Work behaviours explained: gifs and memes edition

Short descriptions, essential characteristics, memes & gifs for each DISC work behaviour profile ˑ Quick overview of the four behavioural profiles.

Are you familiar with various personal assessment tools that companies use to recruit & manage their team members?

For more than 20 years, we are using DISC behavioural profiling, to help us identify and manage various work behaviours, categorised under four main behavioural profiles: Dominance (D), Influence (I), Steadiness (S), and Compliance (C). 

DISC behavioural work styles – the essential characteristics

It can be difficult at first to understand all the profiles and the way they are interacting with each other. So, we have prepared short descriptions, covering the essential characteristics for each profile, and then decided to have some fun by associating memes and gifs that correspond to a certain behaviour for each profile. 

Note that these give you a quick overview of the four behavioural profiles. In reality, everyone is a mix between these profiles but, for simplicity and ease of understanding, we will explain these profiles referring only to their most dominant characteristics.

HIGH D Dominant

People with High levels of D – High D – are super-confident that they can manage any challenge, get the result that they want (or need to achieve) and be seen as the one who succeeds. They can usually be seen in management/leadership positions. 

High Ds aim to hit their goals and be recognised for them and in doing so, they can be very direct, blunt, and even sarcastic. They can often over-ride others to attain their goals.

Leader

Loves chalenges, competition, and direct confrontation

Can be too blunt, direct

Handles situations with little or no patience

HIGH I Influent

The High I is driven by the diversity of challenges, activities, interactions, and opportunity to shine and be appraised by others. Usually High Is tend to work best around people, in roles involving a lot of communication and/or creativity, such as Sales, Marketing, Customer Engagement, etc..

With their energy being focused on interactions and being in the centre of attention, High Is will tend to lose their focus when it comes to too many details or information and will tend to adopt a more superficial approach. They also may be seen as unfocused or disorganized, preferring to act quickly rather than based on a plan or a strategy. 

Enthusiast

Wants to be the centre of attention

Unfocused

Tendency towards being impulsive

HIGH S Steady

High Ss are known to be dependable and precise team players. Striving for consensus and harmony in their team, they are usually good listeners and can be great managers and coaches, but also project managers, HR or customer success specialists.

High Ss may perceive change as a disturbing factor to their stability and daily routine, and they won’t embrace it too quickly. They also tend to be non-confrontational, preferring to step over their own beliefs for the sake of mutual agreement. 

Team-player

Methodical

Uncomfortable with sudden changes

Potentially hesitant

HIGH C Compliant

High Cs are known for their accuracy and systematic approach to things. Their decisions will be well-weighted against all the research they thoroughly did. They are good in roles involving attention to detail such as Finance, Project Management, Research. 

Being perfectionists, High Cs may often find themselves having trouble finishing their tasks on time without sacrificing their high standards. They also can be stubborn and fear criticism.

Analyst

Accurate, precise

Dislikes criticism

Can be sensitive

Using DISC in the workplace

At XTENSOS, we use DISC:

  1. In our Learning & Development programmes, to help companies recruit, manage, and motivate better their employees and improve the interaction with customers and other stakeholders.
  2. In our recruitment process for the companies who opt to use our Multilingual Business Services. With the help of DISC and PPAs, we can find talent that is a good fit with the customer’s organisational culture and values. 
  3. We have a dedicated training on Behavioural Profiling, to help recruiters and managers in the recruitment, selection and onboarding process, as well as daily management. 
  4. We are also using DISC throughout our consulting sessions, to help our customers understand how to better manage themselves and the others. 

Are you looking to explore the ways to use DISC to improve recruitment, management, and employee engagement? Get in touch with us and we will be happy to explore your needs.

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