Every DISC-style has its own preference when it comes to being managed. When the manager’s behavioural style matches the other person’s behavioural style, it will have a positive effect on cooperation.
Author: Admin
Each DISC style has certain behavioural characteristics. Below you can read for each behavioural style what gives someone energy but also what costs someone energy. If the situation calls for it, you can also show behaviour that might be further away from you. However, if you have to show behaviour other than where your preferences lie for long periods of time, this can eventually cause demotivation and stress.
Two DISC scores come out of the DISC analysis. One representing your basic style and one representing your response style. The basic style is the behaviour you show unconsciously, without thinking about it. You do this in a safe environment where you can be 100% yourself and where you are relaxed, but also in stressful situations. Under stress, your true nature emerges and corresponds to your basic behaviour. Your response behaviour is the behaviour you show in your work environment, which you think is desirable. We call this adapted, conscious behavioural style the response style.
Each of the DISC styles has his or her own hidden question and fears. A thought that often goes unspoken, but that someone with this behavioural style is definitely concerned about…
Leadership is not easy and not everyone is suited for it. A good leader can inspire, motivate and support employees. Bad leaders, on the other hand, can significantly worsen the atmosphere at work and reduce employee productivity. It is important to know the characteristics of bad leadership so that you can recognise/avoid them but also change them!
If you want to improve collaboration, DISC can be a useful tool. You can use DISC to great advantage in the workplace. But sometimes it can be difficult to know where to start. That’s why we give you 5 tips below.
In the 1960s, the Big Five model was developed by US researchers Ernest Tupes and Raymond Christal. However, in the 1980s and 1990s, several researchers continued to develop the model. The Big Five model, also known as Big 5 personality, describes five personality traits: openness, conscientiousness, extraversion, agreeableness and neuroticism.
Collaboration is key in any organisation. But that sometimes sounds easier said than done. In this blog, we look at the different team roles that match the DISC behavioural styles. Where does the strength of each behavioural style lie?
DISC is commonly used, for instance in training, coaching and onboarding. It provides insight into the four different behavioural styles, can ensure more effective communication and can improve collaboration. But how reliable is the DISC model? In this blog, we take a closer look at the reliability of DISC and how best to use DISC.
You have been asked at an external organisation to conduct a DISC training course, great! But how do you lift your training to the next level? And how do you make a link with DISC? We’ll give you 5 tips below!