Tips for Working Remotely
Free Report to Help you Communicate Better with your Family, Team and Colleagues while you Work Remotely.
There’s a lot of information out there on tips for working remotely. But nothing is customised to you. Until now…
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WHAT IS DISC?
DISC is the world’s #1 behavioural assessment, taken by millions of people every year and is estimated to be in use by 75% of Fortune 500 companies. DISC is a very simple yet powerful four-quadrant framework used to articulate the common ways that all human beings tend to behave and communicate.
DISC measures how a person behaves. The 4 core DISC behaviours measured are:
- Dominance – How we respond to problems and challenges.
- Influence – How we respond to people and contact with others.
- Steadiness – How we respond to pace and consistency.
- Compliance – How we respond to procedures and constraints.
We are the first company in the world to computerise the DISC assessment. We are still the only company in the world with a complete reference manual on DISC.
Our DISC assessments are comprehensive, research-based and user-friendly to ensure you and your respondents get the best from the experience.
WHO USES DISC?
Any company, organisation, or individual that wants to improve their efficiency and effectiveness.
The DISC Profile is the most widely used, most researched and well validated behavioural assessment tool on the market used by, but not limited to:
- Recruitment Consultants
- HR Managers/Consultants
- Business/Management Consultants
It’s most common use is to improve personal and inter-personal understanding, teamwork, communications and job/person fit.
WHY USE DISC?
Recognising behavioural styles can help you gain commitment and cooperation, quickly resolve and even prevent conflicts and gain endorsement from others. DISC allows you to understand people ‘as they are’, so as to develop high performing employees.
Some of the most common uses of our DISC Profile Assessments in Ireland are:
- Conflict Management
- Sales/Customer Service
- Strengthening communication skills
- Building leadership abilities
- Diffusing interpersonal conflict
- Choosing attainable goals
- Boosting performance and productivity
- Increasing motivation
- Strengthening workplace skills
- Constructing strong teams
- Cultivating productive work or study habits
- Making smart hiring decisions
DISC measures the four primary dimensions of behaviour and identifies an individual’s:
- Value to the organization,
- Strengths and weaknesses,
- Work characteristics, and
- Communication style
OUR DISC ASSESSMENT IS NOT LIKE THE OTHERS
With so many different DISC derivatives out there it is important to ensure you are getting the genuine article. At TTI we have been conducting research into Human Behaviours, Motivators, EQ, Acumen and Skills for over 30 years and created assessments that Consultants in 90 different countries use in 40 languages. Every 7 seconds a TTI Success Insights report is being created somewhere in the world.
And if that wasn’t enough, below is an outline of just a few ways that our DISC assessment is unique and can provide your business with a competitive edge.
Our assessment is different because:
- It was the first to be computerised
- It is strongly validated and backed by neuroscience
- It provides personalised reporting, and
- It has been locally normed.
DISC STYLES EXPLAINED
Driven, Ambitious, Strong-Willed
Unobtrusive, Cautious, Agreeable
Famous High Ds:
Enthusiastic, Warm, Persuasive
Logical, Matter-of-Fact, Incisive
Famous High Is:
Loyal, Relaxed, Passive, Patient
Impulsive, Eager, Flexible, Restless
Famous High Ss:
Dr. Drew Pinsky
Detail Oriented, Conventional, Exacting
Arbitrary, Unbending, Unsystematic
Famous High Cs:
Neil deGrasse Tyson
Don’t poke the bear. While a person with high Dominance can give the impression they’re pushy, rude and hard to deal with, it’s their ambitious approach that drives them. This pioneering and strong-willed person is often a CEO, manager, entrepreneur or president.
DO: Get straight to the point.
DON’T: Make generalizations.
Just because a person with low Dominance has an agreeable, low-key and conservative approach doesn’t mean they’re uncaring. Low Ds are calculated and cautious in their business and social dealings. They enjoy working independently, but want to see all the facts before deciding.
DO: Let them examine all the facts without pressure.
DON’T: Force them to make quick decisions.
Influence refers to how we influence and relate to people and contacts. Influence, as a DISC style, can often be trusting and optimistic and can sometimes be disorganised or indirect. Influencers tend to be extroverted and people-oriented.
This person thrives on engaging with others and is not afraid to be the centre of attention. A person who is high Influence is enthusiastic, optimistic, talkative, persuasive, impulsive and emotional. They function best when working in teams and in positive environments.
DO: Ask feeling questions.
DON’T: Overburden them with details.
People who score a low Influence are reflective and tend to favour logical arguments. They tend toward pessimism and can sometimes be perceived as moody. A person with a low I excels behind the scenes and prefers to work alone to achieve desired results.
DO: Get to the crux of the matter right away.
DON’T: Avoid small talk.
Steadiness is how you respond to pace and consistency. Steadiness, as a DISC style, can often be reserved and non-emotional, and can sometimes be possessive or indirect. Steadiness is introverted and people-oriented.
Steady, stable and predictable. That’s the calling card of a person with high Steadiness, who is composed, resistant to change and prefers to focus on one or two tasks rather than working several. They are even-tempered, good listeners who are friendly, sympathetic and very generous with loved ones.
DO: Focus on explaining the “how” behind your plan.
DON’T: Never be confrontational.
With their impatient and impulsive nature, a person with low Steadiness can be mistaken for a high D as they, too, are always on the go and eager to take on new challenges. They love variety and prefer to take on multiple tasks, flying by the seat of their pants to achieve workplace success.
DO: Make deadlines very clear.
DON’T: Tell them how to do their job.
Compliance is how we respond to procedures and constraints. Compliance, as a DISC style, can often be fearful and sometimes be critical and direct. Compliance is introverted, very reserved and task-oriented.
The person with a high Compliance is accurate, precise, detail-oriented and conscientious. While they can be seen as passive and cautious, these individuals think very systematically and make calculated decisions based on data and facts rather than a gut feeling. They’re good problem solvers and very creative people.
DO: Be patient yet persistent.
DON’T: Speak in overgeneralizations.
When it comes to decision making and interacting with others, the low Compliance is very firm, strong-willed and stubborn when offering opinions and advice. A low C person is very opinionated, knows what they want, and can be viewed as obstinate or arbitrary.
DO: Give them plenty of time to come to their own conclusion.
DON’T: Try to persuade them without supporting facts.
BENEFITS OF USING DISC
You can use DISC to help reveal hidden talents and skills that create high-performing individuals and teams. Understanding the unique traits employees bring to the table provides more context and perspective in the workplace.
Some of the benefits are:
- Build Greater Self Awareness
- Improve Communication
- Adapting to different styles
- Learning Communication effectiveness
- Manage Conflict and Resistance
- Reduce Conflict
- Using your strengths to your advantage
- Maximising your strengths as a Manager/Leader
- Recognising and removing barriers to performance
- Developing high potential employees
- Building a Sales Relationship
- Improving Team Effectiveness
- Improving Team Motivation
- Reduction of stress
A CASE STUDY IN DISC
The Sales Team were performing well and the figures looked good on paper but order fulfilment was slow. Customers had begun to cancel contracts as there was a protracted delay between signing up and being provided with a service.
Sales Department blamed the Contracts Team for being slow and causing them to lose commission.
The Contracts Team blamed Sales for being sloppy and working too fast. A number of very heated meetings had been held between Sales and Contracts with no resolution.
The Senior Team met with our Consultant to discuss the issues.
It became clear that both Departments had very different roles, key deliverables and work styles that didn’t naturally understand each other.
Our Consultant suggested everyone complete a DISC Assessment, was debriefed in their Teams followed by a Communications Workshop with both Teams in order to understand each other’s behaviours, communications styles and outline how they could work together to ensure a seamless service.
The Training and Debriefing were a real success. The people involved still use the language from the DISC profile and the Communication tips they learned to interact with each other, different Teams and to negotiate any areas of conflict.
They came to understand themselves at a deeper level, their roles, and most importantly in this situation the other Team’s styles, roles and responsibilities. This in turn led to them both recognising that success could only be achieved through co-operation.
As a result the sales are up, contacts are completed thoroughly in a timely manner, the Customer is getting their order on time and everybody is more engaged and happy at work.
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