling?

Among all the theories of behavioral style, DISC theory is the most widely used. There are hundreds of different DISC interpretations, tools and training products offered on the market. As specialists in behavioral style we have done extensive research for you and can recommend the most advanced and effective applications to meet your needs. The DISC profiles we recommend have easy-to-understand narrative reports with highly targeted information that can be used for developing self-awareness, as well as for personal, team and corporate development.

Leveraging Talent in the Workplace

Talent is a combination of many factors, one of which is behavior. Behavioral Style differences often are the most recognizable conflict flash points in the workplace. The problem is that people don't know why or how to deal with differences – so different must be bad!

A DISC behavioral profile is an accurate description of an individual's behavior that not only defines unique behavior, but guides the respondent and his/her manager in raising their People Literacy Quotient™ and how to leverage the new insights for greater success in working with each other.

Computers Have Manuals so Why not People?

With the knowledge provided by the Management-Staff™ report (or one of the style analysis reports previewed below), people can be effectively coached in maximizing their strengths to achieve the organization's goals. Apply the results of the Management-Staff report to create improved morale, increased productivity, personal development plans, and win-win situations for both staff and managers throughout the organization.

The DISC Behavioral Style Profile analyzes behavioral style; that is, a person’s manner of solving problems and challenges, ability to influence and work with others, ability to work in a rapid dynamic environment and to manage information and structure.  

The DISC assessment tells us HOW a person behaves and performs in the work environment. This profile helps individuals understand how they project themselves to different people in different situations, so they can develop strategies to meet the needs of the role, culture and people. 

The report measures the “how” of behavior and is the only DISC tool on the market to have been predictably validated. The predictive validation of this tool allows organizations to build a profile of the executives that excel in your environment and to hire and develop others to that profile.

What Does the DISC Profile Look at?

A profile narrates exactly how we prefer to do things and in what kind of environment we prefer to do them.

Each behavioral profile report is a detailed, personalized narrative that addresses how a person responds to Problems, People, Pace and Procedures.

How Does it work?

This assessment is made up of 24 questions that take only 10 minutes to complete. It looks at thousands of interrelationships between responses.

Once we have the completed responses, we have it scored and generate a report. We then send the client the report and schedule a feedback session. This report, combined with our feedback session helps people better understand their behavior as well as other people's behavior.

Components of the report generated from this profile:

Description of a person's General Characteristics:  
This section is to help you gain a better understanding of the individual’s natural behavior, providing a broad understanding of the individual’s work style: How one would choose to do the job.

Value to the Organization:  
This section identifies the specific talents and behavior the individual brings to the job, allowing the organization to develop a system to capitalize on the individual’s particular value and make him/her an integral part of the team.

Communications:  
Do’s and Don’ts–a checklist of preferred communications styles of the individual, (how you, as leader, will best communicate with the individual), along with tips and suggestions for the individual on methods that will improve his/her own communications with others.

Ideal Environment:  
Identifying the ideal work environment based on the individual’s basic style– is your employee suited to work from a home-office, or is a more structured work environment a better choice?

Perceptions:  
The individual’s self-perception is revealed, as well as how, under certain conditions, others may perceive the individual’s behavior. This allows the individual to convey the image that will allow him/her to be more effective.

Descriptors:  
Words that describe the individual’s personal behavior in terms of problem solving, meeting challenges, influencing people, responding to the pace of the environment, and responding to rules and procedures set by others.

Natural Style:  
The individual’s natural styles of dealing with problems, people, pace and procedures may not always fit what the environment needs. This section provides valuable information related to stress and the pressure to adapts to the environment.

Adapted style:  
A list of behaviors the individual believes the work environment requires him/her to demonstrate–if the statements DO NOT sound job related, further exploration is recommended.

Keys to Motivation:
People are motivated by the things they want, and this section analyzes the individuals’ wants. Use this section to review and highlight those “wants” that are great motivators. Once people are clear on what they want, it becomes easier to attain.

Keys to Managing:  
This section reveals some needs which must be met in order for the individual to perform at an optimum level. Reviewing this section with the individual will allow him/her to participate in forming their own personal development plan.   

Areas for Improvement and Action Plan: 
This section provides a list of possible limitations, without regard to a specific job. This is the beginning of the individual development plan. Here is where coaching comes in.  Now that the changes and growth areas are identified, coaching can support and facilitate those changes much more effectively than a "customer skills" workshop.

Behavioral Hierarchy:
This section displays graphically a raking of your natural behavioral style within a total of eight (8) areas commonly encountered in the workplace. It will help you understand in which of these areas you naturally be most effective.

Style Insights™ Graphs:
Your Natural and Adapted Behavioral Styles are presented in graph form for you to readily see the intensity of each factor.

Success Insights^® Wheel: 
In addition to the text explanations you receive about your behavioral style, this powerful tool adds a visual representation that allows you to view your natural behavioral style and your adapted behavioral on a single Wheel – and the degree to which you are adapting your behavior.

Success Insights^® Wheel - Person vs. The Work Environment: The Success Insights Wheel^® also can demonstrate the differences between a person's Natural Style, Adapted Style and Work Environment. In addition, when profiling a team, our DISC practitioners can plot your team's behavioral composition and see potential conflicts at a glance with the Wheel.

Why learn about behaviors?

Behavioral research suggests that the most effective people are those who understand themselves–their strengths and weaknesses–so they can develop strategies to meet the demands of their environment.  Leadership is directly tied to self-understanding and awareness.

What are the Benefits?

DISC Behavioral Style reports can become an extremely valuable contribution to talent management throughout an organization. Its insights and versatility make it ideal for multiple applications, such as:

New Employee Orientation. Pave the way to success for new employees, their managers and the entire organization by communicating and leveraging their strengths from the beginning.

Employee Development and Performance Plans. Identify important personal development priorities with existing employees to maximize their ongoing contributions and identifying their potential for advancement.

Retention Strategies for Key Employees. Set an effective strategy for retention of key employees through making an effort to recognize their unique strengths and build individual career plans with them. Often, this is the key to gaining commitment to your organization.

Coaching and Mentoring Top Talent. Produce a practical working plan for leading both employees and managers to more effective working relationships and improved results.

Conflict Resolution. Create an objective framework for addressing behavioral conflict in the organization to the benefit of everyone.

Improved Communications and Change Management. Facilitate company mergers and reorganizations through improved communications resulting from the knowledge of human behavior and its contribution to successful change.

What is Your Company's Talent Management Strategy for Success?

Why not make the DISC Behavioral Style series a part of your organization's strategy for laying the groundwork to meet today's growing business challenges! If you manage others in your organization and have purchasing authority, you may qualify for a free behavioral style profile. Use our response form to order. We also offer a complimentary needs assessment (call us at 410-499-0516). 

DISC Profile Reports available through our Internet Delivery Systems

Below are some samples of targeted reports available through our Internet Delivery System that when combined with effective feedback and coaching, can dramatically increase performance:

TTI Success Insights™ Executive Version

TTI Success Insights™ Management-Staff Version

Success Insights™ Sales Version

TTI Success Insights™ Team Building Version

TTI Success Insights™ Customer Service Version

TTI Relationship Insights™

  TTI Interviewing Insights™ General Hiring

TTI Interviewing Insights™ Sales Version

DISC Paper Instruments

Personal Insight Profile™

This 22-page, no mess coin-rub instrument measures a person's behavior and helps the person to understand their own and other's behavioral styles to improve communication. It incorporates the four DISC dimensions of normal behavior with 24 specific graphs that are easy to reference for effective learning. The instrument is used worldwide for teambuilding, seminars, training, counseling, mentoring, customer service, management development, interpersonal communications and self-development.

Style Analysis™ Short Form

This short booklet contains an instrument that allows a person to quickly respond, score and graph the results manually. The Style Analysis instrument has a high school freshman reading level, the lowest reading level on the market.