DISC Personality Profiling System

 In affiliation with the Institute For Motivational Living, Inc (USA) 

The DISC Personality System is the universal language of behavior. Research has shown that behavioral characteristics can be grouped together in four major divisions called personality styles. People with similar styles tend to exhibit specific behavioral characteristics common to that style. All people share these four styles in varying degrees of intensity. The acronym DISC stands for the four personality styles represented by the letters:

  • D (Drive): Direct, Decisive, High ego strength, Problemsolver, Risk taker, Self-starter

  • I (Influence): Enthusiastic, Trusting, Optimistic, Persuasive, Talkative, Impulsive, Emotional

  • S (Steadiness): Good listener, Team player, Possessive, Steady, Predictable, Understanding

  • C (Compliance): Accurate, Analytical, Conscientious, Fact-finder, Systematic, High standards

For the most part, there are no pure styles, but all people share these four styles in varying degrees of intensity represented by graphs with a midline. These composite styles are known as style blends, each with their own characteristics, preferences, fears, strengths and limitations. Fast forward to the present and this system has become known as the universal language of behavior because of it’s simplicity and sincerity. The language is easily learned, understood, and administered by widespread audiences. Since it has been established, DISC has consistently proven to be a reliable, valid, and legally-defensible instrument for HR, managing, filtering, hiring, coaching, consulting, training, counseling, and countless other fields and functions. DISC is has become known as the “Universal Language of Behavior” because it is easy to administer and interpret and has infinite applications. Today it is used by consultants, coaches, trainers, HR practitioners, managers, sales firms, government agencies, clergy, ministers, school administrators, families, and couples to name a few. People use DISC to diagnose at-risk areas, highlight areas of strengths or personal preferences, and to predict future behaviors or performance. Other uses for DISC are:
 

  • Appreciating diversity

  • Understanding motivation

  • Conflict resolution

  • Leadership development

  • Team building

  • Learning adaptive behaviors

  • Avoiding greatest fears

  • Understanding prospects, clients, customers

  • Understanding employees

  • Understanding students and teachers

  • Increasing mutual understanding

  • Enhancing interpersonal relationships in couples and families

  • Increasing corporate productivity

  • Informing, filtering, hiring, managing, outsourcing, promotion,
    and placement

  • Helping with corporate change management and restructuring

  • Assisting with quality initiatives

  • Aiding in personal counseling and coaching

Task
Oriented

Compliance

Steadiness

People
Oriented

  • Enthusiasm

  • Friendly

  • Optimistic

Influence

  • Results

  • Direct

  • Competitive

Dominance

Outgoing

S

C

I

D

  • Accurate

  • Cautions

  • Contemplative

Reserved

  • Sincerity

  • Patient

  • Modest

The Full Range Leadership Model

The size of each box matters: Its volume represents the exhibited frequency of that style

Suboptimal

Optimal

Builds Trust (IA)
Acts With Integrity (IB)
Inspires Others (IM)
Encourages Innovative Thinking (IS)
Coaches people (IC)

Rewards
Achievements (CR)

Monitors Mistakes
(MBE-A)

Fights Fires
(MBE-P)

Avoids Involvement
(LF)

ACTIVE

INEFFECTIVE

PASSIVE

EFFECTIVE

LF

(MBE-P)

(MBE-A)

(CR)

5I'S

 

Transformational Leadership 

This development program is based on The Full Range Leadership Model created by researchers Bass & Avolio (1993), which is arguably the most comprehensive and extensively validated leadership model used worldwide today. Individual participants will graduate from the program with expanded capacities to develop other leaders.

 

Multifactor Leadership Questionnaire (MLQ)
 

The Multifactor Leadership Questionnaire (MLQ) is a research-based instrument designed to measure leadership styles ranging from passive to active approaches. This powerful tool has become the benchmark measure of Transformational Leadership and helps individuals discover how they measure up in their own eyes and in the eyes of those with whom they work.
 

The MLQ provides 360° feedback to a leader or manager through anonymous reporting facilitated by certified individuals within or without an organization. Typically, between eight and 24 raters will provide feedback in any one report. All individual responses are kept confidential and an extensive report is created for the leader or manager. 

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