Understanding DISC and Motivators for Team Collaboration

1. Improving collaboration, communication, productivity and profits through understanding relationship dynamics.

2. Learning the benefits of aligning with one’s values.

3. Understanding your own and others behavioral dynamics for building effective teams.

4. Recognizing, understanding and appreciating different interactional styles.

5. Effectively adapting oneself for enhanced communication, problem solving, and building team relationships.

The value:

 •Here is a brief introduction to the assessment tools Values Workplace Motivators and DISC Behaviors. The assessments are research-based, problem solving tools dedicated to improving your quality of work-life. •Why do this? Knowledge is the strongest modifier of beliefs and behaviors. If we know and understand our values and behaviors, we are then able to adapt them in order to create exceptional results. •Perception is reality. Values are the drivers and motivations behind our behaviors and actions. Values are beliefs held so strongly that they affect the behavior of an individual or an organization. Values motivate employees to sell, manage, service, or connect with customers. •You cannot adapt your behavior until you know what you value and believe. With the knowledge of values, employ ees can perform in ways that satisfy their inner drive. This in turn drives job satisfaction, high morale, high performance, retention, creativity, and innovation.• 

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An individual’s experiences, references, education, and training tell us WHAT they can do. A behavioral assess ment will tell us HOW they will do it. However, it is not until we know an individual’s values that we will under stand WHY they do what they do. When you understand your values, you can appreciate your behavioral styles. You then build behavioral intelligence by more accurately assessing the situation, altering your behaviors, and creating more effective communication, powerful decisions, and resolving conflict.  What will the DISC assessment do for you? It will benefit you in the following areas:• Productivity• Increase Energy• Decrease Stress• Communication• Influence• Team Building• Relationships i.e. sales• Customer Service• Conflict Resolution• Time Management• Goal Setting• 

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DISC and Motivators Improves Collaboration, Communication

and Productivity Through Understanding Relationship Dynamics

This allows us then to:Identify – Retain– Develop

Our TALENT

* It is essential… that in order to understand our relationships with others,

we must first understand and except ourselves……both the positive and the negative

The Gallup Management Journal's Employee Engagement Index puts the current percentage of employees who are Actively disengaged at 17%. That’s about 22.5 million US workers. Gallup defines actively disengaged as employees who are not just unhappy in their work, but who are busy acting out their unhappiness by undermining their co-workers - causing their employers roughly $13k in yearly productivity losses on average.

A majority of workers (54%) fall into the “Not engaged" category - defined as “checked out” - putting in time but not energy or passion into their work.

Only 29% of workers are estimated by Gallup to be truly “Engaged" – i.e., employees that “work with passion and who feel a profound connection to their company.”

These first two numbers add up to a whopping 71% of workers that are in cruise control and sabotage mode!

Gallup estimates that these actively disengaged employees cost the U.S. between $450 billion to $550 billion each year in lost

productivity.

ENGAGEMENT REDUCES OVER TIME• Less than 6 months= engaged (38%) not (50%) disengaged

(12%)

• 6 months- 3 years= engaged (27%) not (55%) disengaged (18%)

• 3 – 10 years= engaged (22%) not (56%) disengaged (22%)

• More than 10 years= engaged (20%) not (57%) disengaged(23%)

Employee disengagement may be robbing up to 3 ½ hours per day (per

employee) Engagement Questions…. .

• Are you as a team working to full capacity?

• How would you rate your team on competencies and capabilities?

• As a collaborative team, how will you ensure profitable success now and in the future?

DISC and Motivators helps reverse this trend

Why are DISC and Motivators so valuable?1.Work in gaining commitment and cooperation2.Building effective teams – communication, motivation and resolution3.Create engagement for Collaboration!

“People Read” all four factors:• Tone of Voice 38%• Body Language 55%• Words 7% * Pace of Speech and Actions

Communication can shut down by misunderstanding someone's

body language and behavioral styles

Behaviors and Motivators

Motivators or Values – The “Why”• Theoretical• Utilitarian• Aesthetic• Social• Individualistic• Traditional

Behaviors – The “How”• Introvert• Extrovert• Task • People

“Companies with a focus on the success of each individual employee outperform companies that have a task orientation.”

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What are Attitudes and Values ?

•The window of how you see the world•What you value positively or judge negatively•Mindset / paradigm of thought•Affects how you perceive others and how they view you•Does not measure your ethics

If a value is higher than the national mean by 15 pts. ….It causes harsher judgment of yourself and of society

“50% of jobs aren’t suited to an individuals values creating a lack of motivation – what’s the costs to an organization? 10 x the employee's annual salary”

An Attitude and Values Report looks like this#1 and #2 = your life fulfillment, motivate, call to

action, and purpose. This is an integral part of you! The higher the score higher the passion!!!

For the bar graphs in your #5 and #6 you will be negative or neutral to those who have theirs in #1 spot i.e. opposite of you – Most often …. You won’t understand them!

WHYPersonal Interests, Attitudes & Values – a person will experience stress and pain if their top two values are not fulfilled!

This is what motivates people to take action!– Theoretical - value knowledge and search for truth: learn, analyze, discovery,

rational, fact-based, intellectual and solve problems– Utilitarian – thrive in an environment that rewards ROI time, talent, and

resources: capitalism, production, efficiency, practicality and pay for performance

– Aesthetic – value form, harmony, beauty and balance: self-actualization, expression, feelings and creativity

– Social – humanitarian drive: a desire to eliminate pain and conflict: gives self, time and resources to help others (worthy causes) with no expectations of ROI

– Individualistic – passion to lead, direct, advance, achieve and control others uses position and power to advance position

– Traditional – live close by a system of principles: highest meaning and value in life: committed to their beliefs, follow a worthy cause, and may not be open-minded, rule oriented

DISC Behaviors – The How

• Knowledge is the biggest modifier of behavior.

• Based on the DISC theory, behavior is measured in four dimensions;

• DominanceDominance• Influence Influence • SteadinessSteadiness • ComplianceCompliance

Behaviors – The “How” and Associated Emotions

How a person handles:

•Dominance – Ambitious, Forceful, Decisive, Direct, Blunt, Independent, Impatient, Innovative, Competitive, Results and Challenging – Anger vs. Passive

•Influence – Expressive, Enthusiastic, Friendly, Demonstrative, Talkative, Optimistic, Confident, Sociable, Generous and Stimulating – Trust vs Skeptical

•Steadiness – Methodical, Systematic, Reliable, Steady, Logical, Habitual, Resists Change, Predictable, Relaxed and Modest – Non-emotional vs Emotional

•Compliance – Analytical, Contemplative, Conservative, Exacting, Careful, Systematic, High Quality, Perfectionist, Fact-Finding and Deliberate – Fear vs Fearless

Behavioral Profile (DISC)

4 Dimensions of Normal Behavior

Observable Behavior and EmotionsA persons behavioral style; that is, a person's manner of doing things.

Dominance (“D” Factor)

Influence (“I” Factor)

Steadiness (“S” Factor)

Compliance (“C” Factor)

How you handle problems and challenges 18%

How you handle people and influence others 28%

How you handle change, consistency and pace yourself 40%

How you handle rules, constraints, and procedures set by others 14%

“How come everyone is taking so long? just do it - they’re wasting time – not like it’s rocket-science. Ok who’s in charge? How long is this going to take? We’ll probably figure this out before the others. Stop side talking Let’s get going. Come on let’s stay focused.” Doesn’t want others’opinions, only factsForward leaning, hand in pocket, walks fast, aggressive movements, a lot of hand movements, big gestures

“Why do we have to do this? What’s it going to prove? We could probably just study the chart. What’s the research behind this? What are the rules exactly so that we can do it correctly. I don’t think they're following the rules! Who has good handwriting. The other groups are so loud!”Arms folded, one hand on chin, don’t touch me,walks in a straight line, reserved, little or no gestures, asks detailed questions

“This sounds fun! Hey what’s new? I knew I had a lot in common with you! Did you hear what we’re supposed to do? BTW I like your outfit! I really like games! That’s a great point! What did you just say? That is funny. Let’s get this party started!!!”Feet spread, hands in pockets, weaves while walking, people focused, may run into thing, big gestures and facial expressions, likes touch, Smiles all around, Talks a lot!!

“So what’s the first thing we’re supposed to do? Let’s make sure were doing this in the right order. If we rush were not going to do it right. BTW how’s your family. Let me help you with that. Don’t interrupt me.” Stance - Leaning back, hand in pocket, not very excited or emotional, calm, walks with a Steady, easy pace, will gesture with hands,Has a “poker” face

Graph #1 – mask to cover identity, adapt in order to succeed, we want others to see, most adaptable, and what we are most like at work

Graph #2 – The real you, under stress or at ease this comes out and least changeable

Point spread: Strong > 20 Moderate 10 -19 Weak 9<

What a DISC Behaviors Report Looks Like

DISC Behaviors – The HowPeople buy from people they like….Some buyers:

•Like you to be direct / businesslike

•Like innovation / cutting edge

•Like you to have fun / enthusiasm

•Like research

•Like concise bottom-line / results

•Like incentives / perks / discounts

•Like new products

•Like proven products / tested

•Like lots of data, proof, facts

•Like to be touched

•Like personal talk

•Like time to think

•Like to negotiate

•Like showy products

•Like traditional products

•……and some don’t

Summary

1. You cannot motivate another person; you can only create an environment where people drive their own motivation.

2. People can be inspired.3. People do things for their reasons - not yours!4. An individuals strengths overextended may

become a weakness.5. If I understand me better than you understand

me, then I can control the communication or situation.

6. If I understand me and I understand you better than you understand yourself than I can sway you.

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