Online DISC Validation Guide As William Marston, developer of the four-quadrant DISC model, states, All people exhibit all four behavioral factors in varying degrees of intensity. Therefore, be careful not to stereotype or narrowly define a person by simply reading their highest scoring characteristic on the DISC. A person s profile is always affected by all four behavioral characteristics particularly the ones above the line. In other words, a person with more than one characteristic above the line should not be considered a pure High D or High S profile. All above-the-line behavioral characteristics should be taken into consideration. D Dominance On the DISC, the D correlates to how a person responds to problems and challenges. Individuals with High D profiles exhibit the following behavioral characteristics: Dominant, driving, direct, decisive Strong ego Active and aggressive problem-solver (vs. analytical researcher) Bottom-line thinker Leader because they want to lead Task-oriented A High D individual s primary emotion is anger meaning that they have a short fuse and are quick to respond with aggression. These individuals fear that others will take advantage of them and/or waste their time. C Compliance On the DISC, the C correlates to how a person responds to rules and procedures set by others. Individuals with High C profiles exhibit the following behavioral characteristics: Compliant, correct, precise, exacting Analytical, fact-finding High standards, systematic Conscientious Task-oriented A High C individual s primary emotions are fear and worry. These individuals fear criticism and imperfection. I Influence On the DISC, the I correlates to how a person influences others to their point of view. Individuals with High I profiles exhibit the following behavioral characteristics: Outgoing, charismatic Verbal, gregarious Highly optimistic, trusting Persuasive Impulsive, emotional People-oriented A High I individual s primary emotion is optimism. These individuals fear rejection and lack of approval or social acceptance. S Steadiness On the DISC, the S correlates to how a person responds to the pace of the environment, activities, and responsibilities. Individuals with High S profiles exhibit the following behavioral characteristics: Steady, stable, predictable Good listener, understanding Possessive Friendly People-oriented High S individuals typically hide their emotions, and their greatest fear is loss of security or stability. 2006 KELLER WILLIAMS REALTY INC. 1
How to Read the Graphs The DISC assessment analyzes behavioral characteristics and plots them as four variables on a graph. Some DISC reports use four-color bar graphs; other reports present the results as line graphs (see examples below). In either format, the person s profile type is determined by reading the highest point or score on the graph, then the next highest, and so forth. All formats of the DISC graphs include a 50% line or an Energy Line. This line is used to determine the key characteristics of a person s profile. You will often hear characteristics referred to as above the line or below the line. On the bar graph (below left), we see that this person has an ID profile, that is, I and D are above-theline traits. The example line graph (below right) depicts an SC profile. Energy Line Example graph from an online DISC assessment (The Abelson Group s TTI Success Insights Report) Example graph from a paper-based DISC assessment 2006 KELLER WILLIAMS REALTY INC. 2
Graph I Adapted vs. Graph II Natural Most DISC reports provide feedback in the form of two graphs: 1. Graph I is generated from the person s MOST responses on the assessment and illustrates the person s adapted or public behavioral style. This graph suggests how the person has adapted their behavioral approach to address their present (work) environment. This graph has the greatest potential for change based on how the person sees their environment. Some interpreters of the DISC suggest that this graph illustrates how a person acts in response to how they think others expect them to act. Some refer to this as putting on a face for others. 2. Graph II is generated from the person s LEAST responses on the assessment and illustrates how the person behaves naturally a) when they are alone, b) when they are with others they trust, and c) when they are experiencing pressure or stress. This graph presents a person s natural behavioral style or their private self. This graph is least likely to change because the graph is determined by more natural and stable responses to the assessment questions. Example graph from online assessment (The Abelson Group s TTI Success Insights Report) If Graph I and Graph II are significantly different, this indicates that the person is adapting their natural style a great deal to meet the needs of their work environment. Over a period of time, this sustained adaptation could cause stress, frustration, or communication problems. If Graph I and Graph II are very similar, this likely indicates that the person is not adapting their natural behavior in any significant way. The person may feel their instinctive core style is a good fit for the environment. 2006 KELLER WILLIAMS REALTY INC. 3
The TTI Success Insights Wheel The Success Insights Wheel adds a visual representation to a person s behavioral style report. The wheel is designed to plot the 4 dimensions of normal behavior assessed by the DISC test. In addition, the wheel correlates these with 8 behavioral styles you see as spokes on the wheel (Conductor, Persuader, Promoter, etc.). Some consider this wheel model an enhancement over the basic 4-dimension DISC graph because it comes closer to incorporating the insight of personality systems such as Carl Jung s Psychological Types or the Myers-Briggs Type Indicator. The Success Insights Wheel plots the 60 most common DISC graphs. Study the Wheel image below and imagine 60 tiny DISC line graphs squeezed into the 60 sections on the wheel. To illustrate, a graph indicating a DI behavioral profile and one indicating an ID profile have been placed in their proper positions on the wheel below. Note, only the graph points above the DISC Energy Line are used to determine a position on the wheel below-the-line points are not considered. Precise Accurate Concern for Quality Non-Verbal Communicator Critical Listener Attention to Detail Creative Slow Start/Fast Finish Vacillating Temperamental Competitive Confrontational Direct Results-Oriented Sense of Urgency Change Agent Product-Oriented Slow to Change Self-Disciplined Pessimistic Process-Oriented Quick to Change Independent Optimistic Accommodating Dislikes Confrontation Persistent Controls Emotion Adaptable Good Listener Good Supporter Team Player Persistent Cooperative Sensitive to Others Feelings High Trust Level Not Fearful of Change Contactability Rather Talk than Listen Verbal Skills Projects Self-Confidence 2006 KELLER WILLIAMS REALTY INC. 4
How can you remember the difference between the star and the circle? Try this Stars and Circles memory trick: You re a Star at work! In the TTI Success Insights DISC report you receive from the Abelson Group, you will notice that the Success Insights Wheel always plots two positions: the position of a person s Adapted behavioral style (star ) and their Natural behavioral style (circle ). Study the example on the right below. The person s Adapted style ( ) is that of a Conductor, or more specifically, a Persuading Conductor at position #11. (DI profile on DISC Graph I) His or her Natural style ( ) is that of a Persuader, or more specifically, a Promoting Persuader at position #13. (ID profile on DISC Graph II) In the example above, you will notice that the and the appear in different boxes on the wheel. This indicates that the person is adapting their natural behavioral style ( ) to fit the behavioral demands of the work environment ( ). The degree of separation between the two positions indicates the degree the person is adapting their behavior. You will want to investigate with the person whether this adaptation causes stress or if it feels comfortable and welcome. If the two plotted styles appear in the same box, this indicates that the person is not adapting their natural style. You may want to investigate further with the person. Is the person comfortable with how their natural style plays in their current environment? Is the environment providing an ideal fit for their natural style? Does the person see a need to adapt? Does the person refuse to adapt instead, wanting the environment to adapt to him? 2006 KELLER WILLIAMS REALTY INC. 5
Flexible or Across For Advanced Interpretations The following information is more beneficial for advanced DISC interpretations and is likely not necessary for basic behavioral screening using the DISC. Look at the Success Insights Wheel and notice that D and S are positioned diagonally across from each other; likewise, I and C are positioned across from each other. These are considered opposite behavioral styles. On the wheel report, you will see the terms Flexible and Across used to indicate where a person s opposite behavioral style sits on their graph. Across This term indicates that a person s core style (their highest point) and their opposite style are both graphed above the Energy Line. This indicates that the person may experience a Me-Me conflict to some degree as two very different behavioral styles pull at them as they communicate and make and act on decisions. Flexible This term indicates that a person has 3 points above the line and their core style s opposite is graphed below the line. This reinforces the idea that the person is flexible in their behavior. In the example wheel below created for Joan Doe, her Natural/Graph II DISC profile ( ) is CDS. The report characterizes Joan s Natural style as Implementing Analyzer (Flexible). Joan s core style is C (her highest point). The opposite of C is I. Because her I is below the line, her Natural style is characterized as Flexible. CD (or DC) CDS 2006 KELLER WILLIAMS REALTY INC. 6
Validating a TTI Success Insights DISC Directions The TTI Success Insights DISC Report from the Abelson Group contains 18 sections of behavioral analysis. Many sections will be extremely useful when recruiting and selecting candidates for your team. Other sections will help you understand how to manage, motivate, and communicate with team members once they are in place on the job. From the individual s perspective, all sections of the report should yield valuable insight into the individual s natural and adapted behavior and the behavior of others. Use the following guidance as you communicate and validate the report sections with your applicant. 1. Introduction Required (script may vary) Introduce the validation process and set your applicant s expectations with the following script: I m sure you are curious about the results of the behavioral assessment you completed for us, so I won t keep you in suspense. The DISC assessment analyzes 4 dimensions of normal behavior: D Dominance I Influence How a person responds to problems and challenges How a person influences others to their point of view S Steadiness How a person responds to the pace of the environment, activities, and responsibilities C Compliance How a person responds to rules and procedures set by others Each person demonstrates these four dimensions of behavior to varying degrees. The DISC identifies your natural behavioral style (that is, how you instinctively operate) and also your adapted behavioral style (that is, how you respond to the demands of the environment). We find this information helps us understand a person s communication and behavioral strengths and helps us identify other factors that might create stress or frustration. The DISC is only one part of our Career Visioning process, but we believe that it provides powerful insight to help set up a win-win situation for us both. I have received your DISC report results, and I would like us to walk through the report together so that you have an opportunity to validate this information. 2. General Characteristics Required Read aloud this General Characteristics section while the applicant looks over his or her copy. Ask the applicant to consider whether the statements are True or False about their behavior in the workplace. As you come to certain statements, ask the applicant if they agree or disagree. Ask them to offer examples that reinforce or challenge the statements. Take notes on your copy e.g., record T and F in the margins, underline key points, record the applicant s exact responses, etc. 2006 KELLER WILLIAMS REALTY INC. 7
3. Value to the Organization Recommended Read the bullet points to your applicant and ask them to comment True or False for each. Probe for more information and ask for examples to back up pertinent points. 4. Checklist for Communicating Recommended Ask your applicant to read the list and select 3 or 4 tips that they believe offer the most valuable advice on how to communicate with them. Take notes as the applicant explains their choices. Ask for examples that demonstrate and validate. 5. Don t on Communicating Recommended Ask your applicant to read the list and select 3 or 4 tips that they feel are barriers to communication with them things that create frustration or jeopardize good communication. Take notes as the applicant explains their choices. Ask for examples that demonstrate and validate. 6. Communication Tips (or Selling Tips) N/A for screening interview Encourage your applicant to read this section on their own to help them understand how to communicate effectively with others who have different behavioral styles. Suggest, If we choose to go into business together, we will revisit this information together at a later date. 7. Ideal Environment Recommended Comment to your applicant: We want to understand what you consider to be an ideal work environment and how our workplace fits those expectations. Do you see anything here that is an issue? 8. Perceptions Optional Ask your applicant to review briefly this analysis and give an honest evaluation of whether the comments seem true or false. 9. Descriptors Recommended You will find that the Descriptors table is one of the most useful analysis tools in the TTI Success Insights DISC Report. While your applicants study the table, remind them off the 4 dimensions of normal behavior: D Dominance I Influence How a person responds to problems and challenges How a person influences others to their point of view S Steadiness How a person responds to the pace of the environment, activities, and responsibilities C Compliance How a person responds to rules and procedures set by others You might consider comparing the Descriptors table to the applicant s DISC graphs (typically on page 20 of the report). 2006 KELLER WILLIAMS REALTY INC. 8
10. Natural and Adapted Style Optional Explain the difference between a person s Natural and Adapted behavioral styles. Consider comparing the analysis in this section with the applicant s Natural and Adapted DISC graphs (typically found on page 20). If an applicant appears to be adapting their Natural style significantly, probe to find out why this might be. 11. Adapted Style N/A for screening interview Because this section reflects how the applicant is adapting to their present work environment (not the work environment you are offering them), you may find a discussion about this information more useful if you choose to continue your professional relationship with the applicant. At that time, you will want to consult with them to ensure that their natural style is a fit for the environment or that they are able to adapt easily, comfortably, and willingly. 12. Keys to Motivating N/A for screening interview Because this section reflects how the applicant is adapting to their present work environment (not the work environment you are offering them), you may find a discussion about this information more useful if you choose to continue your professional relationship with the applicant. At that time, you will want to consult with them to ensure that their natural style is a fit for the environment or that they are able to adapt easily, comfortably, and willingly. 13. Keys to Managing N/A for screening interview This analysis is more useful if you choose to continue your professional relationship with the applicant and if you find yourself in a managerial role with the applicant. 14. Areas for Improvement Optional Emphasize that everyone who takes the DISC assessment receives this type of feedback We all have areas for improvement, right? We at Keller Williams Realty believe that people operate from their strengths and bridge their weaknesses by leveraging systems, tools, and the assistance of other people. If you see specific points that raise a flag for you, be sure to probe for clarification or explanation. Notice how your applicant responds to criticism. 15. Action Plan N/A for screening interview This section of the report will be most useful if you choose to hire the applicant into your organization and once you begin managing, mentoring, and consulting them. 2006 KELLER WILLIAMS REALTY INC. 9
16. Behavioral Hierarchy Recommended Explain that this page illustrates the applicant s degree of variability in each of eight behavioral areas. Work towards summarizing and communicating this feedback in a conversational way. For example, Jane, I don t see a great degree of extremes here. Your highest number is a 6 on Urgency and your lowest is a 3 on Analysis of Data. This indicates to me that you operate comfortably in all of these areas. Do you believe this is true? Now, you have a somewhat high sense of Competitiveness. Would you agree with this? Can you give me some examples? How do you think this relates to your Versatility? 17. Style Insights Graphs Required This section presents the classic DISC profile graphs. Many people will immediately turn to this section of the report and try to extrapolate a complete picture of the person s behavior without reviewing the other report sections. We advise against this. Superficial, unsophisticated interpretations of the DISC graphs can lead to inappropriate judgments and stereotyping. Use the powerful insight in this section in combination with the analysis presented throughout the entire report. Show the candidate the Style Insights Graphs. Explain what the two graphs illustrate, how they are different, and that you will focus on the behavioral characteristics charted above the line on Graph II. Identify the applicant s Natural behavioral profile (1 to 4 letters). Remember, use only above-the-line letters starting with the highest, then second highest, then third highest, etc. Then begin your conversation with a script such as the following: Your Natural behavioral style appears to be. <fill in profile for example, IC> Let s discuss some of the traits of this behavioral style and determine if you believe this is an accurate characterization for you. 18. Success Insights Wheel Optional The Success Insights Wheel presents a different visual representation of the applicant s behavioral styles. Imagine 60 of the most common DISC graphs squeezed into the 60 boxes on the wheel. Explain that the correlates to the person s Adapted Style graph and the correlates to their Natural Style Graph. Comment on the additional behavioral analysis offered by the 8 work roles identified on the wheel. Explain that the degree of separation between the star and circle indicates the degree the person is adapting their behavior. 2006 KELLER WILLIAMS REALTY INC. 10