Today’s blog is unapologetically sharing more of the behind the scenes of why I use a coaching tool that I LOVE! I introduced it into my business in 2020, after using it with hundreds of candidates in my time in recruitment. I’ve seen first-hand how the insight it provides can help you understand who you are, how you work and what you can do to create a career to enjoy. It’s something that I use on myself, and it’s built my confidence, focus and given me permission to own my strengths!  Very simply the DISC profile can positively impact your career.

Whilst I use tried and tested tools and techniques, each coaching programme is bespoke to you. Let me just remind you of what happens when you get coaching from me: It’s time out to fully focus on you, by:

• Considering the questions that have been lingering in your mind for a while.
• Uncovering your values, personality profile and how you can use ALL of you to make an impact.
• Understand which beliefs are helpful (and to refine those that aren’t) to build confidence, control and balance.

 

What is a DISC profile?

The DISC assessment is based on the original work of William Moulton Marston, who in 1928 created an emotional and behavioural theory centred on four traits: Dominance, Influence, Steadiness and Compliance. Hence D.I.S.C. Over time, this was developed into a behavioural assessment tool by Walter Vernon Clarke, used to uncover people’s fears, motivators, values, communication and behavioural style. Ultimately it not only opens up your eyes about how you see the world, but it also uncovers how others may see you.

 

For example:

• If you like to be in charge, are outgoing, decisive, driven, task-focused and like to lead, you are likely to have Dominance as your preference. (High D)
• If you like to be praised, you are seen as motivating, talkative, creative and are a people person, you are likely to have Influence as your preference. (High I)
• If you are driven by security, like to listen, are friendly, organised, a team player and always seek harmony, you are likely to have Steadiness as your preference. (High S)
• Finally, if you are more about systems and processes, follow the rules, would much prefer to write than to speak, are analytical, neat and a perfectionist, you are most likely led by a preference for Compliance/Conscientious. (High C)

 

I hope you can see right there how each type has very specific traits; all of these traits lead to one thing that can make a real difference to how we interact both personally and professionally.

It all leads to behaviour.

We have all been there. You walk away from a conversation with different interpretations of what has (or hasn’t been said). Filling in gaps around intentions, expectations, and projecting what we believe comes next.

The DISC profile helps break down these communication challenges, but not only understand ourselves, but realising that due to nature AND nurture, we don’t think the same.

Let me give you an example.

A “high I” is working within an organisation that is very systems based; they are expected to do the same thing every time and don’t have many opportunities for creativity and expression. Recognition is rare; promotion tends to happen due to the length of service, and there isn’t much chance for social interaction.

From the description of this person’s preferences, do you think that this would make this person feel engaged and motivated?

I’m hoping you realise the answer is a MASSIVE NO!

Often when we look at our careers, and we don’t feel like we belong, we decide the problem is us. Our colleagues make it work! Yet, we can’t pinpoint what we need. That is where the DISC comes in. If I were coaching this person, I would recommend they look for a role with:

• Colleagues whose strengths lie in the details.
• A role with flexible boundaries.
• A social aspect to the role.
• Space and time to express ideas and be creative.

 

Understanding who we are is the first step in creating a career to enjoy. Yet, we all have our own blind spots, self-limiting beliefs, expectations and pressures. Using a tool like the DISC gives you a chance to take a step back and gain a new level of insight that will help now and in the future.

I’d love to know if you know your DISC profile (and if you can guess mine!)

Head over to Creating Careers to Enjoy and join over 500 people who happen to be parents, who are working on their careers.

 

Interested in finding out more about DISC? Check out the recent book reviews on Surrounded by Idiots and Surrounded by Psychopaths.

 

If you would like to talk more about the DISC profile for you or your team, feel free to book a call here.