DiSC® Management Profile

Description

Features

The DiSC® Management Profile Report is an assessment used to assist employees, managers, executives, and leaders to gain insight into their innate behavioral patterns and those of their teammates. This valuable awareness can lead to improved decision-making tactics and overall communication improvement within an organization. The report is an expansion of the DiSC® model, breaking down each DiSC® personality function’s focus of energy which affects a leader’s priorities. It highlights common preferences and motivators for each DiSC® styles and explains how a participant may tend to approach directing and delegating their team.

It begins by explaining the participant’s scores for the official DiSC® model. The 4-letter DiSC® represents four behaviors: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). It is possible to score borderline between two DiSC® traits, whereas a two-letter symbol such as Di (Dominant/Influence) is assigned. Next, an individual’s DiSC® score is represented by a black dot on the DiSC® graph. If the block dot is close to the center of the diagram, the person is said to be more connected to that DiSC® dimension and may easily display characteristics of the reported style. The DiSC® Management Profile Report is expanded by including Shading, which can fall under one or more of eight priorities, each falling within a designated portion of the DiSC®.

Below is an explanation of the eight Priorities that an individual may report as innate behavioral characteristics when directing or delegating:

• Action – managers who assess with this Priority tend to leave out the specifics of an assignment due to their preference of getting started straight away. They generally feel that details will be ironed out along the way.
• Encouragement – fun-loving, energy driven, and optimistic, these managers are often focused on the big picture. They often pay attention to opportunity and are typically confident individuals who believe in leading by example.
• Collaboration – these leaders have a tendency to empower their team and place a great deal of trust in each member’s capacity to produce results. They often are empathetic risk-takers who do not believe in micromanagement.
• Support – having an “open door policy” may be important to these managers. They often value trust and may take many team members’ opinions into consideration prior to making decisions.
• Reliability – these individuals are known to take pride in being there for their team when they are needed. They often consider facts over opinions and can be perceived as having a calm demeanor when facing difficult situations.
• Objectivity – managers who assess with a concentration in this priority may avoid situations where personal feelings could become involved. They are known to be fair-minded when delegating tasks and often will avoid confrontation if possible.
• Challenge – meeting established goals and producing results are often key motivators for individuals who assess with this Priority. It is common for these managers to prefer quality in both their work and that of their team. They are generally highly analytical people who understand the importance of dismissing assumptions.
• Drive – competitive, authoritative, and confident, these leaders are known to be effective communicators who can delegate responsibilities to their team with heightened detail. They generally prefer to be in control of important situations/decisions yet, they also may find it rewarding to challenge their team as well.

The DiSC® Management Profile Report also introduces the four DiSC® behavioral styles in relation to the reported management style and provides information for:

• How each DiSC® style tends to behave at work based on their innate preferences.
• An explanation of possible obstacles a manager may incur when working with each DiSC® behavioral style based on personality differences.
• Tips for how to effectively work well with differing DiSC® styles.
• A guide for how to create a workplace culture that is focused on motivation for team success by embracing personality differences.
• A guide for reducing workplace conflict by learning how each DiSC® styles may tend to become unmotivated.
• Instructions for how to identify potential and for developing employee skills based on their innate preferences and workplace behaviors.
• A summary of how others perceive the participant’s workplace behaviors.
• A guide for employees to better understand a manager’s leadership style in order to distinguish behaviors as being simply different than how they personally might handle the same situation as a different DiSC® styles.

The DiSC® Management Profile Report is a comprehensive tool for developing leadership behaviors that promote a positive workplace culture based on awareness of differences. It is great for generating discussions of perception and identification of personal feelings toward specific behaviors which may be causing tension in the workplace. The report also allows for a person to develop their interpersonal relationships with others by allowing them to identify behaviors they could change to induce positive growth. It can provide alternative methods for communication by providing a deeper understanding of others’ innate personality behaviors and gives the participant a deeper awareness of their own innate expressions. The DiSC® Management Profile Assessment is meant to be used by working adults.

The DiSC® Management Profile Report Assessment provides a personalized DiSC® report including an overview of all DiSC® styles and is expanded with the added benefits of management behavioral content. It is a graphical representation of an individual’s DiSC ® scores within the four DiSC® traits. Following the DiSC® report, additional graphs explain DiSC® Priorities and Shading for expanded information on how likely the participant is to place their energy when delegating and directing others. It is supplemented with additional information on each DiSC® styles (both when in a position of leadership and when addressing a leader) to give insight into typical behaviors displayed by each. Handouts can be included to provide an interactive experience or to use the report as an instructor-led presentation. It is a powerful tool for enhancing communication, increasing productivity, and building a positive work culture, by developing meaningful positive relationships between management and subordinates.