DISC Case Study - Understanding a Person's Conscious vs. Unconscious Behavioural Style

DISC Case Study - Understanding a Person's Conscious vs. Unconscious Behavioural Style

Recently, a consultant had doubts as to the accuracy of a Personal Analysis Report and it was interesting to realise why there was some confusion over the report.

The two Profiles in the report are shown opposite.Extended DISC Reports, Training & Certification at Talent Tools

The person’s employer was of the opinion that the candidate was a relatively quiet withdrawn person, but thorough, precise and systematic in his work role.  He was, in the opinion of his employer, careful and conservative, and demonstrated all the attributes of a “C” type behavioural style.

The report therefore seemed to the employer and consultant to be at odds with the style they had observed in his work role, but he didn’t seem to be comfortable in his current role.
Because the report is based on Profile II, the person’s natural unadjusted unconscious behavioural style, it described the individual as a social, influential, confident, friendly and self-assured person, which wasn’t what the employer had observed in the individual’s behaviour in his work place.

The point is of course, that the person concerned had been placed in a role that he believed required Profile I type behaviour, which meant that he was working outside his natural behavioural style.  This became even more obvious when considering the extra energy he needed to cope with his work and which is clearly shown on the Flexibility Zones on the Extended DISC Diamond shown opposite.

It was no wonder that the person concerned was not enjoying his current role and he was probably going home each evening feeling tired as he would have been finding the role exhausting.

Extended DISC is all about understanding a person’s true unconscious behavioural style and placing them in a role that suits his/her style.  The person in this case was clearly working outside his comfort zone and he would not be getting an opportunity to use his clear natural strengths.  Just as importantly, he would not be getting the motivation to demonstrate his natural strengths and it is therefore not surprising that the employer could not understand why he was not happy in his current role.   

We do not know the outcome of the exercise but our advice was that the employer should revisit his job description and consider the clear natural strengths of the individual and provide him with the opportunity to utilise his natural behavioural style.

To find out how Extended DISC can help your business, contact us at Talent Tools on 1800 768 569 or Outside Australia on 61 3103 0177  or email us.

Author: EDA & Talent Tools

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