One of the dangers of learning about DISC is that you may think you now understand all there is to know about it. You will be able to use what you learn in this introduction to reduce conflict, improve productivity and relate with others more effectively.
The main distinguishing feature of this style is its low Influence score, describing a style based more around practicality and rational thought than emotional considerations, and being generally reluctant to reveal information about themselves, their ideas or their feelings. We use words like Cautious,Calculating, Competent, Conscientious, Contemplative, and Careful to describe this personality style. They decide slowly – only after careful consideration of options and implications. Here is an important tip if you have high C traits … remember that most others do not have the desire or inclination to understand all of the details.
The D, i, S, and C personality types. Call us (877) 344-8612 M-F 9am-5pm CST. C-style profiles are the most analytical and reserved of the 4 DISC styles, also known as 4 personality types. Brainstorming about far-out ideas instead of clear ones. They are just different. The elevator doors are about to close on an eager rider who is trying to get on the elevator.
C’s think things through, and that is a fantastic quality. Emails should be clear, detailed, and factual.
You can think of this trait as each person's "internal motor" or “pace.” Some people always seem ready to "go" and "dive in" quickly. The next few pages can be the start of your own empowering discovery process. We are here to support facilitators, trainers, and coaches.
Studies have shown that technical skill, beginning with intelligence and developed through education and experience, accounts for only 15% of success in the workplace. While high C’s are reserved, … Therefore, it’s important to know what kinds of activities energize each personality type and which activities drain them.
Explaining things with emotional, expressive language. When in a relationship with another conscientious personality, it is important for them to be aligned in their ideas to avoid a great deal of future conflict. Task-oriented means that they are focused on specific tasks – even if the task is mental versus physical. Our profiles and tools help teams work better.
Understand that there are natural differences in strengths; one of yours is likely your organization, so there will likely be many scenarios in which it’s best for you to adopt the organizational responsibilities. Using examples of people we know, famous or otherwise, helps us to quickly identify DISC styles.
Every personality archetype has strengths and blind spots, and these are often amplified in professional settings where we often encounter a diverse group of people with vastly different backgrounds and value systems. People with D personalities tend to be confident and place an emphasis on accomplishing bottom-line results.
A third rider is happy either way and smiles while waiting patiently (reserved and people-oriented). With a position on the bottom left of the DISC, Analysts are likely to approach life in a serious manner.
Others tend to “shut down” when that happens. (The key insight in developing a relationship with this type person is RESPECT and RESULTS. Doesn’t express disagreeing views easily.
There is no DISC profile that is better or worse. The descriptive terms will begin with D, I, S and C. As mentioned before, we will add the descriptive terms to the diagram. In addition, one certainly can adapt from one’s natural DISC style to different situations and roles. There are 4 basic steps in learning how to work with other people: As I wrote in my book, Positive Personality Profiles, “If I understand you, and you understand me, doesn’t it make sense that we can work more effectively together?”. CD styles tend to be skeptical, stubborn, and disciplined, influencing others through their strict standards and resolute approach. With both observations, we want to emphasize that these behavioral tendencies are neither right or wrong or good or bad. This person focuses on being correct and accurate. Really the only option is, head down and focus on the job. Traits: skeptical, determined, questioning, critical thinker, stubborn, cynical, objective, disciplined, systematic, high standards, Goals: efficient results, rational decisions, Influences others through: strict standards, resolute approach, In conflict: sticks up for their own rights; becomes passive-aggressive, Could improve effectiveness through: cooperation, paying attention to the needs of others. You will also notice that descriptive terms have been added in each of the 4 corners of the diagram. All DISC tests, including the Everything DiSC ® assessments, are built upon the foundation of what William Moulton Marston identified as four primary emotions and associated behavioral responses.
They can be extremely diplomatic. Analysts can be practical, private partners. Marston’s DISC system began with the four compass points of personality that give the profiles their name: dominance (D), influence (i), steadiness (S), and conscientiousness (C).
DiSC personality types are identified as D (dominance), I (influence), S (steadiness), and C (conscientiousness) . Talent Gear can help you make smarter hiring decisions and build a stronger, more successful organization. Show patience when answering clarifying questions, Give them plenty of space to work independently, Misunderstand an assignment because they didn’t meet in-person, Unnecessarily criticize the actions of their coworkers, Carefully considering their choice in partner, Thinking through what they say before they say it, Being comfortable with necessary conflict.
The good news is that there is a simple key to understand how people behave and how they are motivated. They prefer to keep distance from people.
Analysts can help more outgoing, quick-acting coworkers take the time to stop and think through important decisions. 770-509-7113, Link to this page:
Below are the Enneagram and 16-Personality types that are similar to DISC Type C. You can find your DISC, Enneagram, and 16-Personality types by taking Crystal's free personality test.
May be very critical; criticism based on facts, not opinions. C styles tend to have goals such as these: C styles may need to expend more energy to: C-style leaders can be conscientious, disciplined, and diligent, providing high-quality outcomes through careful analysis and planning.
Their feelings are less attached to sentiment and more attached to principles. A lack of understanding of ourselves and others can lead to real problems such as tension, disappointment, hurt feelings, unmet expectations and poor communication. To summarize the DISC Model of Human Behavior (in clockwise order): We spend years in school developing our intelligence to effectively use our mind. The DISC types come from the William Marston’s DISC Model. Below are the Enneagram and 16-Personality types that are similar to DISC Type SC. Sincerely,
C-profiles prefer conversations where they don’t have to focus on opinions or abstract matters.
C-styles are cautious and hold themselves to high standards. C-styles make sure that everything works the way it should.
They are likely to prefer independent work over lots of collaboration, and typically prefer more structured environments that have established rules and processes.
Ignore the naysayers.
Solving problems with thorough analysis of the existing data.
DiSC test is a powerful tool to analyze the human personality profile quickly, describing people’s dominant and sub-dominant DiSC types. Once you complete the DISC assessment below, you'll be able to see your DISC type. Dr. William Marston wrote “The Emotions of Normal People” in 1928 after earning his doctorate from Harvard University. Unauthorized use is an infringement of copyrights, trademarks, or proprietary rights. They engage their motor quickly. Take a DISC assessment to discover your strengths.
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I have a saying that, “your strengths should carry you while your blind-spots should concern you.” Being able to identify and articulate your strengths can be very empowering. Feedback should be specific, detailed, and delivered with logical reasoning.
They are usually fiercely pragmatic and frequently solve problems with an analytical, fact-driven approach. This misconception is often based on observing that C personality styles are often not very talkative. It’s a carefully rendered painting representing a traditional still life on a stable base. Get exclusive product information, facilitation support, tips, and updates from the leader in Everything DiSC®. DISC Certification Training (become a human behavior consultant) Video Intro of the PBS Special DVD: The Model of Human Behavior by Robert A. Rohm, Ph.D. (also on YouTube) Free 4-part online course on Better Relationships. They don’t readily express disagreeing views. One of the people in the crowded box is in a hurry and does not want to wait (outgoing and task-oriented). Avoiding or resisting people who do not use a systematic approach to organizing work.
Click through the slides below to learn more about C types: Select the word that most describes you and the word that least describes you.
The DISC wellness model is a good framework for understanding people. Helping others become more methodical and efficient in their processes. The DISC Model of Human Behavior is based on 2 foundational observations about how people normally behave: Observation #1: Some people are more OUTGOING, while others are more RESERVED. The DISC Model of Human Behavior presents four main personality styles, and the “C” style is one of them, of course.
Taking time to think things through when making decisions. Their approach is incremental and measured. Creating procedures, rules, and guidelines for other people to follow. Search this
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While C types tend to be more task-oriented than people-oriented, they can be very loyal and committed to friends and family. Taking a lot of time gathering information and assessing risk before making decisions. I trust this introduction will help you to experience more success in your life!
Here are some quick and simple ways to identify the C-style profile type: Attributes are the words people use to describe the behavioral style of the C-style profile. We identify 41 specific personality blends that are all very different. The DISC model is based on normal behavior, not abnormal behavior. In that way, a high C can come across as a high D (Dominant, Determined, Doer) at times.
These skills are developed through learning better ways to behave and interact.
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