The DISC methodology is an important tool for companies to identify each behavioral trait. This is relevant in order to develop talent and also assign people to the positions that make the most sense to them. Thus, mastering this method is a good practice in people management.
There are many behavioral profiles present in a company. Although they share the same workplace and perhaps the same professional aspirations, people are different.
But, from then on, a challenge appears before managers: how to deal with so many different profiles, with their desires and also frustrations?
Or, more than that: how to understand their behaviors, talents and develop them in a way that brings out the best for the employee and the company?
It is precisely in this sense that the DISC methodology acts. Which, in fact, proposes something essential for all of us: self-knowledge.
Individual and collective development is important for any sector within a company – and you are well aware of that.
Therefore, today’s article talks about how to apply this method to get the best out of each one of your team and, of course, get better results every day.
Let’s check it out?
First of all, what is the DISC methodology?
The DISC methodology is old, originating in the 1920s. The person responsible for it is the PhD in Psychology from Harvard University, William Marston.
He, in the book “The emotions of normal people”, elaborated the theory to explain the emotional reactions that human beings have.
Thus, as the methodology preaches, when knowing the main trends in the behavior of each person, there is a greater basis for analysis and also decision making.
Having this information, the application of this method also allows a more assertive power when doing the administrative management of a business, for example.
With people, of course, at the center of this, allowing for a fair analysis and also an accurate performance evaluation of everyone within the work environment.
The idea is that each one be evaluated according to their predominant profiles – without making a judgment about which one is better.
But of course, there are more suitable profiles for certain positions within a company.
As well as people who find it easier to develop their skills by meeting them.
Throughout his work, Martson argued – after studies – that individuals suffer influence from a number of factors.
They are external and also internal. And all of this can, literally overnight, cause a change in behavior and affect the organizational culture of a company, for example.
The methodology provides insights for managers to understand how people see themselves within the whole: if they are valued, inferior, indifferent, etc.
And how does it fit in the sales area?
The DISC methodology is a powerful ally in the companies’ sales process. This is because it helps to identify the profile of the ideal customer (ICP) of your business.
By understanding their behavior, you have a better sense of how to approach a customer and the ways to generate value for each contact.
Identifying the way they behave helps you to always focus on the customer and their success with your company.
More than that, you apply rapport techniques assertively, which helps to build trust and bring the sale closer.
What does “DISC” mean? And how to identify in each person?
4 are the types that Martson described as “main behaviors”. That’s why, the name “DISC”.
When we explain the meaning of each letter, we will talk about its characteristics.
Thus, you can identify the profile of each person in your team.
It is important to note that a person can bring together more than one behavior – and there is no problem with that.
The key, from there, is to be able to develop your talent and skills so that you can be an important part within the company.
But, of course, some of this behavior will stand out – and this may be the indication about which way it makes the most sense for this professional to follow.
- Proactivity dealing with challenges and problems that arise;
- Constantly search for better results;
- Objectivity when talking;
- They stand for independence and freedom;
- They tend to be competitive;
- They like to perform their tasks as quickly as possible;
- They are energetic and like to dominate;
- They gesticulate when speaking;
- They don’t bother to venture out to find the answers they want.
- They like to influence activities and conversations;
- They have confidence and optimism;
- They are more emotional than rational;
- They do not excel so much in the organization in their routine;
- They are communicative but not so good listeners;
- They cultivate a good network of contacts;
- They gesticulate when speaking and are generally enthusiastic at this point.
- They tend to be loyal and patient;
- They give up more easily when plan A doesn’t work;
- Adapts to a routine and does not appreciate sudden changes;
- They don’t usually make big decisions;
- It has greater persuasive power;
- They do not gesture so much when communicating.
- They get stressed when things don’t go the way they expected;
- They are questioning;
- They work in a more systematic, logical and analytical way;
- They tend not to be flexible to new ideas after deciding on something;
- They like to ask a lot;
- They like to be sure about things;
- Has resilience to perform its tasks.
How to apply the DISC methodology in companies? See 4 examples!
Now that you understand what DISC methodology is in your theory, we need to talk about how, in practice, it can be applied.
This powerful analysis tool can appear in different situations and, when you apply it, you will have a clear overview of which profile you want in each position within your company.
Therefore, below, we list 4 ways to put the method into practice.
Each of them aims at a better understanding of people’s behavior so that the talents you have in your company can be polished.
The ultimate goal, of course, is to always have the best team, regardless of the sector, working to bring even better results!
1 – When recruiting and selecting professionals
The first time to apply the DISC methodology – and perhaps even the most common one – is in recruiting and selecting new people for the company.
Especially because, if you know which profile you want for a particular vacancy, you will be judicious when choosing.
So, why not use the tool to map candidates for the post, right?
The method is assertive to predict behavior patterns – and it is also useful to give managers optimization in the process time.
That’s because you can already start it with a kind of behavioral screening.
To do this, design the skills you want for this position to understand the person fits the desired profile.
The DISC test, in fact, can be applied at an early stage of this process, and can even be online – which, again, optimizes time.
In this way, too, it is possible to improve the quality of the interviews, be more precise and try to minimize errors when choosing a professional.
In the same way, the tool works for internal selections, when someone is applying for a position.
How do you know if that person is right for the place you want to go? Use the methodology at this point to be productive, polish and retain your talents.
2 – When developing leaders
The same logic applies as above. And, better: this can be complemented with training that makes sense for each type of personality.
The DISC methodology helps to refine leaders from the moment you know what type of person you want in the position and you are able to identify someone with potential internally.
Of course, again: you need to know employees well. To have a clear profile of each one – and also of vacancies – in order to form a leader who, because he is an intern, will already be inside the mission, vision and values of the business.
3 – When stipulating an individual development plan
Establishing a growth plan within a company is, in addition to encouraging employees, a task that can be increasingly precise.
Knowing the profiles, the manager is clear about which points of the professional need to be developed so that he advances in the internship.
The ideal is to explore the most striking features and improve some that are still less than desired.
Do not force a person to be what he is not. If someone doesn’t have the spirit to lead, for example, don’t try to impose that.
Otherwise, it is quite possible that the motivation of this professional will end up disappearing.
4 – When giving feedback
The moment of feedback is very important. And each one receives in a different way to deal with praise and especially criticism.
Understand how each person absorbs information better and also how they feel comfortable talking.
So don’t have a model cast for that moment. Find out how to speak to each individual – even to ensure that the message is understood.
So, how can we help you?
If you have any doubts about the content or how the DISC methodology works in the sales area, talk to a consultant whenever you want.
Enjoy and read two articles that will help you assemble a customer-focused sales team.
The first talks about tips and also strategies to build the sales team.
The second addresses the importance of promoting professional engagement on a daily basis in companies.
A hug from CWT, your CRM. #RunCWT