1. OK. I’VE HAD DISC TRAINING,
NOW WHAT?
UNDERSTAND THE POWER OF DISC
First realizing the power tool you have in your hand
and effectively applying DISC knowledge, can bring
unexpected success in your career advancement.
We all want to become more effective when
communicating with people and in business it’s especially important in order to
move forward with greater influence.
By learning to use the DISC tool appropriately it will become a game changer for
you and help you to become a role model for your team to follow.
LEAD USING DISC
Recognize that understanding and applying the DISC model is your gateway to
having influence and success with people.
You’ve probably had some aha’ moments studying your own personalized DISC
profile report. That’s me echoes through your mind. Your inner voice says
“wouldn’t it be nice if others new the best way to communicate with me.”
Sometimes due to a busy schedule, endless deadlines and time restraints, it
becomes so easy to sabotage your initial start by doing nothing. Let’s look at
some ideas about how you can use DISC information as a management and
leadership tool that can be available to you every day.
USING DISC WISELY
When interacting with others we look through the lens of our own DISC profile and
project that communication preference onto others because it feels so good to us.
Stop doing this and start to cultivate the attitude of understanding exactly what
the other person’s communication preferences are.
A DISC PATHWAY

2. Disc is a doorway into communication for two people to explore together. By
exposing your staff to DISC literature, preferably an assessment, you can come to
a general conclusion about each persons’ communication style.
1- Start by accepting their style without qualification and then ask them
questions about the best ways to communicate with them; what they like
and what they don’t like.
2- Share with them your own communication preferences in writing and watch
the relationship tension melt.
3- Share DISC with those in your immediate circle and expect more; loyalty,
harmony, results, optimism, quality control and sustained morale.
DO’S AND DON’T’S FOR USING DISC
Here are several good practices.
Don’t label people as D I S or C outside the training environment. People
hate labels of all kinds. A person is a combination of all four of their DISC
components. It is OK to say Jim has some “I” tendencies when talking about him.
Unless he mentions his style letter in discussion it is better not to label him.
Don’t use DISC science alone in the hiring process. It will not produce
good results. Using behavior (DISC) and motivator’s science together provides a
more complete view of the person’s potential success in the job.
Don’t use assessment report details as absolutes. Treat them as tendencies;
instruments only measure a small part of the psyche.
Don’t guess what the other person’s style is. A man in a leadership position
had me pegged as a high S and was treating me so. It was so confining that I
couldn’t move. He had no influence with me. Two years later he learned from my
assessment that I was a high I with a D backup, he said “oops” I made a mistake.
Don’t guess.
Don’t share a person’s report with others without letting them know that
you are doing so.
Don’t assume one style is more important than the others. The workplace
needs all four of the DISC styles. So one style is not more important than the
others.

3. CREATE A “COMMUNICATION STYLE PREFERENCE SHEET” FOR YOUR TEAM
Creating a communication preference sheet for each person in your immediate
team and adhering to the best practices mentioned above (below) will dramatically
increase your chances for success and satisfaction.
If you need a quick one page review of DISC click on http://www.ttidisc.com/ for a
refresher. Scroll down a third of the way to get the meat.
A communication preferences one page list details a person likes and dislikes (see
example below). Let’s examine how to create an on page communication
preferences document.
Ask each participant to write their likes, dislikes and how they like to receive
recognition. There are two pages in their personalized DISC report articulating
what they likes and dislikes. Pick the ideas that most pertain to you and craft one
or two sentence descriptions for up to four separate statements. Upon
completion, gather all participant’s communication preferences one page sheets,
photocopy them, staple and distribute to each staff member as a booklet. This
quick reference guide is enormously valuable for understanding each person’s
communication preferences by not having to guess what the other person
communication needs from you. Unless you construct a tool like this your DISC
training was just great entertainment.
EXAMPLE
Here is my communication style preference sheet that you can use as model to
follow when creating one for your team.
Jim Rooney’s communication style preferences:
What I like:
Prefer a bottom line approach to communication, don’t need a lot of details just
the big picture.
Be optimistic. If you bring a problem also bring the solution. Avoid blaming.
I am very mobile, it is difficult to sit in one place very long. Movement is natural
to me.
I am an out of the box thinker, respect my ideas even if you don’t understand or
agree with them.

4. What I don’t like:
Having my ideas discounted without discussion.
Excessive details
Not understanding or appreciating my gregarious people oriented nature.
Not adhering to commitments made without renegotiation. Keep your promises.
How I like to receive a compliment or recognition? Public is fine, also a
written note that is specific. Must be authentic.
ADVANCE QUICKLY BY HAVING A DISC COACH
A coach is invaluable for your team as it will improve interpersonal communication
dynamics. It is like adding or deleing an ingredients to a dish to make it just right
and is eagerly eaten as opposed to leaving some on the plate because it was
so/so. People can’t see the errors they make every day. A coach will show the
way to have the right blend of ingredients for effective communication resulting in
dynamic influence.
Contact Jim Rooney, Certified Professional Certified Behavior Analyst CPBA to
discuss your workplace communication opportunities for improving workplace
process. 325-642-1116.
STAY TUNED FOR MORE ON USING DISC
Linda this article is very valuable and will be used a lot. A great team effort.

5. Team COMMUNICATION STYLE PREFERENCE SHEET
In order to improve communication between our team members, please answer
the following questions about how you prefer to receive information. We will be
sharing each other’s preference with the whole team in an effort to help us
understand each other better and communicate better.
1- I like
a. Details
b. Summaries
c. Plans
2- I dislike
a. To be discounted
b. No discussion
3- ?
4- ?
5- ?
6- ?
Thank you for participating. You will be receiving a quick reference guide of the
communication preferences for our whole team. Please keep it handy and refer to
it often.
Compliments of JIM ROONEY
www.peoplesmarttools.com