Many organisations today use one or more different analytics tools throughout the recruitment process where Extended DISC has become one of the most popular tools. However, it is not only through recruitment processes that companies can benefit from DISC profiles. On the basis of a DISC profile communication with an employee can be strengthened.
Although Extended DISC can create more than 2,560,000 different profile combinations, there are some commonalities when it comes to communicating to a person.
What is a DISC profile?
A DISC profile consists of 4 parts: D, I, S and C. A person can be a combination of several of the letters, but will usually be predominantly one of the letters. Knowing this can be crucial to communicating effectively to an employee or colleague.
The letters stand for respectively. Dominance, Influence, Stability and Cunrolland generally tells you something about the person's behavioural styles. Extended DISC is based on behavioural theories. Knowledge from the profiles is also an effective (communication) tool that can help create a common language.
Communication to D-profiles
D-profiles are typically dominant and competitive in their behaviour and seek to be in control. When under pressure, D-profiles will often become bossy. D-profiles are very direct in their communication and often focus on results and outcomes.
When communicating with a D-profile, you should get straight to the point, otherwise you will quickly lose the D-profile's attention. In addition, you should focus on the D-profile's benefit - what does the D-profile get out of your proposal or message.
Communication to I-profiles
I-profiles are primarily driven by their emotions and are more spontaneous in their behaviour. This means they make decisions quickly if they can see the value in the here and now. I-profiles are highly motivated by being popular among their colleagues. If an I-profile is under pressure, they will typically be perceived as verbally aggressive.
When communicating with an I-profile, you can also benefit from focusing on outcomes. Remember that I-profiles are very spontaneous and driven by their emotions, so you should focus on what you can achieve here and now. If you plan too far ahead, you risk losing their interest - otherwise, make sure you have a plan for the long term. Then you can present the plan and the individual tasks over time so that the I-profile realises that it's here and now that the task needs to be solved or decisions need to be made.
Communication to S-profiles
S profiles are caring, calm and implementing. Therefore, S profiles will also seek compromise when under pressure. S profiles are highly motivated by collaboration and thrive on helping others. They prefer to avoid change if possible.
Communication with an S-profile is calm and informative. If you are facing changes, an S-profile should be informed well in advance so they can adjust and prepare for the changes. S-profiles often seek support and backing from others, which makes it harder for an S-profile to make a decision here and now. In your communication, you should therefore try to reduce the S-profile's uncertainty and scepticism towards your suggestions.
Communication for C-profiles
C profiles are highly analytical, structured and detail-orientated. They make decisions on a considered basis, meaning they don't make a decision before they have had the opportunity to investigate the situation or information. C-profiles thrive when they can demonstrate their expertise, but fear criticism.
Therefore, when communicating with a C-profile, you should let them show their expertise and also give them the opportunity to analyse the options before making a choice.
Improved communication leads to increased productivity
When you know which DISC profiles are in a team, you will also realise that you need to communicate differently with the different profiles. While D and I profiles like to make a decision here and now, S and C profiles need some time to consider the options or talk to colleagues about it.
When you cater to the different profiles where they thrive, you'll find that they feel safe and that they will also work efficiently as they are free from the worries they might otherwise have.
If you want to learn more about how DISC profiles can strengthen your organisation and daily collaboration, contact us by phone 70 26 32 25or fill out the contact form below. You can also request a demo of our Extended DISC Person Profile on this page.
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