BY THE END OF THIS ARTICLE YOU WILL BE ABLE TO:
Reinforce foundational knowledge of the DiSC assessment
Explore applications of DiSC when working with teams
Incorporate information from DiSC into a Cloverleaf SWOT
DiSC is another assessment that you, and many professionals you serve, have probably taken in the past. Similar to 16 Types, it’s a great idea to just take a quick deeper dive to apply DiSC in a team context and in the context of a Cloverleaf SWOT.
Access DiSC Resources Here:
KEY FACTS ABOUT DiSC
DiSC is an acronym that stands for the four main personality profiles described in the DiSC model: (D)ominance, (I)nfluence, (S)teadiness and (C)onscientiousness.
Notice that the styles have differing motivations and core concepts that drive them. DiSC is more of a behavioral assessment compared to a personality assessment like 16 Types.
D styles are motivated by driving results and achieving success. They put a high emphasis on execution and taking action. They can be dominant on teams, in conversations and are often driven, determined and outspoken and competitive.
I styles are motivated by forming and maintaining positive interpersonal relationships, social recognition and group activities. They take action but enjoy the collaborative process it takes to get there. They bring warmth, optimism and enthusiasm to the team.
S styles are motivated by a spirit of cooperation, serving and helping others and sincere appreciation. What is centrally important to S’s are offering support, collaborating and creating harmony. They bring a sense of calm and consistency to teams and may often play the role of peacemaker.
C styles are motivated by opportunities to learn, use and offer their knowledge as well as producing quality outcomes. Ensuring precision and accuracy are key for C’s. They ask tough questions and challenge assumptions to ensure that no stone is unturned. They bring a sense of commitment to quality and thorough analysis to teams.
Each individual AND team is a blend of styles. Even if an individual or team is dominant in one area, there are strategies to counteract where there may be gaps. Teams can learn how to leverage each other and build in strategies to create more balance.
APPLYING DISC TO TEAMS AND POSITIONING IT IN THE CLOVERLEAF SWOT
In the 16 Types article, we outlined EVERY possible example for each type to give you the idea of how things can fit into a team session, and within the Cloverleaf SWOT. Going forward we’ll look at a few different applications for each assessment that you can extrapolate on and use your own consultant/coaching know-how to design!
With DISC specifically, what is interesting is that some industries may attract certain styles more. Architects need to be precise, so it’s likely teams in this industry will be high on “C.” Nonprofits may attract more “S” styles who are service and harmony focused. Below I’ve outlined several possible trends you may want to look for or speak to.
DISC PATTERNS TO NOTICE ON THE TEAM DASHBOARD
A Balanced DISC Team: While each team will have a “team type” when it comes to DISC, you want to pay attention to the entire team disbursement on the DISC visual.
POSITION A BALANCED TEAM AS A STRENGTH
A balanced team with DISC is always a strength. You’ll want to point out different people on the visual and call out what the team can likely rely on them for
1. “I’m sure that Sue and John, both ‘Ds’ are the people you can count on to get things done. When you struggle to move forward as a team, leverage and rely on Sue and John to help you see the forest through the trees.”
2. “April and Joe are probably always ready to plan the next team Happy Hour! Their strong i style brings the necessary lively energy to the team to keep things social and enjoyable. Leverage April and Joe when welcoming new team members or to coordinate team recognition efforts."
3. “I’m sure when you are racing against a deadline and need some calm and perspective, Ben and Hannah, your high Ss, are always there with a helping hand. When conflict arises, leverage Ben and Hannah’s motivation for cooperation to create healthy task conflict that stays productive.
4. “If you want quality assurance and to make sure all the Ts are crossing, you can probably count on Jane and Ken, both ‘Cs’, to catch every detail. Leverage Jane and Ken particularly when a second set of eyes is critical or when details start dropping out.
Ask: Is there anything you notice from seeing how balanced your team is in this way? How does it serve your team? Who can share an example?
ADDITIONAL TRENDS TO NOTICE
Below are several other trends to notice and suggestions of how to position them on the Cloverleaf SWOT as part of a team session.
Not enough “D’s” — Positing as a threat to productivity/growth:
If a team is low on “Ds”, meaning few or no people have it as their dominant style, you want to focus on suggested strategies to increase implementation and follow through. Teams without enough D energy may get stuck in analysis paralysis or may find they have a tough time making decisions or driving outcomes. Where do they struggle to get things over the finish line? Is it challenging to make decisions or move projects along? What strategies can they put in place to increase efforts to implement and cultivate leadership?”
Not enough “Is” – Position it as an opportunity for growth:
If a team is low on those who have high “i” percentages, they may need a shot of enthusiasm or connectedness from time to time. Don’t assume anything about their interpersonal relationships but you want to emphasize the need for planned team building and even informal recognition which can cause teams to strengthen interpersonal skills. Remind them that they need to take breaks to just connect at a human level from time to time which actually strengthens the ability to get work done. Where does the team see that it could make more of an effort in this area? Are they already doing so?
Heavy on “Ss” – Position it as an opportunity for growth:
Teams with a lot of individuals who have high percentages of “S” behaviors at times might be so concerned with team harmony that they avoid healthy conflict or igniting productive conversations that might put people out of their comfort zone. “S” energy is essential on a team, but when too many people are focused on people pleasing, it may prevent key issues from surfacing that can hinder growth or productivity. Who on the team can be counted on to pull in more “D” or “i” styles to ensure that the team doesn’t get stuck in being polite over being authentic? Is this something they notice? How does it show up right now on the team?
Heavy on “C” – Threat to productivity/growth OR a strength:
Here’s where you can get creative! It’s great to have detail-oriented people on the team and it can definitely be a strength. This will ensure quality outcomes and met deadlines. It will also push the team to operate at a level of excellence. What it can also do (this is the threat part) is drive teams into the weeds of minutia. “C” gone awry is a recipe for hyper perfectionism. Teams also want to vote for progress over perfection. In some industries, a C might be essential when it comes to safety or compliance, but in other industries, the imbalance of more Cs and less of the other types can be a threat to productivity or growth. Ask the team how the higher amount of Cs affects their team. What are the strengths or weaknesses that show up?
We hope this guide is valuable in helping you maximize your ability to lead teams through making the most of Cloverleaf!
For more help with Cloverleaf, view related help articles: