Summary of what the video covers:

The DISC Framework is a simple but powerful framework that breaks behaviours down into four types. The four core types are Dominance (D), Influence (I), Steadiness (S) and Conscientiousness (C). Each are characterised by their preference for being outgoing or quieter and whether they are more task or relationship driven. DISC can be used to support team development, leadership development and to support teams during change programmes.  Understanding your preferred style leads to a greater sense of self-awareness and personal effectiveness.

Key Points:

  • DISC is based on two dimensions (Outgoing v Quiet and Task v Relationship focus).
  • This leads to four core styles.
  • Understanding of style can improve self-awareness.

DISC behavioural framework: Transcript of Video

This week I’m going to be talking you through the DISC behavioural framework. This is a model for describing behaviour whether it’s management behaviour, employee behaviour or whatever context you’re using it in. It’s a simple framework, similar to Myers Briggs and MBTI which most people are familiar with, but a little bit easier to use and understand and maybe more pragmatic in certain situations.

I’m going to talk you through the DISC behavioural framework so you understand it and can think about how you can use it in your own workplace. The DISC behavioural framework is based on 2 dimensions.

The first dimension is how outgoing or quiet the person is, so are they active, fast-paced, assertive, loud or are they thoughtful, moderate-paced, calm and quiet?

We then ask a second question – is this person more questioning, do they tend to be someone who asks lots of questions, quite demanding, quite assertive in what they want to know and quite determined in getting to the facts or are they someone who is more relationship driven? Depending on which end of the spectrum they are in terms of being outgoing or outspoken versus calm then we end up with 4 different types. The different types are based on the DISC acronym.

The first of those types are our outgoing, questioning people and they are what’s know as D or Dominance people. They are quite bold, quite assertive, quite demanding and very results orientated.

Equally on the outgoing spectrum but more on the accepting side, more on the relationship side of the equation we find the I or Influence people. The I types are linked to influence and very much driven by relationships. They want to be liked; they want to be within the centre of the group influencing and bringing people with them but in a quite outgoing and bold way.

Now we move to the S types where the S stands for Steadiness. These are more quiet and calm people but they are also relationship driven, they want to be the ones who are nurturing and supporting people. Particularly important during times of change, while they’re quite change averse they are very good at keeping people on track and having influence within the team.

Moving on finally to the C type which is Conscientiousness. These are our quiet, analytical people. They are very questioning, they want to know all of the details before they’ll make a decision but they do it in a very quiet reserved way. They tend to be quite analytical, quite professor like in the way that they do their work.

All these different styles, as with any of these frameworks, have different strengths and limitations.

If you would like to find out more about DISC there is more information on our website http://www.flintspark.co.uk. If you want to contact us our details are on our website and we can talk you through how to use this framework to help in a leadership development programme. We also use it quite a lot in change programmes because these different styles have different roles during change which are really important.

I hope you enjoyed our video blog about the DISC behavioural preferences framework and thank you for watching.