DISC is one of many profiling tools on the market today that helps managers to understand their team and people in general better. How often has it been said by a manager, “My job would be easy without staff!” DISC helps to uncover the secrets of reading behaviours and adapting how we interact with others to get a better result – particularly in the workplace. Importantly, DISC is a behavioural profile not a personality test. As a manager you can manage a behaviour, but you cannot manage a personality! This day covers how you can use DISC with your current team, as an effective recruitment tool to shine a light upon the harder to gauge aspects of personal temperament and team fit, how to use it as a team building tool, and even how to increase sales by training your sales team in tactics to read the customer.

About DISC
DISC behavioural modelling can be traced back to Hippocrates, known as the “father of modern medicine”. In 460BC he identified four styles of behaviour, the “four humours”: Choleric, Sanguine, Phlegmatic and Melancholic. In 1928, William Marston revisited Hippocrates’ as part of his studies into human behaviour, and developed much of the behavioural theory which makes up DISC today. He renamed Hippocrates’ humours and they are now known commonly as: Dominance, Influence, Steadiness and Compliance (or DISC). In the 1950s, Ph.D. students at Columbia University developed the first questionnaire which could be used to produce a DISC profile. In the years since, DISC has evolved to incorporate a broad range of applications. Truly a ‘Universal’ language used by companies large and small across a wide range of cultures throughout the world.

Fees and dates are negotiable for on-site courses.

What it covers:

EFFECTIVE RECRUITMENT:

• Some common mistakes to avoid in the selection process.
• Using the Job Profiler to determine the behavioural demands of the position.
• Using the Job Profiler to decide the Key Selection Criteria.
• Using the Job Profiler to prepare interview questions.
• Using the Job/Person comparison to reference check and to question further at the final interview.

MANAGING PERFORMANCE:

• Using the Job/Person comparison to anticipate potential performance issues.
• Determining appropriate additional DISCover Yourself reports.
• Developing strategies to overcome possible performance problems.
• Strategies to include:
  • – Job Redesign.
  • – Flexible Management Styles.
  • – Coaching / Mentoring.
  • – Performance Counselling.
  • – Training Development.

TEAM BUILDING:

• The four competencies of Emotional Intelligence.
• Why DISC in team building.
• The Johari Window.
• Recognising & managing DISC characteristics in the workplace.
• Matching people with jobs.
• Strategies for blending and capitalising behaviour.

DISC IN SALES:

• Understanding a basic DISC model of behaviour to be able to appreciate one’s own behavioural style.
• Identifying the DISC style of customers – the Remote Profile.
• Recognising and Managing DISC characteristics in the workplace.
• Keys to persuading a high DISC if you are a high DISC.
• How to achieve ongoing sales success.
• Solve your sales issues.
• Address customer service challenges.
• Understand your selling environment.

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