Revealing Your Hidden Genius Through DISC
Revealing Your Hidden Genius Through DISC
An Intelligent Framework for Professional Growth
👋 Hey, Kyle here! Welcome to The Influential Project Manager, a weekly newsletter covering the essentials of successful project leadership.
Today’s Overview:
The DISC profile is a behavioral assessment tool that categorizes individuals into four primary personality types: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). It can be used as a tool to increases self-awareness and uncover limiting beliefs that hold you back from achieving your goals.
Building healthy and successful relationships starts with self-awareness. Before joining a team, it is important you understand your strengths, weaknesses, communication style, and stress responses, then guide your team on effectively interacting with you.
Once you understand these traits and the reasoning behind them, you’ll be able to adapt to the styles of those around you, better communicate, improve team dynamics, and grow as a leader.
Self-Awareness: The Root of Healthy Relationships
Filed under: Leadership & Managing People
“We don’t see things as they are. We see things as we are. - Anais Nin
It is very important that you know who you are before you become a member of a team.
Now, that might sound a little silly because you think you already know yourself, but there are specific strengths, weaknesses, and tendencies you may take for granted that will come to bear when connecting with your team.
It is important that you know your strengths and weaknesses, your style of communication, how you behave under stress, and share with the team how best to interact with you effectively.
There are many different ways to self-discover and communicate who you are. This week we’re going to talk about the DISC Model and using it as a powerful framework to understand yourself and others.
This new knowledge is going to reveal your hidden genius and give you superpower you didn’t know existed. Read on!
What is the DISC?
The DISC Personality Test is based on a theory introduced by Dr. William Marston in the 1920s. He wrote a book called "Emotions of Normal People," where he first mentioned the concept.
Marston believed that people generally exhibit a combination of four main behavior styles:
D (Dominance): People who are confident and like taking charge.
I (Influence): People who are social and enjoy being around others.
S (Steadiness): People who are calm, patient, and like things to stay the same.
C (Conscientiousness): People who pay attention to details and like things done correctly.
While Marston had the idea, he didn't create the test itself. In the 1970’s, an industrial psychologist named Walter Clarke developed an assessment based on Marston's theory. Over time, others refined and adapted the test to what we see today.
The DISC test groups behavior into understandable categories. It doesn't say one style is better than another; instead, it highlights strengths and challenges of each type. Over the years, many professionals have used it and found it to be a useful tool to understand and predict behavior, especially in workplace settings.
The most reliable way to understand your own style is to take a DISC profile test. There are many DISC profile vendors online where you can take the DISC personality test either for free or at a relatively low cost. Here are some options:
123Test: They offer a free DISC personality test that provides a brief overview of your profile.
DISC Personality Testing: They offer a free test version and more detailed results for a small fee.
Tony Robbins' Website: The renowned life coach offers a free DISC assessment on his website.
Revealing Your Hidden Genius Through DISC
“I don’t like that man. I’m going to have to get to know him better.” - Abraham Lincoln
The DISC profile is for anyone who wants to gain insight into themselves. It increases self-knowledge and can uncover limiting beliefs that hold you back from achieving your goals. It can also help you develop strategies to create a breakthrough in any area of your life.
In most cases, a DISC assessment is used in a team-based setting. The assessment can provide a common language that people can use to understand themselves and work more effectively with others.
Introducing the Birds: An Elevation of the DISC Model
In his book The True Competitive Advantage, Dan Silvert uses birds as metaphors to represent the DISC behavioral model.
Dan took the DISC model to another level by representing these characteristics as Eagles (D), Parrots (I), Doves (S), and Owls (C).
Owls: Wisdom, analytical, smart
Parrots: Colorful, talkative, fun
Doves: Peace, harmony, kindness
Eagles: Strong, dominant, power
Why use birds?
Because these colorful metaphors quickly reveal themselves as illuminating, memorable representations of the four styles in a fun and non-threatening way.
Each Bird has a set of core traits. Once you understand these traits and the reasoning behind them, you’ll be able to adapt to the styles of those around you, better communicate, improve team dynamics, and grow as a leader.
An Eagle’s primary focus is achieving results: they are decisive, direct, and action oriented (Dominant)
A Parrot’s primary focus is social interaction: they are optimistic, fun seeking, and spontaneous. (Influential)
A Dove’s primary focus is building harmony: they are patient, sincere, and attentive. (Steady)
An Owl’s primary focus is achieving accuracy: they are detail oriented, systematic, and analytical. (Conscientious)
Understanding why people say and do the things they do depersonalizes difficult situations, handing you multiple keys to enter into a much more positive dynamic that reduces your stress.
In the next sections, we’ll walk through each of Dan’s bird (personality) type and see the world from each perspective.
Once we understand these different styles, we can stop creating delusions that give us permission to dislike people. Instead, we move beyond biases and value different viewpoints, creating a stronger team dynamic.
Eagles (D)
Eagles, represented by the "D" in the DISC model, are driven by their results-oriented nature. They're direct and decisive, always focused on achieving their objectives quickly and efficiently.
When communicating with an Eagle, it's beneficial to use words like "win," "powerful," "challenge," and "momentum." They're attracted to the idea of overcoming obstacles and value productivity and achievement.
However, vague terms such as "maybe" or "try" should be avoided, as Eagles thrive on clarity and decisive action.
Tips for Influencing an Eagle:
Be brief.
Be authentic.
Avoid ambiguity.
Focus on big picture objectives.
Use action-oriented language and declarative sentences.
Open with a problem that his or her participation can help solve.
Keep your energy high, whether that means speaking or walking quickly.
Sit or stand straight, make eye contact, and speak with confidence.
Leadership Priorities:
Action Oriented: Focuses on progress through taking action.
Clear communication: Prioritizes brevity and clarity.
Confidence: Utilizes self-assurance and grand visions to inspire others.
Risk Taking: Will stretch what is possible to achieve a competitive advantage.
Leadership Weaknesses:
Flexibility: Slow to listen or adopt other perspectives.
Quality: Avoids drilling down into the details.
Pacing: Chooses decisive action over planning.
Focus: Prioritizes tasks over people.
Parrots (I)
Parrots, represented by the "I" in the DISC model, are vibrant personalities driven by their people-oriented and spontaneous nature. They are the life of the party, exuding optimism and a zest for fun in every interaction.
When engaging with a Parrot, using words like "fun," "exciting," "unique," and "innovative" will grab their attention. They thrive on new opportunities and adore anything that's fresh and different.
However, it's wise to avoid diving into intricate details or system-oriented discussions with them; they're less interested in the fine print and more in the broad strokes of an idea.
Tips for Influencing a Parrot:
Talk a bit faster to pick up the energy.
Be more informal in demeanor and dress.
If you’re comfortable, reveal something personal about yourself.
Smile. Parrots will connect with this and take it as a sign that you’re open.
Make physical contact, whether through a pat on the shoulder, warm handshake, or a huge.
Speak in superlatives, such as, “awesome,” “extraordinary,” and “the best.”
Begin an idea with “What if…” This invites a Parrot to freely explore their imagination.
Leadership Priorities:
Enthusiasm: Motivates others through high optimism.
Pioneering spirit: Sees possibilities where others see obstacles.
Relationship focus: Invests in relationships that instill loyalty.
Innovation: Resourceful problem solver.
Leadership Weaknesses:
Reliability: Inconsistent attention to appointments and tasks.
Process: Neglects the mechanics of how the operation will work.
Impulsiveness: Quick to make decisions based on feelings rather than evidence.
Follow-Through: Drawn to the beginnings of projects, not their completion.
Doves (S)
Doves, symbolized by the "S" in the DISC model, exude a calm presence and are deeply people-centric. Their harmonious nature draws others to them, making them invaluable team players. They're known for their unwavering loyalty, patience, and their attentive care in relationships.
When speaking to a Dove, phrases like "user-friendly," "thoughtful," and "holistic" resonate strongly with them. They appreciate predictability and thoroughness, seeking connections and meaningful interactions.
It's essential to approach them with patience and avoid pushing for immediate actions or diving into potential conflict situations; they thrive in stable, conflict-free environments.
Tips for Influencing a Dove:
Be genuine.
Slow down your pace.
Hold gentle eye contact.
Lower the intensity and volume of your voice.
Take a sincere interest in their hobbies or family life.
Body language should be relaxed rather than assertive.
Focus on the positive impact their work has on others.
Treat the Dove like a human being, not a cog in the machine.
Leadership Priorities:
Trust: Skilled at earning personal loyalty.
Thoroughness: Deliberate decision-making process.
Customer focus: Prioritizes customer needs.
Inclusiveness: Builds consensus for major decisions.
Leadership Weaknesses:
Passivity: May lack assertiveness required to address difficult issues.
Risk taking: May seek safety over necessary change.
Conformity: May follow the pack instead of lead.
Humility: May not display confidence and passion that inspires others.
Owls (C)
Owls, represented by the "C" in the DISC model, are methodical and prioritize tasks above all. Their detail-oriented nature ensures that every aspect is thoroughly examined, while their systematic approach guarantees structured and efficient results. These analytical thinkers often pose questions to get to the root of a matter.
They're attracted to terms like "meticulous," "organized," and "fact-checked," valuing precise, tailored solutions. To effectively communicate with an Owl, it's best to provide clear, fact-based information and avoid relying on gut feelings or vague assertions. They favor well-researched and organized ideas over randomness and mere intuition.
Tips for Influencing an Owl:
Calm your voice.
Be thoughtful in your speech.
Give owls plenty of physical space.
Give Owls extra time to fully consider decisions.
When talking, de-emphasize feelings and stick to logic.
Avoid saying, “I feel…” Instead, try, “I think…”
Articulate the process you went through to arrive at your conclusion.
Avoid too much eye contact. Intense eye contact is a form of aggression for this style.
Leadership Priorities:
Rigor: Bases decision making on data and analysis.
Knowledge: Skilled at explaining complex issues.
Systematic thinking: Strong commitment to building processes and procedures.
Logical decision making: Utilizes data to arrive at conclusions.
Leadership Weaknesses:
Low energy: May lack needed enthusiasm to capture and inspire others.
Lack of connection: May fail to build a guiding coalition for major decisions.
Minutiae: May fall into analysis paralysis.
Hesitancy: May be risk averse when boldness is required.
“Match The Moment, Not The Mirror” - Dan Silvert
Contrary to popular belief, the biggest reason we have unhealthy relationships isn’t because we’re surrounded by jerks who are out to get us. It’s because we misunderstand our differences.
Our perceptions and reactions to situations are so ingrained that it takes conscious effort to see how another might respond differently to the same scenario.
To strengthen your relationships and collaborate more efficiently, remember this: match the moment, not the mirror.
Respect your peers differences and lean in their direction. One of the most powerful applications of this framework is to understand others' underlying intentions and actions from a predictable style perspective.
By understanding the roots of others’ behavior and adapting your own actions to match them, you can clear away their resistance. Collaboration becomes easier.
Final Thoughts
Each of us possesses a distinct combination of Bird Styles - a primary and a secondary. Discovering your own might surprise you. Recognizing and embracing these styles is crucial for heightened self-awareness.
They highlight our natural strengths and areas that require growth, helping us harness our innate talents while also appreciating the unique strengths of those around us.
Reflect on your own dominant style:
Are you the assertive Eagle?
The lively Parrot?
The compassionate Dove?
Or perhaps the meticulous Owl?
By connecting with the DISC framework, you're not just understanding your abilities – you're unlocking your hidden genius. This isn't just self-reflection; it's a way forward. It helps you navigate both personal and work life with purpose and understanding.
Remember, the first step to being great is knowing yourself. Use the DISC to discover what you can do and set a clear path for growth.
Until next week,
Kyle Nitchen
LAST WORD 👋
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I am strongly S and C. We use DISC in our leadership courses. What is interesting to me is that most of the top leaders in my agency are on the D and I side of things.
This as well so much resonates with the personality test freely given by the Jim Kwik.org using different animals to indicate some personality traits. I for one move in an out between D and I depending on the people and place I find myself. Presently in my new Construction manager Job; I came in with the D; but after staying with team for 6 months now; I have decided to go the I and see which works best to enhance my productivity.