There are no two identical leaves in the world, and no two identical people.
There are always differences between people. For example, some people don't like to read books; some people have a poor sense of direction and are road idiots; Therefore, there are more or less differences between people in many aspects such as abilities, personalities, habits, and appearances.
It can be said that there are differences between people, and it can even be said that there are gaps in certain abilities.
The DISC behavior model is a model tool used to describe the different behaviors of different people when encountering the same thing.
1. What is the DISC behavioral model?
The DISC behavior model is a commonly used personal behavior analysis tool for analyzing people's behavior and responses in the same situation. For the same situation, it divides people's different behavioral characteristics into four types-dominant, influential, steady and prudent.
In fact, it is a dual-axis model. The horizontal definition of this dual-axis model is dealing with things/people, and the vertical definition is quick response/slow response. There are also definitions from the perspective of human personality, the horizontal is rational/sensitivity, and the vertical is extroversion/introversion.
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Dominant: Dominant personalities are usually decisive, confident, decision-making, goal-oriented, and like challenges. They tend to play the role of leaders in the team, independent, decisive, good at managing and solving problems, but they may also be overconfident and assertive, lacking patience and the ability to control details.
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Influencing: Influencing personalities are usually extroverted, optimistic, energetic and enthusiastic, infectious and persuasive. They are often good at communicating and communicating with people, enthusiastic, good at coordination and organization, but they may also be too optimistic and impetuous, lacking details and deep thinking.
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Prudent: The Prudent personality traits are usually rational, cautious, methodical, and detail-oriented, and they enjoy working in an orderly and regulated environment. This type is more focused on quality and accuracy and is often effective in improving the efficiency and results of your team.
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Steady type: Steady type personality traits are usually manifested as stability, honesty, patience and meticulousness, and they like to work in a quiet and stable environment. People of this type pay more attention to teamwork and relationship maintenance, which can usually effectively improve the cohesion and stability of the team.
There is also a concrete classification, which is easier to understand and remember, using animals for analogy. D is a tiger, I is a peacock, C is an owl, and S is a koala.
DISC evaluation results contain multiple dimensions, and each person may not necessarily be strictly regulated to a certain type, but usually has multiple characteristics at the same time. For example, the author is a CS type, and there are small partners in the author's team who are IDC types.
2. The usefulness of the DISC behavioral model
The usefulness of the DISC behavior model can be roughly summarized into the following four types:
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Human resource management: For example, when recruiting sales people, we can tend to choose D-type and I-type people, because these people have positive personalities, strong persuasion and leadership skills, and it is easier to achieve sales goals. When recruiting financial personnel, C-type and S-type people are more needed, because these people have a stronger sense of detail and a sense of responsibility.
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Personal development: The DISC behavior model can help individuals better understand their own behavior and communication style, so as to better play their own strengths and avoid weaknesses, and achieve self-improvement and growth. For example, the author is a C-type, and tends to pay too much attention to details and processes in work, resulting in inflexible thinking and actions. Then, you can improve your D-type (decision maker) and I-type (influencer) characteristics through learning and training, and enhance your leadership and communication skills to better meet the needs of career development.
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Effective communication: Through the DISC behavior model, understand the behavioral characteristics of the target object, and communicate in a targeted manner. For example, for Type D, do not describe the event process too much, but directly indicate the result, or first talk about the result, and then briefly mention the process. On the contrary, for Type C, more emphasis should be placed on the normative process of events, and what sequence and steps should be carried out to obtain a specific result. Use corresponding strategies to effectively achieve the purpose of this communication. For example, guide users to accept or compromise certain solutions during demand communication.
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Team building: Determine the behavior style of team members. In the early stage of team building, a better understanding of the personality characteristics and behavior habits of team members can help team members better understand and respect each other, reduce conflicts and misunderstandings, and establish mutual trusting relationship. Understand the strengths and weaknesses of team members, and give full play to the advantages of team members, so as to achieve the best collaboration effect.
//The application of DISC in project management
In project management, in the process of team internal management and project process tracking, DISC can help PM better arrange project tasks by understanding and paying attention to different types of project members, pay attention to the feelings of team members, and play the role of different resources , to conduct inspections from time to time to ensure that the project is carried out smoothly and effectively. In the process of communicating with external requirements, DISC can help PMs get familiar with the communication preferences and behavior styles of customers or service targets, so as to find a more suitable communication method and feedback mechanism to ensure effective communication and high efficiency throughout the project cycle. advance.
// say at the end
There are actually many ways to apply the DISC model. Many people use these models to label people, or become a tool for PUA in the workplace, etc. It depends more on the person who uses the tool. DISC is just a tool to assist us. More important is how we use it.
The above is the content shared in this issue, I hope it will be helpful to everyone~