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Northwest Ministry Network Terry Gurno 9.21.2012. STARTING POINT. What We’ll Cover. What the DISC IS and IS NOT Why should you use it Using the DISC to know YOURSELF , know OTHERS , and ADJUST your style to match theirs

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  1. Northwest Ministry Network Terry Gurno 9.21.2012 STARTING POINT

  2. What We’ll Cover What the DISC ISand ISNOT Why should you use it Using the DISC to know YOURSELF, know OTHERS, and ADJUST your style to match theirs Building your team so they can stay in their strengths and leverage weaknesses

  3. To use the DISC as an effective tool you must realize … • There is no right or wrong DISC profile • We each have some D, I, S, & C in us, but just in different amounts • We need to respect what we are and respect others for what they are • Successful People: • Know who they are • Know their personal strengths and weaknesses • They surround themselves with capable people • Know when to use their strengths and when to allow other to compensate for their weaknesses

  4. What DISC is NOT

  5. What the DISC IS • An Observable Language…The “How” you do What you do • A Universal Language • A tool to use for hiring, managing, self development and leading staff/team

  6. DISC – What it does • Gives a structure to understand human behavior that is: • Effective • Proven (research) • Easy to use and understand • It allows you to: • See behavior patterns and relationships between behaviors with yourself and with others • See behavior patterns and relationships between people/jobs (focus on behaviors not personalities • Better manage people: yourself, others, team/staff

  7. The Value of the DISC • Identify your style. • Identify, understand and appreciate people who have a different style. • Develop a process to communicate with the different styles but knowing your style, recognizing others, and adjusting your style to match theirs

  8. DiSC® MODEL HO 4-2 Active Fast Paced Assertive Dynamic Bold i D Influence Dominance Questioning Logic Focused Objective Skeptical Challenging Accepting People Focused Empathizing Receptive Agreeable C S Thoughtful Moderate Paced Calm Methodical Careful Conscientiousness Steadiness

  9. TRADITIONAL DiSC® MODEL HO ALT 4-1 Perceived Power and Favorability of the Environment Perceives Self as More Powerful than the Environment D i Perceives a Favorable Environment Perceives an Unfavorable Environment C S Perceives Self as Less Powerful than the Environment

  10. D—DOMINANCE HO 4-4

  11. i—INFLUENCE HO 4-5

  12. S —STEADINESS HO 4-6


  14. MY VALUE TO THE ORGANIZATION HO 4-8 Active D i Accepting Questioning S C Thoughtful

  15. IDENTIFYING OVERUSED STRENGTHS HO 5-3 Commonly Overused Strengths Results/Impact of Overuse Example: Analyzing and checking May become perfectionistic and indecisive.


  17. ACTION PLAN: MY STRENGTHS AND OVERUSES HO 5-6 Given what you know about your strengths and overuses, complete the following action plan.

  18. MORE ABOUT YOU: D HO 5-7

  19. MORE ABOUT YOU: i HO 5-8

  20. MORE ABOUT YOU: S HO 5-9

  21. MORE ABOUT YOU: C HO 5-10

  22. FOUR RESPONSES TO CONFLICT HO 6-3 Tends to:ASSERT DEMAND Goal: Victory EXPRESS Goal: Acknowledgement • Becomes aggressive and autocratic • Creates win/lose outcomes • Refuses to bend • Overpowers with force • Wants to be heard • Glosses over tension initially • Verbalizes feelings impulsively • Personally attacks D i Focus on:LOGIC Focus on:FEELINGS C S • Becomes defensive • Strategizes in controlled fashion • Resists passive-aggressively • Overpowers with logic and facts • Avoids aggression • Tries to save relationships • Accommodates or gives in • Simmers beneath the surface WITHDRAW Goal: Justice COMPLY Goal: Harmony Tends to:SUPPRESS

  23. KEYS FOR RELATING TO D  DOMINANCE HO 9-2 High D’s want others to be direct, straightforward, and open to their need for results.

  24. KEYS FOR RELATING TO i  INFLUENCE HO 9-3 High i’s want others to be friendly, emotionally honest, and to recognize the high i’s contributions.

  25. KEYS FOR RELATING TO S  STEADINESS HO 9-4 High S’s want others to be relaxed, agreeable, cooperative, and appreciative.

  26. KEYS FOR RELATING TO C  CONSCIENTIOUSNESS HO 9-5 High C’s want others to minimize socializing, give details, and value accuracy.



  29. Reading the Graph HO 12-2 Looking at this graph…. What are the strength and weaknesses? What role(s) on the team would be best? What else is important to know?

  30. Building Your Team: Role Profile – Determining Needs • Role Standards: • Primary Objectives – What are the major objectives or outcomes to be accomplished by the person in this role? • Regular Work Activities –What are the most frequent and most essential work activities in this job? • Leadership/Management Responsibilities – How many people and which roles will be directly lead/managed by this person? • Key Skills –What behavioral traits, attitudes, and skills are required? • People Contacts and Interactions– What are the primary people contacts in this job (who, why, and how often)? • Compensation– Fill in as appropriate - Components to consider include: base salary, health insurance, stipend, and other benefits. • Role Requirements • Experience, Training, and Education – What prior work and life experience will help the person in this role succeed? (Education, industry-specific, sales, administrative, management, customer-service) • Preferred DISC =

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