The first thing I'd like to do is give an overview of DISC; I'd like to spend the first 5 minutes doing that, and then we'll follow up with our 3-step training module that you can use as a coach. DISC, is an acronym for dominance, influence, steadiness, and compliance. JR, could you share a few thoughts about DISC?

JR: Sure, it was a model developed by William Marston during the early 1900's. He brought together works from several other psychologists and came up with this 4-step process of identifying their observable behavior.

DB: And how they behave in different circumstances, right?

JR: Exactly.

DB: And DISC is a self-assessment that you take and find our where you come in on those 4 areas.

JR: Correct; one measurement is the natural behavior style - when you're alone or with good friends. The other one is how you are out in public - it's your adapted style. We all have a little different way we act when we're in our home versus outside.

DB: Thank you, that's very helpful. As a coach, I think we'd like to know how we would use it in our coaching?

Gordon: I use it as a coaching tool. If I understand who I am and what my behaviors are, and read and understand the behaviors of the client, I can understand how they want to be treated and we can enhance our communication.

DB: I'm just wondering - could you help us with ideas on how to avoid using DISC as a crutch?

Joe: I introduce it to them by explaining my former career as a pilot. My DISC model tells me how I operate, much like an operations manual for a plan.

TJL: So it's not so much putting you in a box, but helping you understand the type of person you are and how to adapt.

Joe: Yes - the "I" says how I influence people, and the "C" says how I comply with rules, for example. If I'm an aggressive problem solver, that says something about me.

DB: Oh, so they could see they're in a profession that doesn't fit their natural behavior and that they're not a failure; that's just not the best fit for their behavioral styles.

Joe: Exactly!

DB: Thank you for that. Anyone else?

XXX: I look at DISC as a tool - you can use a hammer to stir your coffee, hammer a nail in the wall, or hit someone over the head with. You want to use it in the way that it's intended, not just use it all the time. It's useful for an awareness tool - I do find that people's tendency is to want an absolute predictor and that's dangerous. As far as increasing your awareness and giving you a way to open up the dialogue, it's a great thing.

Richard:
I have found the DISC profiles useful in working with my corporate clients in terms of how they manage. It's going to have a significant impact on how I manage my time, how I delegate, and so on. There are limits to adapting, and a lot of people, in fact, are in the wrong jobs.

DB: Very good.

Cynthia:
I just want to challenge that a bit - I agree with that, but another way it can be used is that it's a great tool to explore using those traits in different ways to be successful.

DB: Okay, so if you're a high I or low D, how would you then approach this job?

Cynthia:
Yes.

DB: Very nice; so it helps you pick your role models more clearly.

TJL: Along that line, do you find that people use DISC as a crutch in any way? Do they ever not want to expand or as a way not to grow?

Gordon:
Not exactly the same way Thomas, but what I've seen happen is that when they find out behaviors required in a role, they'll be select and say they'd rather find something that's a more natural fit for them. I'm not aware of them using it as an excuse.

Richard:
It's very difficult for people to overcome their natural pattern.

DB: Great; I'd like to briefly go through the 3 steps we're prepared in the training module. Step 1 - use it for yourself. If you're going to use it with clients, use it with yourself, and use it in context. Then step 2 - use it with your clients; have them complete the DISC profile and go through the report.

XXX: Yes, it opens up coaching beyond just a single issue that a client comes to you to work on.

DB: And the reason we use assessments is that anything that's self-illuminating is beneficial to the client. It's the kind of process - when I did it for myself, it brought up some great feelings for me.

XXX: You also become knowledgeable that there are so many different kinds of people in the world.

DB: That's a very good point - just being able to understand the distinctions of style and how people approach situations helps you become a more effective coach. This is definitely an awareness-expanding endeavor. Then, the 3rd step we would see - use it as your calling card. When you're calling on organizations, using DISC as your calling gives you a very professional appearance. Still in our society, coaching isn't necessarily understand as a substantive thing to offer.

TJL: You're also going to give people something that they can find as another reason to use you for.

Susan: Don't you need to be trained on how to use the DISC?

DB: You definitely do, and there are several organizations that do the training on how to do this. There are fees involved, so it's something to consider.

TJL: We'll have some resources available in the printed materials as well to help you with this.

DB: Great; this wraps up the first portion of this segment.

(moment of silence)

XXX: Can I make one point? DISC is very important to allow people to determine their pre-dispositions, but we have to remind our clients that they have to move on to values. That's not all there is.

DB: What's the relationship between DISC and values?

XXX: You tend to get caught in never being value-oriented.

XXX: And I think it's about our behavior used to satisfy the needs we have, but the values are what we use to make the right or wrong decisions.

Gordon: My understanding is that DISC is basically a needs-based model and most people these days are needy. On the other hand, if people's needs are met, DISC will not tell us very much about their behavior.

JR: I think DISC just is - that's the behavior, whether you're needy or not. It's just a simple measurement of your natural and adapted behavioral styles.

DB: Thanks, JR. Who's next?

Sam: Needs are - we always have those behavioral needs we satisfy, but our values are always in play.

Richard:
I agree with that. If my value is a great humanitarian and I'm an executive at United Way that may or may not influence my job performance.

DB: Great; I'd like to open it up to any others that are on the call - any kind of questions, comments, something that came up from the conversation?

XXX: Why are we choosing DISC for the example here? Is it better than others?

DB: Thomas, do you have a comment?

TJL: We're doing many modules - over 1,000 eventually, but I did this one first because I knew there were experts available.

JR: I think coaches use DISC is because of its ease of use; many modules are hundreds of questions long, where DISC is 20-25 questions and can be done in 15 minutes.

Cynthia:
I agree with that; it's very easy to use, and the results are very straightforward.

Sally: I was on the board of a career management association and when I brought up using the model, they were very dismissive of it and thought of it as superficial.

Richard:
The DISC profile system has been thoroughly validated; it's one of the most widely used, accurate profile systems available.

DB: Yeah, there's no question that people have opinions about that, but….

XXX: I can tell you that I've done hundreds of them, and I haven't had anyone say "that's not me?" I had one client who said, after reading the report, "When did you interview my wife?"

DB: You can almost use this as a parlor game - you can come up with some great insights! I think sometimes it's used inappropriately, and that's where the problem arises. People I work with that have used this for many years, you can get to a level of depth and understanding about your nature. Any other questions or comments?

Karen: DISC or any other assessment tool is going to be driven by the client's receptiveness to learning more about themselves, no?

DB: That's a good question. Any thoughts?

JR: To a degree yes, but the value in the measurement of that behavior and communication style is invaluable. I would not coach that client without that information in front of me - I know what to say and what NOT to say when working with them. Whether they're receptive to it or not is important, but it's not the primary importance. I've run over 500 of these, and I've had less than 10 say it wasn't them. With those, I found after going deeper, they were in denial and that it really was accurate but they had some block.

TJL: I took it but I didn't like it - I don't want to know that much! I thought it was great, but thought it seemed a little simplistic.

Sam: Bill Bonstadter taught me to realize that you really need to look where the spread between your points are.

DB: So there are more levels of distinction to look at if you're an expert.

Sam: Exactly!

Richard:
Let me just say on receptivity of the client - I typically ask them to comment on how effective they think they are at work and where they want to improve, and then we correlate the results to their thoughts around that.

DB: I think with any tool, if you get into the depth and distinctions, and really understanding them, you would get much more value from it.

Gordon: Have any of the coaches who've used DISC quite a bit found they're able to start identifying the types? I have, but want to hear what other coaches have to say.

Richard:
Yes, I definitely have.

Sam: When I do an introduction, I'll have people tell me their personality in their own words, and you can pick up a lot of DISC information from that.

DB: It sounds like it starts becoming part of the way you operate.

Sam: Yes - in my interactions, I think "DISC".

DB: Thank you for that. Any other questions?

Sam: Just a comment - I tell people I'm not a psychologist; this is all about behavior.

Ann: I'm working on going from adaptive to natural, so it looks like an interesting tool from that. How does it work with different cultures?

XXX: The language of DISC is universal, but how it's scored and interpreted is really culturally-distinct. The translations are different, but the concepts are fundamentally universal.

DB: Thank you all very much to the coaches that listened and participated, and especially our DISC experts. This concludes our conversation; thank you all!