DISC is a model that allows you to gain insight into a person’s behaviour. With a DISC analysis, you visualise the scores of each behavioural style. The combination between the scores says something about how you come across to another person in your behaviour. The behavioural styles measured are: Dominance, Influence, Stability and Conformism. But what do the behavioural styles mean and what does this say about a person? In this blog, we explain to you what DISC red means.
DISC red: Dominant behavioural style
Red belongs to the Dominance behavioural style. Someone with a high dominant behavioural style likes to solve problems and accept challenges. The red colour represents the fiery and feisty character.
This behavioural style is a combination between Thinking and Extravert in the quadrant. Among other things, this says something about the degree of goal and result orientation.
What does a red behavioural style measure?
The red DISC style measures how a person reacts to problems and challenges.
Behaviour description DISC red
People with a high red behavioural profile are determined and focused on challenges. They look ahead and do not shy away from difficult problems. Achieving results is important to them and they often come up with solutions to problems.
They like to initiate changes themselves and like variety. Too much routine causes boredom in them. Their work pace is high and they have a proactive attitude. If things don’t go fast enough, they can become impatient. People with a predominantly red behavioural style like clarity and do not shy away from a direct approach. It motivates them when they are complimented on their goal- and result-oriented way of working.
Characteristics of DISC red
- Direct
- Assertive
- Decisive
Pitfalls of DISC red
- Impatient
- Overpowering
- Taking on too much
Qualities of DISC red
- Goal-oriented
- Decisive
- Self-starter
Red behaviour under stress
- Intimidating
- Authoritarian
- Controlling
Red behavioural style at work
Individuals with a high score on DISC red are strongly performance-oriented. It motivates them when their efforts and results are seen and rewarded. People with a high red behavioural style like the opportunity to take on new projects. There should be room for innovation and the freedom to arrange work as they see fit. They are stimulated by solving complex problems where they can use all their creativity.
Communicating with the red DISC behavioural style
When communicating with someone who scores high on dominance, be specific and don’t focus too much on details. They also want to achieve goals quickly, make it clear what it will deliver and don’t beat around the bush. They like to decide for themselves so give them options to choose from. Avoid questionable and woolly language. This will quickly put them off.
Our DISC analyses
Curious if you score high on DISC red? Or perhaps on yellow, green or blue? We offer three different types of analyses: Basic, Plus & Pro.
The difference is in the content. Our Basic DISC reports are practical and clear. Want a bit more depth and insights about personal and communication style? Then go for the Plus version. Finally, in the Pro version you will find a complete picture including development tips and the intensity index.
Do you have any questions or want to know what DISC analyses can do for you? Get in touch.
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FAQ about DISC red
How can you best deal with someone with a high red DISC style?
Someone with a red DISC profile is dominant and results-oriented, so be direct and show respect for their time and goals. Communicate clearly and concisely and make sure concrete actions are agreed to achieve results.
How can I make the most of someone’s qualities with a DISC red profile?
To make the most of the qualities of someone with a DISC red profile, it is important to communicate directly and concisely, offer challenges, set goals, give autonomy and reward results.
How can DISC analysis contribute to better communication within a team?
With a DISC analysis, you can understand employees’ preferred styles and create willingness to tailor communication to the person sitting across from you. This can improve communication within the team.