Pay Better Attention!

Questions This Guidance Answers: 
  • How do I quickly work out someone's DiSC profile?
  • What are the indicators of people's DiSC profile?
  • Where I can use DiSC?

We continue to get lots of positive comments about our series of podcasts on DiSC profiles. Every once in a while, someone suggests we should try a different tool, such as Meyers Briggs, but we always demur. The reason is because DiSC has it right: the focus is on BEHAVIOR. The beauty of the behavioral profile is that when we meet someone, when we develop a relationship, when they work for us, or with us, or we for them, we are always interacting with their behavior. And perhaps more importantly, organizations reward us not for our intentions, not for our plans, not for our personalities, not for our cognitive skills- we are rewarded always for our behavior.

In this cast, we recur to DiSC, and cover something we've alluded to a thousand times: how does one get a quick read on someone else's behavioral tendencies? What can we DO to improve our communication (and therefore relationship, trust, and ultimate results) with someone about whom we don't know their profile? It's easy to learn, and once you practice, you can get very good very fast.

And there's an important note in this cast also: you don't need to know anything about Disc to benefit from what we're recommending - it works for EVERYONE, all the time.


  [Play in Popup]


Extra Content
Legend:
    Manager Tools Personal License
    Interviewing Series
    First Job Fundamentals   

Doesn't hemisphere mean half? Maybe

Doesn't hemisphere mean half? Maybe hair splitting-- but can we really have 4 hemispheres? Maybe a better term is quadrants?

Hemisphere does mean half, and we CAN

Hemisphere does mean half, and we CAN have four hemispheres (or an infinite number)... just depends upon how many times you're slicing it. We slice it twice: once vertically, and once horizontally.

Top, Bottom, Left and Right. There is not a right "quadrant"... there are two quadrants on the right.

When you get to the quadrants, TR, BRs, BL, TL, you're talking the 4 profiles, I, S, C, D... that's too hard a distinction to make for most folks. So just thinking hemispheres gets much better results.

Mark

Got...but as a number's kind of gal

Got...but as a number's kind of gal four "hemis" hurts my ears...kinda like jumbo shrimp. Hmmm...did I just reveal my profile???

And you expect military intelligence

And you expect military intelligence from Mike and me?

Hey guys, enjoyed that podcast. Every

Hey guys, enjoyed that podcast. Every time you share a story about determining the DiSC type, I've wondered how I can try that. Now I have a starting point to begin with and build upon. It'll be interesting to see if I can start with that and how long it will take me to move forward.

I would love to hear the entire story

I would love to hear the entire story of the flight and the application of the tool.

I've listened to this in the pop-up

I've listened to this in the pop-up window but I cannot load the podcast through i-tunes. The title shows but it refuses to load. Is there perhaps a problem with the file?

Hello, I am having the same problem

Hello, I am having the same problem that Peggy did. The file will not load through I-tunes. I even unsubscribe and resubscribed and this didn't help either.

I'm sorry you're both having troubles.

I'm sorry you're both having troubles. Unfortunately, I'm not sure where to go from here. The file that loads in the pop-up window is the exact same file in the RSS/iTunes feed; there is only 1 file.

I'm curious, do you both have the latest version of iTunes? Or a better question, *which* version of iTunes do you have? As pointed out by another user, a number of folks are having similar problems with the latest version of iTunes. There's a thread on the Apple website that outlines it in more detail: http://discussions.apple.com/thread.jspa?threadID=731145&tstart=0

Mike

I just last weekend updated to the new

I just last weekend updated to the new iTunes. Does the link provide a fix?

I don't seem to have the same problem with my other subscriptions.

I confess to having a problem with

I confess to having a problem with DiSC, and it's personal. I recently completed my own DiSC profile and was a "Developer." For those who don't know, that means super-high D and low, low everything else. What irks me is that the words used to describe my alleged type are highly perjorative: egocentric, domineering, self-righteous, withdrawn, impetuous - you get the idea.

Bottom line - if I saw this report for someone I did not know, I would conclude that they were a dysfunctional bully with no business in any organization, except perhaps a correctional facility!

In my case, I have traditionally received very positive feedback and scored highly in 360 surveys in all areas, especially peer coaching, development, collegiality, team building and other "high i" indicators. I have been told I inspire loyalty and motivate others, leading to low turnover and successful relationships, and have been successfully promoted through various management positions.

Why is this tool giving such a one-dimentional so-not-me result?

ascott - Just a thought from a

ascott -

Just a thought from a fellow "Developer". I also think of myself as being far more well-rounded than my scores indicate. Additionally, my colleagues laughed at my results and told me that while some of the descriptors associated with my HIGH D scores are spot on, they percieve me as being far more people focused and relationship-sensitive than the scores indicate. I actually take this as a bit of positive feedback. I think that the disparity between the DiSC predictors for my profile and the actual perception that other people have of my behavioral style indicates that I have managed to "overcome" some of my own inate shortcomings in order to be more effective. Of course, tongue firmly in cheek here, my positive analysis of this situation may be yet another example of my own egocentricity!

The bottom line is that when I read the analysis provided by the DiSC test about my own behavioral profile, I see a lot of descriptors that tell me where I really live. However, I know that by keeping these "faults" in mind, I can engage in more effective behaviours when relating to other people.

Craig.

Note from a fellow listener. Sounds to

Note from a fellow listener. Sounds to me like you both simply learned how to manage your preferences and work well with other profiles. I've met some very strong Ds who have not.

Like Peggy and alaskamike, I am unable

Like Peggy and alaskamike, I am unable to receive this cast thru itunes.
Frustrating....anyone figured out what the problem is yet?

Peggy- Yes, well. Sounds like those

Peggy-

Yes, well. Sounds like those folks will be less effective in the long run. Managing one's own emotional state, understanding others', and adapting are the crux of the tool.

Mark

Edwin- Sorry, but discretion is one

Edwin-

Sorry, but discretion is one of the best parts of being a gentleman.

Mark

Ascott and Craig- I'm going to

Ascott and Craig-

I'm going to gently suggest you take a second look. I won't flatly deny that it's off base, but I will say I've done this 10,000 times, and I've never seen one off very much.

A couple of thoughts:

- You're probably focusing on the negatives. When I read mine, that's what I do. It's naturally to do so.

- Your friends will always tell you nice things. Sorry.

- ALL profiles have strengths and weaknesses.

- I'm quite familiar with the Developer profile... it's Mike's. There's lots to like in there: seeking new horizons, self reliant, independent, free of constraining influences, bypass convention, create innovative solutions, persistent, do whatever is necessary to achieve success, high expectations of others.

it doesn't sound like a dysfunctionally bully to me... though there are probably plenty of bullies who show up as Developers, just like there are lots of roadblocks to change that are "Objective Thinkers".

This profile is not "who you are". It only shows how you behave when you are not thinking about behaving. You can behave any way you want, and I suspect you do... you probably just have high adaptability. In other words, because you are aware of it, and interested in effectiveness over self-protection, you more often engage in other behaviors than this pure description.

Just think, in my profile, it says, "Others may feel used by [their] manipulation powers. The first few times I read that, it burned and I rejected it. Now, it still burns, and I know it's accurate.

But it's not me. It's just my tired and not thinking behavior.

Mark

I'm playing catch-up, but can't get

I'm playing catch-up, but can't get this one to play. Only get the 20 sec intro. No problems with all others. Brad

Sorry you're having troubles, Brad. As

Sorry you're having troubles, Brad. As far as I can tell, the podcast appears ok on the server. I suspect it has to do with an incomplete file in your cache. You may try deleting the file, emptying your browser cache and download again.

Mike

Hello, In my industry we have an

Hello,
In my industry we have an expression, "Give the customer what they want and they'll come up with three more things". So in that vein, great cast, thank you. I was hoping you could share a few more person vs. task indicators. I observe people and end up using characterizations for the right/left hemispheres, despite my best attempts not to.

Thanks, Marc

Marc- Help me here. I don't

Marc-

Help me here. I don't understand what you mean by, "share a few more person vs. task indicators. I observe people and end up using characterizations for the right/left hemispheres, despite my best attempts not to".

Mark

Mark I apologize, I wasn't clear. When

Mark
I apologize, I wasn't clear. When observing someone, I see that they talk quickly and are using fast, slashing gestures. All of these are indicators of a top hemisphere person.

When looking for indicators of right or left hemisphere I'm not very successful. I end up thinking things like friendly, outgoing or dry, which aren't helpful. In the podcast you suggest looking for multiple smiles. I was wondering if there are any other indicators you could recommend looking for.

Thanks, Marc

Not sure if this helps with those folks

Not sure if this helps with those folks experiencing technical difficulties or not, but I recently experienced difficulties accessing some of the podcasts but not others - eventually I realized that not all podcast files are hosted on the same server - and I was prevented from accessing one server location by our internal firewall settings - I requested access from our IS department and now I can get all to play...

Marc- Some things to look for: Right

Marc-

Some things to look for: Right hemisphere folks use names. They smile a lot more than others. They are more likely to touch others. They use more emotional, less rational words, like fun and happy and warm and good, versus, say, effective, sharp, correct, right, win. They talk about other people, either by asking about them or telling stories about them. They describe situations in terms of the others involved and themselves, as opposed to the facts involved, or the stakes, or the processes or setting.

Hope this helps!

Mark

Thank you Mark. I'm adding them to my

Thank you Mark. I'm adding them to my practice list.

Hi Guys In this cast you mention a

Hi Guys
In this cast you mention a link to take a DiSC assessment (at a reasonable price) – can’t seem to find any link?
Absolutely love every one of your shows. As a technical trainer who is just getting started to deliver leadership and teamwork workshop, your podcasts have boosted my confidence and skills to deliver this type of material.Also I’m looking forward to your stop in Hartford, CT.
Thanks for great material, by far the most useful information in anyone spot on the web! I recommend your site to many many people, and each person has come back to thank me.

Mark, I do understand that I should

Mark,

I do understand that I should adapt my top hemisphere speed and gestures if I talk to a bottom hemisphere guy (and am working on it for a long time), but do you actually imply that I should stop / decrease smiling if talking to a left hemisphere person?

Cheers

Alex

Alex- No. ;-) But avoid lots of

Alex-

No. ;-)

But avoid lots of adjectives and stories and illustrations. Think: short and factual.

Mark

I was just interviewed by what I think

I was just interviewed by what I think was a high I HR manager in an emerging software firm (140 people). She is the entire HR department and made a lot of absolute statements like "we have been trying to hire this position in NYC but you CAN'T FIND ANYONE in NYC." So I took these as part of the I's tendency to exagerate/oversell etc. Feel free to let me know if I was off base.

So in the thank you letter, I tried to write it like the feedback model. Lots of praise, thanked her for introducing me to people, appreciated the culture, thought highly of her book recommendation. Made it more about her popularity and relationships.

Any thoughts?

*RNTT

RNTT- Well, it sounds good in

RNTT-

Well, it sounds good in theory, but I'd have to see the letter (copy and paste if you like) to be sure. You have to be careful talking about someone else's "popularity," but I like the intent.

And to think our thank you note cast is coming out THIS WEEKEND! (though it's not specific to interviews).

Mark

Hey guys, I did a training this

Hey guys,
I did a training this morning with our staff of 15 using the DISC "cheat sheet". It was a home-run if I say so myself, largely because of the strength of this terrific tool and listening to your 4-part series on Disc.
We've done some staff training on DISC before, but your casts gave today's activities a new focus on specific behaviors and communication styles. Somehow that seemed to get everyone's attention and actually made it pretty fun.
I love what you guys do and how you do it!
Keep up the great work!
Lori (high I)

Lori- Many thanks for the kind

Lori-

Many thanks for the kind words! Glad you're getting value from our work.

Alas, THAT kind of value isn't covered by our podcast licenses and our copyrights. :-( You're only supposed to use our work for yourself - we ask that you not use our work to teach or train others. We are licensing our work to organizations, and we're trying to find a balance between helping and paying the bills.

We understand this instance, and glad it helped! And if you'd like to continue, just send us an email and we'll figure something out.

Mark

Wow- truly sorry Mark, I have referred

Wow- truly sorry Mark,
I have referred several co-workers to your site and they have all commented that it was so helpful that this seemed like the logical next step to take.
My bad. You can be sure I won't do that again.
Lori

Lori- Please let any concerns go! We

Lori-

Please let any concerns go! We completely understand and are still glad that others benefited. Just ask them to sign up directly.

Glad you're with us!

Mark

Hey Mark, I am having the same

Hey Mark,

I am having the same problem as c2200, only part of some podcasts download completely in iTunes for the members only podcast namely; How to Handle Agendas in a Meeting (Part 1 of 2) [3:53], The Peer Feedback Model [0:32], Your Admin and Your Email [0:20]. I tried deleting and reloading but I can't find where to download them as they are members only content and not listed on iTunes. I do not know how to delete iTunes browsers cache if there is such a thing and I tried looking, maybe not hard enough. This podcast Pay Better Attention is working but I decided to reply here as I saw someone with the same problem. I have the latest version of iTunes and the regular podcast (non-members casts) downloaded completely for their respective casts. If you want me to post this question on the form I will.

Brett

PS I love the show, I even listen to it while traveling like I am now in Chengdu, China

hello mark and mike, I listened to

hello mark and mike,

I listened to this cast today and it was very helpful, the guy at my old work who put me onto this was someone very effective at reading people's DiSC profiles and modifying behaviour. Which was great because he is the development manager.
I was also hoping that this might touch on 'Active Listening' as a skill, I know this is a limitation of mine that promises round the board improved effectiveness, and Mark touched a couple of times on what I understand to be the crux of active listening which is to switch from thinking about what you are going to say next, to paying attention and thinking about what the person is saying.
My problem is that I can't find a good source on how to do it. My former trainer mentioned that police do it very well, often having two people 'actively listen' to you when being interviewed on the street (I'm not an offender myself, but public transport in Melbourne Australia on a friday night often has police interviewing drunk and disordorly). I think this cast covered a lot about reading behaviour and expressions, which is what I'm told police do, one to listen to what you are saying and take notes, the other to scan your facial expressions and body language.
Anyway if you guys have a how to, even in a point form comment, I would be much obliged. In my free time I'm high S but at work jump from I to C (C with managers, I/S with directs)

tohm

sorry that last point seems

sorry that last point seems ineffective, what I mean by it is that I switch style quite often within work, but my attention seems to follow the lines of power effecting my effectiveness. eg. I ask lots of questions to try and get objective grasp of what a manager expects of me, but when dealing with directs I either tell them my vision relating to work, or ask questions focused on relationships to promote harmony in the team. I think though that active listening could help particularly with my directs in the future. Travelling now, not working till I get back to Australia in roughly 5 months time.

tohm.