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Thanks for listening and see you next time. Welcome to Coaches to Know,
a podcast short designed to help to demestify coaching and help you our audience understand
coaching and how it can help you. I'm your host, Jamie, and
today I'm here with Coach Mora to talk about the DISK assessment. Coach Mora
has been coaching for nearly fifteen years. She works at the intersection of business
and culture, particularly in international people strategy and management consulting. She has spent
twelve years living and working outside of the US, and in addition to her
international experience, she holds an MBA and a degree in cultural anthropology. Her
clients are culturally diverse, high achievers and leaders across a range of industries,
as well as entrepreneurs and young professionals who want to work on leadership style,
building their confidence and communication skills. Welcome Coach Mora. Thank you for joining
us here today and we'll just get right into it because we don't have a
lot of time. So today we're here to talk about the DISK assessment.
Could you please share with us what is the DISK assessment and what is the
assessment based on? Absolutely? Thank you, Jamie, very excited to be
here and talk to you. About this tool which is really impactful and something
that has a lot of applications. So the DISK assessment is a behavioral tool
like many right we know of other behavioral tools, the DISK assessment is slightly
different in that it's a simple and effective way to identify inherent traits and preferences
of individuals. So essentially, what is your individual style? And it's different
than other assessments for Exampler's brigs of the MBTI, which is more about your
personality, the DISC is really looking at behavior as to excuse me, observable
behaviors. So the DISC looks at observable behaviors that are identified for yourself.
It's something that you can use to also look at behaviors and styles of others,
and it can really be effective when used in relationships, so in a
working group or with a team. Amazing, thank you for that introduction.
So could you give us some of those sort of best use cases for the
DISK assessment. Absolutely, I'm actually gonna start with how it should not be
used. Okay, that's the right. Yeah, different ways that you know
behavioral tools and assessments are used, but the DISC is not the best one
for would be something like hiring or performance because again the DISC is about personal
style and we don't want to sort of penalize someone for that because it's essentially
looking at your preferences. What the DISC can be used for and is really
an excellent tool for, is building your self awareness again, identifying what your
priorities are, your style, your preferences, and with you. When used
in a group, it can be really powerful for team building, leadership effectiveness.
The DISC is something that can be used to harness trust and establish empathy,
either individually or collectively. It's something that can be used as a powerful
tool and conflict resolution again kind of building out what it is that different people
lean on, right or kind of default too. When used individually, you
can talk about you can use it to talk about your personal branding. You
know, what is it that defines my style and how does that impact how
I show up in my leadership brand? And it's really effective with international collaboration
again, identifying different styles. Something can be used in developing adaptability right in
the variable sort of complex environment that we find ourselves in today. So quite
a variety of tools, both individually, so excuse me, a variety of
applications both individually and collectively. That's very interesting and amazing all the different sort
of variable use cases. You know, I've always tended to think about disc
as something that would be great for using in a team setting, but it's
actually interesting to hear about how an individual can use it to build awareness about
their own style and their personal branding. Can it be used in the sense
of helping an individual and not just understand who they are, but in order
to maybe help with behavior change, Maybe they want to develop certain preferences in
certain ways. Absolutely, So what you get when you go through the fifteen
minutes or fifteen minute fifteen question discassessments is essentially an identification of your preference again,
your style, So that would be D C or S, right,
and I can run through that quickly and then talk about how it might tie
into your personal brand. Great. So the D profile is really stands for
dominance, So it's someone who's really tends to be direct, firm, strong,
willed, forceful, also tends to be very results oriented, right,
so really going for it. I stands for influence. This is someone who
tends to be outgoing, enthusiastic, optimistic, high spirited. Right. There
are people that you you know, are great and kind of a collaborative group
setting to get the energy up, et cetera. S stands for steadiness.
These are people who tend to be even tempered, accommodating patients, humble,
tactful, again really important maybe when you're talking about negotiations, right or something
similar. And C is about being conscientious, right, So these people tend
to be more analytical, reserved, precise, systematic, right, great people
to have when you're talking about anything analytical, process oriented, data driven,
etc. So you can see how disc these different you know, different preferences,
these different styles can actually be really effective and really powerful in different settings,
right, in different roles, right on different types of work or projects.
And one of the key principles of the DISK assessment is that number one,
all of these are equally valuable, and number two is that everyone's a
blend of all four of these styles. So what you get as a result
of your preference is what can be referred to a sort of your home base,
if you will, right, you're kind of default, and you are
also a combination of the other preference is in there. And I think when
it comes to personal brand, knowing what your home base is knowing what your
kind of default is is the really important thing to raise your self awareness so
that you can make choices about how you want to show up in different settings.
Because the other part of this is knowing that you can adapt and flex
to the other preferences of the other styles will really help you as well.
Right, So, if you're in a situation where you tend you know,
you need to have a bit more tact right, or maybe it's something that's
a really sensitive relationship, having that s that steadiness factor go up will really
help you with your brand and really help you with your performance. And similarly,
if there's something that just needs to be driven through and get done and
you know, get over the finish line, you know the inverse that de
component, you know, being able to flex that is something that will also
really help you and may actually support your team as well. So I think
when it comes to personal brand, knowing your your style, your preference,
and knowing how you can adapt and flex using the other preferences, preferences and
styles is really how to leverage this to increase the impact wherever you are.
That's amazing and it's an amazing description. I love this idea that we are
actually a blend of all worthies that we have elements of that, but then
you sort of just have a default, maybe like a default mode of operating.
I imagine that coaching is a place where if you, let's say you're
naturally one of these let's say you're naturally dominant, but you need a situation
where you need to slow down and be the steady presence, the green or
then so is that a situation where coaching can help you sort of develop that
ability to adapt? Absolutely? Absolutely, I mean one of the greatest gifts
of coaching is self awareness, because once you become aware of your blind spots
or aware of kind of different elements of your style that you may be you
know, don't use all the time or aren't fully kind of in touch with,
you can then make different choices or conscientious choices the least about how you
want to throw up right. So absolutely, coaching is a way to kind
of not just delve into, you know, what is my style, but
also what are the other styles here? Right? How can I adapt?
How can I connect in with you know, the different motivations, the different
fears or limitations of the other styles that can benefit me and can benefit my
team and those around me. M's that's amazing. That's a great, great
summary of how coaching can really support sort of that flexibility. Just one final
question here, because we're almost at a time you know, there are there
are a lot of different assessments out there, and one of the things that
we are seeking to do is really educate our audience of about the different assessments
and how they can help them. So I imagine you have a wide array
of choices that you could have chosen to get certified, and so why is
it that you chose to get certified, and just what was it about this
assessment that you found sort of most impactful in the work that you do.
Absolutely right, there are a number of assessments out there, no shortage,
and they all serve a slightly different purpose. And I was drawn to the
DISC, I mean countless different assessments. Myself. I was drawn to DISC
as kind of a starting point from my own certifications, largely because it is
simple, it's fairly intuitive, and therefore it's easy to remember. It's you
can apply it to so many different settings, and it fits a variety of
different environments. Right as I said, individual team, all the different applications
that we've already touched on and so it's relatively easy to do. And I
you get a lot on the back end of that, right you. So
that that's what I wanted to go with the DISC myself, and what I
have found in using it with us sure is that that all that holds true,
willing to it over time in a coaching environment so that it's really impactful
and in a team setting. There's a great Ben Franklin quote where he says,
tell me and I forget, teach me and I may remember, Involve
me and I learn. And I think involving teams in the DISK assessment is
incredibly impactful, getting them to stand up, if they're together, move around
right to talk about what the implications of this are. And even virtually I'm
debriefing a team next week and we're going to be doing breakout rooms and we're
going to be utilizing the chat and you know, other tools, backgrounds,
et cetera to really involve everybody and and really cement this learning. So I
think the DISC is accessible, it's memorable, and it's impactful, wonderful,
And on on that note, you know we're gonna we're gonna. I'm gonna
say thank you Coach Moura for sharing your your insight into the disk assessment today
and to our audience. If you would like to work with Coach Moura or
one of our other qualified coaches, please visit us at the ideamix dot com.
Thank you for listening. Thanks for listening. Please subscribe wherever you listen
and leave us a review. Find your ideal coach at www dot viid mix
dot com. Special thanks to our producer Martin Maluski and singer songwriter Doug Allen