Introduction to DISC Assessment | James Kerschner | Skillshare

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Introduction to DISC Assessment

teacher avatar James Kerschner

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Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

6 Lessons (24m)
    • 1. Introduction

      2:21
    • 2. Overview

      2:45
    • 3. Identifying Type

      3:32
    • 4. Strengths and Weaknesses

      7:27
    • 5. Communication

      4:25
    • 6. Wrapping it up

      3:27
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About This Class

This course will introduce you to DISC and its utility. Communicating with other people can be difficult at times, but understanding how they see the world will make getting your point across much easier.

In this course, we will go over the basics of the DISC system and by the end, you should be able to more effectively communicate with others and identify your own strengths and weaknesses to help you reach your goals.

Learning Topics:

  • Overview of the DISC Personality System

  • Tools to Identify Type

  • Strengths and Weaknesses of each type

  • General Considerations for better communication with each type

  • Additional considerations and recourses for continued learning

By understanding personality, you will be able to quickly identify what other people value, and you will be able to speak their language. 

Being able to speak other people's language is useful in almost every area of life. In sales and marketing, in family events or social gatherings, being able to tailor the way you communicate will lead to a more positive experience.

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Transcripts

1. Introduction: Hello, everyone, and welcome to Introduction to Disk and this course we're going to learn about the basics of disk and its functionality and how it can benefit us and communicating with other people . Let's take a quick look at what this course will cover just so that we know where we are and where we're headed and what we're going to learn along the way. The learning topics that we're going to cover in this course is an overview of the disc personality system, tools to identify type, strengths and weaknesses of each type general considerations for better communication with each type. And at the end, we're going to get into some additional considerations, and resource is for continued learning. If this sort of thing is interesting to you, I'll have some additional resource is that might be of use at the end of the course. The utility of understanding personality. What makes understanding personality useful to us? Well, understanding how you and others see the world will enhance communication understanding the differences between each type will foster positive relationships. Understanding the strengths and weaknesses of each type will allow for better coordination and knowing your type will allow you to identify strengths and possible blind spots, and it will enable you to leverage your strengths to reach your goals. A little bit of background before we jump in. Disc was developed by William Marston but was not used in business until industrial psychologist Walter Clark published the Personality profile test. Ah, Walter Clock actually published this for hiring benefits to identify the best suited candidate for particular jobs. Disc includes and describes most personalities, and for this reason, disk is used all over the business world to help teams work better together. Its purpose really is to enhance communication. A few words of caution As we wrap up this introduction. Please keep in mind that personality analysis of any kind is descriptive, not prescriptive. No matter your type, you're still in control of your future. Also, no type is inherently better than others. Please keep that in mind, and lastly, don't get stuck in your type or think that you cannot branch out and develop other dimensions or become more balanced. I'm excited to share this with you, and I thank you for joining me. Let's get started 2. Overview: Lesson one. The four types discus. Set up with four types. These are dominant, influential, stable and conscientious. These types air set up based on two dimensions, the first being task oriented or people oriented. The second dimension is fast decision making or slow decision making. You could also look at this Is fast acting are slow acting. These two dimensions make up the disc system. That's the base that the disc system is built on. You will see that the task oriented people are the analyzers, implementer Z and directors. The people oriented people are networkers, diplomats and supporters. This is typically the best place to start when identifying type, either in yourself or in other people. So take a look at what they value and where their attention naturally goes, and that will help you identify type. Let's take a look at some general characteristics that define each type for the D type. They focus on results. They're good at leading and getting things done. I type. They're focused on relations and they're good at speaking, and persuading as type are focused on harmony, and they're good at, relating and connecting C type. They're focused on accuracy. They're good at critical thinking and problem solving. Hopefully have a general idea of which type you are based on this info, and there's questions in the project that will also help you identify your type. Something else that I want to mention before leaving this is that there are different terms used, their different schools of thought on what words are best suited for each type. But the concepts are the same. It's important to remember the task oriented versus people oriented, fast acting. There's a slow acting sometimes D is described as dominant, sometimes dominance, and they use it more of like a personality trait. Sometimes it's just called director. Keep in mind that regardless of differing words between schools of thought, the concept is the same. The principles are the same and that they're fast acting, task oriented people, that D type, whether its dominance or director. Whatever it's called, they're focused on results there, get it leading and getting things done. That's why for the rest of the course, we're going to kind of step away from the full words. We're just going to use the letters of D I S and C because again the I type might be called an influencer. It might also be called an inducement character treat. That's what it was originally called. But it's important to remember that I type is people oriented, fast acting. That's what's important. So keep all of these things in mind. Next lesson. We're going to identify type. We're going to talk about understanding how to go about identifying the type. 3. Identifying Type: identifying your type, understanding where you fit in disc, some general characteristics to keep in mind, help identify type both your type and the type of other people we're gonna start with. Dominant. These people typically want the facts. They're typically interested in reaching goals there quick toe acts and can think on their feet, and they're willing to take the lead if necessary. Remember these air fast acting, task oriented people? For the i types that influential, they're interested in people there typically interested in maintaining positive morale. They're quick to act and get thoughts from others, and they prefer to work in a group for the S type. They want to know where they fit. They typically want to know who else is involved. They're slow to act in conflict averse, and they normally work best in a small group or alone. Conscientious, the sea type, they're interested in details. They typically want to make sure the job is done right. They're slow to act and want time to plan, and they normally work best alone. So keep these general characteristics in mind to help identify your type and then eventually to help you identify the type of other people common phrases for each type. Things that you might hear each type say they might also help you identify the type in other people, de type or the dominant, the last questions like who's leading? What's the goal? They'll say things like, Let's get started or consider it done. Remember these air results oriented people I type their influential? They'll say things like, I'm excited. They'll ask questions like Who else is involved? The offer Encouragement such as This is good or great idea. They'll say things like, I can't wait to meet everyone. That's because the relation oriented as type those ask things like, What's my responsibility? How is everybody doing? How can I help? And they'll say things like Let me think about it and get back to you. Remember, they are slow acting, so they want time to think normally and then see type the last questions like, What's the deadline? They'll ask for the details. They'll say things like anything worth doing is worth doing well or let's not get ahead of ourselves. These are general phrases that each type might say, and you might notice that one of them fits you. This will help you identify your type first of all and then eventually identify other people's type. It's rare to find someone who fits into one quadrant exclusively. Most people find that they can relate, at least somewhat toe all four, but that one stands out as the most accurate description of them. When identifying type, we use the most correct option. Let's take, for example, Joe the manager. Joe is a D type. He's a director, and that fits his role pretty well. But Joe also identifies with the I type. So in reality he slides over a bit, and he's somewhere between D and I with a little bit of C and then lasted a little bit of S . It might help to think of it as starting in the middle, and then you lean towards a specific section. If you're having trouble identifying a single type, that's okay, don't worry about it too much. Normally, knowing the two most probable options gives you enough to work with at least to communicate more effectively and understand their work habits and such. Take these tools and use them to identify types in the project. Identify your type and practice identifying other people's type 4. Strengths and Weaknesses: now that we've covered the basics of the system and we understand that and we have some tools now toe help identify types, some common characteristics. Let's take a look at the strengths and weaknesses of each type for detect these air task oriented, fast acting people remember, you'll find that the strengths and weaknesses are commonly two sides of the same coin and that a weakness is typically a strength that he's used improperly. That seems to be a rule of nature, almost where a strength used improperly becomes a weakness. So for the D type, these are people who are direct and honest. They're unafraid of conflict. They're excited to reach goals, the ready and willing to lead. And they're quick to act on decisions now. The weaknesses that come from this is that they may be too blunt when tact is needed. They may come across as combative since they're unafraid of conflict. Since they're excited to reach goals, they may have a tendency to overlook details. Since they're ready and willing to lead, they may come across as controlling, and since they're quick to act on decisions, they're very fast paced people. Normally, they may leave others behind. If they're in a team environment, it may cause trouble for other people because of how quickly they act. Next. Let's move to the I type these air fast acting people oriented. The strengths are that their creative and imaginative, their quick thinking and fast acting, the very people oriented and emotionally intelligent they're able to read people normally, is how that said, they're flexible. They're relaxed. They're always looking for new and interesting things. The weaknesses come because they may go outside of the room of possibility because their creative they may start something before they're ready. Since they're so quick thinking and fast acting, they may think too much about their image because they're so emotionally intelligent. Since they're so good at reading the emotions of other people, they may think too much about their image. They may overlook important things in an effort to maintain flexibility, and they may start strong but leave things in complete. They might have a tendency to be good starters, but not the best finishers. Next we have s type these air slow acting people oriented people. Strengths include their gentle and sensitive collaborative. They're thoughtful and encouraging their supportive and helpful. They consider and anticipate how actions affect others. Remember, these are people oriented individuals, so they normally can anticipate how things will affect other people. Some weaknesses that come from these strengths is that they may be too sensitive to criticism. They may not be assertive enough. They may be too reluctant to give constructive criticism in an effort to be encouraging. They may not readily offer constructive criticism. They may take on responsibility that they should not neglect their own work in an effort to be helpful to other people. And they may think too much about the interpersonal impact of actions or of changes that are coming. It might slow them down and cause unnecessary attention if they think too much about the interpersonal impact of a plan or of changes that are coming. C type these air slow acting, task oriented people remember these air, the analyzers, the strengths is that their precise. They're excellent problems. Overs they're consistent and they followed policies and procedures, their analytical and thoughtful, and they're efficient and organized. Some weaknesses that come from these traits is that they might get caught up in the details . They may be too critical. They might be too rigid. They may not readily offer input, and they may get frustrated when a plan is not followed. They may not readily offer input because they want to think things through. Oftentimes, if you ask a C type person a question, they'll take a moment to internalize the question. Think about it before they start speaking. Whereas the D and the A types normally can think out loud and work through something very quickly. The sea type in an effort to be precise and their analytical tendency is that they internalize the question and then come up with a solution or the most correct answer they can formulate. And then they come back, which is why they might not readily offer input because their thoughts aren't completely formulated. Right then, identifying your own strengths and weaknesses can help you develop, and it can help you identify areas where you might need to work on something to get closer to your goals. For example, Joe the manager again, he determines that the best action to move him closer to his goals are to develop his interpersonal skills. So, Joe, my visually it might look like Joe develops in this way where he expands his interpersonal skills, he pays more attention to how other people respond to things. He can focus on networking and becoming that people oriented person, and that will help him get closer to his goals. Use this as a tool for empathy. Do your best to try to understand the origin of other people's weaknesses. Try to help others leverage their strengths and use this tool to identify blind spots in you and others. Also try to identify areas in which you can grow. If a C type is getting stuck in the details and slowing things down, understand that that attention to detail is the strength that, although being overused at that particular time, is something very valuable to a team. If a D type is offering constructive criticism without any attempt to soften the blow, try to understand that it's their desire to reach the goal and the value that they put on facts and truth and directness that leads them to be very blunt at times. Try to help others leverage their strengths by offering the best work environment for them , if possible. Further and I type for instance, it's best if you offer them the ability to be flexible and to work with others. If you've identified an S type, who's sensitive to other people and emotionally intelligent, offer them the opportunity to discuss the ramifications of changes that are coming or offer alternatives that would create a more harmonious team experience. This is especially useful if there are major changes happening, so use this as a tool to identify blind spots in you and others. If you're not a natural details person, maybe you could develop that. Or maybe that's a weakness that you could make up for by getting a good team around you to help you with that. If you're not a natural people oriented person, perhaps involving an I or an S type would help you to produce the best product or service or have the best interaction with a customer or a business partner. Try to identify areas in which you can grow. The only person that we truly have control over is ourselves, and often through personal growth, we can improve the world around us, so I would definitely recommend using disk as a tool to help you leverage your strengths. Identify your weaknesses and work on them and to spot those blind spots that you might not otherwise notice. With all of this in mind, I'd recommend taking some time to fill in the section of the project with your personal strengths and weaknesses and action steps that you believe should be taken to reach your goals. 5. Communication: Welcome back. Lesson four. We're going to talk about speaking the language of each type. Communicating with each type takes a different form slightly, depending on which type you're working with. We all know the golden rule. Do unto others as you would have them do unto you. I would propose something to the effect of doing to others as they would have you doing to them, especially when communicating. Try your best to speak their language and emphasize the things that they find important. General considerations. When speaking to D type people explain the bottom line and be direct focus on fax and goals clearly to find the area of responsibility, if possible, allow them to present alternate views if possible. This is important for D types because in order to test the structural integrity of an idea or of a change that's being implemented, they like to present alternate views and see how it adds up or how it stacks up against those different ideas. So where possible, allow them toe, offer alternate views, allow them to kind of test out other ideas against the one that is being presented some general considerations When speaking to I types express your personal investment in the work. Focus on feelings and positive moral, allow for creativity and flexibility if possible, and avoid isolating them from others in their work. Try to use the language that includes we and us so that they know that their actions have an effect on other people. Speaking to s type. Express the value of the work again if you value the work and they will value the work. Focus on the impact on individuals and the team, especially in the case of major changes coming or an introduction of a new policy. Focus on the impact on individuals and the team and explain that so that they know allow time for questions. Unlike the D and the A types s types normally don't interrupt to ask a question or to clarify. Think so after communicating the instructions or whatever you need to say, allowed time for questions and then explain what's expected of them. Oftentimes s type want to know where they fit. They want a harmonious work environment with their peers, so explaining what's expected of them will give them that track, and then they can jump on that and run the race and amount of speaking and offer their best work speaking to see type. Explain the measurable benefits again, especially in the case of major changes or an introduction of a new policy. Explain why this makes things better or the reasoning behind it. Focus on details and be organized. If you're working with a C type on a special project or something and you're both taking sections of it, do your best to focus on details and be organized or if you're transferring responsibility for a project from you to them, focus on details and B is organized as possible. Again. Allow time for questions. Typically, see types will taking all of the details. Identify a few areas where something isn't clear, and then they'll ask questions about it. So be sure to allow time for that and then avoid pushing them into fast moving group settings. See, types work best where they have time to think where they can discuss ideas and be analytical and thoughtful so you might not get their best ideas or their best feedback in a fast moving group environment like a brainstorming session or, you know, a large strategy meeting. If the verbal space is crowded. See, types typically just take it in and won't offer input. So it's a good idea to avoid pushing them into that fast moving, crowded verbal space and letting them express their ideas and their feedback and ask questions and things in a more slow paced environment. Again, these are some general considerations to keep in mind. Remember that everybody is individual, and you will have to be an active listener toe. Understand the preferences of each individual that you're communicating with. Keep these general considerations in mind, and they will likely help you communicate more effectively and more efficiently with others . 6. Wrapping it up: what to do next. Wrapping it all up. First of all, thank you for making it this far in the class. I appreciate it. Please take this knowledge and use it wisely. Remember that all types are equally valuable. Please use it to better relate to others. Use it to communicate more effectively with others. Avoid trying to demonstrate special knowledge about people. This might be a temptation if you learn more about personality analysis. This brief overview probably isn't enough information. But as you get into the more intricate details of personality, you'll know a lot of things that you might be tempted to share and perhaps explain the motivations for certain decisions and things like that to other people. Please avoid doing this. It normally doesn't go over well. If you want to have conversations about personality with other people, it's the best idea is to introduce them to the personality analysis system, let them explore it on their own, and then, after they're comfortable with it. You can have those conversations about effective communication and such. Use this to get closer to your goals again. The strengths and weaknesses that identify potential blind spots do your best to use them to develop action steps to get you closer to your goals. Where to go from here? I have some additional resource is if personality analysis interests you. The Art of Speed Reading People is an excellent book that uses the Myers Briggs type indicator. It's a good book about communicating with people, sizing them up quickly and being able to speak their language. Everything. Disc is another good resource. It's more of a consulting style disk system. I'm not associated with them in any way but everything. Disc is a good system. If you want to have a an organization wide disc personality workshop or you want everyone to take the test to identify each type and things like that, they know what they're doing over there. And if you want something organization wide out, recommend taking a look. Emotions of Normal People By William Moulton Marston Again, this is that book that we mentioned at the beginning. This is where the disk system all started with the D I S C that William set up and his analysis of each type and how they interact with each other and also how they evolve over time and how you can grow. So this is an interesting book. It's an old book, so it might be difficult reading, but definitely worth it if you're interested. Additional personality systems that I want to mention briefly is the Big Five personality traits or the five factor model. This one is one of the most scientific systems that I found. Myers Briggs type indicator is another good one again. It's used in the art of speed reading people, and it uses your perception of the world combined with how you make decisions, to present A to come up with a specific personality, and you may have seen it online. It comes up with 16 unique personalities that most of the population would fit into. This is another interesting personality analysis system that I would recommend taking a look at. Thank you so much for watching. If this sort of thing interests you, let me know I would be happy to create additional resource is related to personality and communicating more effectively. I hope this helps you on your way in interacting with other people and reaching your goals . Thanks for watching