Last time we looked at the D and the I. Today we are going to turn our attention to the S and C's.
The S
The 'S' stands for 'steadiness'. This factor is about how a person prefers and responds to the pace of their environment.
How to tell if you're dealing with an S (behavioral tendencies):
- Very steady and reliable
- Dependable - show up and work hard
- Consistent and have great follow through
- Supportive of others and the team
- Quiet but friendly
How to tell if you are talking to an S (communication tendencies):
- Introverted - probably quiet, appears a bit shy
- Watch for poker face - will not reveal emotions
- Detailed
- People oriented - not just focused on task
- Calm and relaxed
Strengths
- Very steady and reliable - shows up, works hard, follows through
- Generally good listeners
- Stay calm under pressure
- Emphasis on systems produces regular, high quality work
- Day in, day out, solid hard work - the 'glue' of the team
Limitations
- Can appear slow; to lack urgency
- Difficult to read their emotions
- Hide feelings and give false sense of buy-in
- Can be stubborn; will generally resist change unless convinced of a good reason
- Be unwilling to give critical or negative feedback
The C
The 'C' stands for 'compliance.' The 'C' factor is about how a person responds to rules, regulations, or constraints placed on them by other authorities.
How to tell if you're dealing with a 'C' (behavioral tendencies):
- Systematic - has systems and process for handling issues
- Analytical - "In God we trust, all others use DATA!"
- Will follow rules and procedures
- Are careful and cautious
- Emphasis on quality and high performance
How to tell if you're talking to a 'C' (communication tendencies):
- Will focus on task
- Generally introverted
- Focus heavily on details
- Will want data to analyze
- Reserved or quiet
Strengths
- Compliant - will follow the rules
- Careful and safe
- Great at implementing systems and procedures
- Very attentive to details, data
- Asks great questions - probes ideas to find weaknesses
Limitations
- 'Analysis paralysis' - need for data can halt decision making
- Can be perceived as cold and calculating
- Generally resistant to change
- Focus too much on task and not enough on people
- Avoid risks - even if they are necessary or beneficial
I was going to conclude with some final thoughts here, but I'm going to put them in a post of their own. In it, I'll discuss some of the jobs that each type is well suited for, and add some practical application.
If you'd like to learn more about how the DISC can help your business save money and time, connect with us!