DISC behavioural psychology - the basis for an effective team - building a common language

Man is a social being, writes American psychologist Elliot Aronson. As a result, we engage in countless interactions at work and in our personal lives. To function effectively in the world of the organisation, it is worthwhile to understand our own strengths and areas for improvement. Our personality and values are the why of our actions and our behaviour the how. The DISC-based method makes us aware that we do not necessarily need to change our character, i.e. "ourselves", but that it is usually enough to shape our behaviour to work together more effectively.

DISC's system offers a practical, stable framework for recognising our own behaviour and the behaviour of others in this fast-paced, changing world. This leads to a better understanding of ourselves, our colleagues or even our partners, and ultimately to better communication with people like us and with people with different behavioural styles.

The DISC methodology highlights the behavioural elements that the other party welcomes and that help us to engage in productive communication and problem solving. In effect, it provides participants with a map of their own and each other's behaviour, which is an essential asset for effective working in an organisation.

Our programme is unique in that our trainings are conducted by trainers who have a degree in psychology, but who have been socialised in the organisation, and are thus able to transfer the basic and usable features and tools of the DISC typology to the participants in an understandable and adaptive way, thus meeting the needs of internal self-development and effective organisational cooperation.

It is recommended to all those who want to connect with others in a more stable, conscious and value-creating way in this VUCA world, who want to develop balance, effective communication and good cooperation with their colleagues and subordinates, and who want to experience an inner and outer psychological security.

It is highly recommended for all managers whose colleagues work in a remote/hybrid environment to be able to maintain motivation, enhance engagement, individualised conscious communication and develop teamwork.

However, it is also recommended for anyone who works with people and wants to understand each other's behaviour, functioning and reactions. As well as for people in any job who value working with others, whether it be in partnership management, leadership, sales.

And also for those who are interested in the particularities of human functioning, who are open to looking at others and themselves, and thus to working in a more conscious way.

The main benefit of the DISC model is that it highlights an individual's inherent behavioural tendencies and provides knowledge that helps individuals to better understand the drivers of themselves and others, and thus to develop tolerant, empathic, stable relationships with each other. This increases cooperation between members of the organisation.

More effective cooperation also gives individuals a sense of psychological security, which increases their commitment to the group and the organisation.

Participants are able to communicate with each other in a way that takes DISC styles into account. They will learn who needs what level of detail in the transmission and reception of information, what is most easily listened to, what motivational tools are appropriate, how they are likely to react to change. What to expect in stressful situations, how they will feel in a particular job.

They understand what it means to have a different orientation, a different relationship with time. They will understand the depth and speed of stimulus processing, why some people's risk-taking and conflict management is different, and why the pace of work is different. Awareness of all these differences leads to a high level of tolerance and understanding.

There is an awareness of the balance between individual and group interests and improved cooperation between colleagues in the department. They become aware of their own and each other's individual strengths and areas for improvement. They develop their communication, conflict management and tolerance of others. This will enable them to cooperate consciously.

DISC theoretical model

• The benefits of personality typology
• Theoretical overview of the DISC model - personality typology
• The role of DISC in shaping the quality of human relationships
• The role of DISC in the management of personal resources
• Usefulness and limitations of the DISC approach
• Self-diagnosis (based on DISC questionnaire)

Differences in individual behavioural patterns

• Differences in individual needs
• Behavioural needs in the world of work
• Implications of individual diversity in the following areas
  • motivation and sources of personal motivation
  • making and maintaining personal relationships
  • giving and receiving feedback from colleagues and superiors
  • sources of conflict and solutions to conflicts
  • work rhythm, pace, tempo
  • attitude to change - personal ways of adapting
  • group roles and their repertoire
  • Preferred decision-making styles, their situational prevalence
• personality differences and relationship dynamics, group dynamics
• Tensions and enriching experiences in work-relationships for different types

DISC and communication

• Signs of types in communication
• How to adapt to different types
• How to communicate with whom?
• Which type requires which form and style of communication
• Adapting to the style of the communication partner
• How to give and request information from different types

Working together

• Strengths and possible barriers to cooperation between different types within a group
• Awareness of the conditions for cooperation between types, different groups
• Characteristics of group decision-making for different types
• Typical group structures of DISC types
• Strengths and areas for improvement of group types
• Developing group synergy

Feedback

• Principles and rules of feedback
• Feedback methodology
• How to give feedback to which type of person
• Practising feedback methodology

Problem solving

• Defining the problem and the conflict
• How to deal with each type of person in a problem situation
• Learning Gordon's simplified problem solving procedure
• DISC-based conflict management role-plays - hands-on experience

After the training, individual coaching will be available to further process, adapt and deepen what has been learned during the training.

For teams working together, team coaching is available after the training to further analyse and deal with everyday problems and possible conflicts in a DISC spirit and in an effective problem-solving way.