Jul 17, 2019
Overview of Episode #55 ---
- Maslow’s law of the hammer, a cognitive bias that involves an
over-reliance on a familiar tool.
- What DISC is and specific examples of how it can be
weaponized.
- Using the car analogy, the five areas of job fit and
performance and TriMetrix.
- The power of acceptance and being a great teacher and
leader.
- Contact Priceless Professional Development: 770-578-6976,
suzie@pricelessprofessional.com or www.pricelessprofessional.com
- To see the show notes and get the transcript for this episode,
go to: www.pricelessprofessional.com/weapon
Timing on Recording: @ 3:20 ---
Topic 1: What is the DISC Assessment?
- Popular online assessment tool used all over the world. (Over
40 million people have taken it!)
- Based on four Communication Styles that match the letters: D,
I, S, C. Each Communication Style represents different observable
behavioral and communication tendency.
- Overview of the styles (Most people are a mix of styles):
- D – Dominance
- I – Influence
- S – Steadiness
- C – Compliance
- Highlights of the DISC Assessment: Your DISC Communication
Style Strengths; Blind Spots; “Do's and Don'ts” for Communication;
Your Ideal Work Environment; Other’s Perceptions of You; Tips on
how you like to be managed; What motivates you; How you come across
to others and more!
- A great tool to use with teams to help people understand and
appreciate different styles, different interests, so that they can
work together more effectively.
- Builds self-awareness and how to value differences.
- Quick and easy to understand.
Timing on Recording: @ 6:37 ---
Topic 2: Examples that Demonstrate the Over Application
and Weaponizing of the DISC Assessment.
- Consultant with a new CEO planted concern and worry about each
one of the new team members.
- “Dave is not assertive enough to be the Sales Manager.”
- “Karen shouldn't be in charge of Accounting, she's not
detail-oriented.”
- About the Human Resource Manager, “I'm not sure she's
people-oriented."
Timing on Recording: @ 9:32 ---
Topic 3: How to Alleviate the Over Application or
Weaponizing of DISC.
- Help clients understand there are other factors of performance,
we do that through a car analogy.
- DISC is how you drive; it’s what you see.
- Gas in the tank; what are you motivated by, what makes you want
to go, fills your tank?
- Under the hood; Horsepower; Acumen, your personal skills, your
level of ability to work well with others or the ability to take
responsibility for mistakes, etc.
- Roads traveled; Where you have traveled, experience and future
plans, where do you want to go?
- Where you’re parked; What is the culture, what is the team,
what is the environment?
Timing on Recording: @ 12:29 ---
Topic 4: Looking at the Examples that Demonstrate the
Over Application and Weaponizing of the DISC Assessment through the
Car Analogy.
- Dave: Even though his style is not direct and assertive, his
interests are, what puts gas in his tank. And his personal skills,
the horsepower, he scored well-developed in all 25 personal skills.
His horsepower and what puts gas in his tank is a match with the
position. Roads traveled, Dave had been in the industry his entire
career. Where you are parked, culture, team, Dave’s team respected
him, were inspired by him and he helped keep the company
moving.
- Make sure to look at the Five Areas of Job Fit.
Timing on Recording: @ 20:05 ---
Topic 5: Definition of Weaponizing and More
Examples.
- Weaponizing is a broad term with respect to the degree of harm
the weapon is meant to cause. It may be designed to cause character
assassination, so confusion or otherwise dis- or misinformed
people.
- “Those quiet people are too slow and they're not fast and smart
like we are, they drive me crazy.”
- “I could never work with her, she's too talkative and too damn
enthusiastic. She needs some coaching.”
- “Us high I's and D's have to stick together.”
- “Oh, we're the same or you're different from me, so I couldn't
work with you.”
Timing on Recording: @ 25:31 ---
Topic 6: Accuracy of Sciences.
- One Science – 60% accurate.
- Two Sciences – 74% accurate.
- Three Sciences – 94% accurate.
- The Department of Labor says, “Use at least three tools and
then use it for less than 30% of your decision.”
Timing on Recording: @ 28:29 ---
Topic 7: Hiring Decision Recommendations.
- The Department of Labor says, “Use at least three tools and
then use it for less than 30% of your decision.”
- When working with teams, I recommend that the company use the
DISC and motivators, it's called the Talent Insights Assessment, it
give you a better result in building trust and having the team
better understand each other. DISC and motivators, when using it in
a developmental manner or in a team manner, can to help
people.
- One-page tool called a Talent Tracker; there are wheels that
plot people where their style is located. You know where their
teammates are located on the wheel and how they like to
communicate. You can start to move out of judgment.
- Go from judgment, to understanding, and then from understanding
to appreciation and valuing.
- Build trust.
- Value.
- Acceptance.
Timing on Recording: @ 34:03 ---
Topic 8: Top Takeaways.
- When taking the DISC assessment, look for your strengths and
your blind spots, and look for the strengths and values others
bring in their style and their behaviors. Use it to build love and
acceptance, not to be used as a weapon or judgment, or “I know
something about you that you don't know.”
- Couple the DISC assessment with the Five Areas of Job Fit.