February 1, 2024 • 14 mins
In this enlightening episode, Coach Maura dives into the world of the DISC assessment—a tool decoding individual traits and preferences. With 15 years of coaching wisdom, Coach Maura sheds light on how DISC transforms team dynamics, enhances leadership, resolves conflicts, shapes personal branding, and boosts adaptability. It's not just about knowing your style; it's about making mindful choices in diverse settings.
Subscribe to ideamix - Coaching, Performance, and Wellness, and stay tuned for new episodes every other Thursday. On ideamix podcasts, we speak with innovators and coaches to help you build the life, business, and career you want. ideamix is the go-to destination for individuals to find their ideal coach. Check out our website at www.theideamix.com. For comments, questions, podcast guest ideas, or sponsorship inquiries, please email info@theideamix.com.
Subscribe to ideamix - Coaching, Performance, and Wellness, and stay tuned for new episodes every other Thursday. On ideamix podcasts, we speak with innovators and coaches to help you build the life, business, and career you want. ideamix is the go-to destination for individuals to find their ideal coach. Check out our website at www.theideamix.com. For comments, questions, podcast guest ideas, or sponsorship inquiries, please email info@theideamix.com.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:03):
Welcome to Idemics Performance and Wellness,where world leading coaches and scientists explain how
their research can help you achieve yourpersonal and professional goals. Foster hi It's
Sanjayanti, co founder and CEO ofIdemics Coaching. Coaching has played an important
role in my life. It's helpedme through my journey to become a powerful
(00:24):
leader, mother and wife. IDMXcoaches help you increase your self awareness,
improve your problem solving skills, andevolve your habits to achieve your goals,
all things I'm grateful to have learnedand done through my own coaching journey.
Our easy one minute assessment matches youwith an Idemics coach that best fits your
needs and values. Each Idemics coachis vetted and experienced. It helps clients
(00:46):
mad and achieve their wellness, professionaland business goals. If you or someone
you know could benefit from coaching,visit our website at www dotidemics dot com.
We also know that not everyone caninvest in coaching right now, and
that's what we provide free coaching inour Coach Shorts episodes. If you think
someone you know would benefit from it, please share our podcast with them.
(01:07):
Thanks for listening and see you nexttime. Welcome to Coaches to Know,
a podcast short designed to help todemestify 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 totalk about the DISK assessment. Coach Mora
(01:29):
has been coaching for nearly fifteen years. She works at the intersection of business
and culture, particularly in international peoplestrategy and management consulting. She has spent
twelve years living and working outside ofthe US, and in addition to her
international experience, she holds an MBAand a degree in cultural anthropology. Her
(01:52):
clients are culturally diverse, high achieversand leaders across a range of industries,
as well as entrepreneurs and young professionalswho 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 getright into it because we don't have a
(02:15):
lot of time. So today we'rehere to talk about the DISK assessment.
Could you please share with us whatis the DISK assessment and what is the
assessment based on? Absolutely? Thankyou, Jamie, very excited to be
here and talk to you. Aboutthis tool which is really impactful and something
that has a lot of applications.So the DISK assessment is a behavioral tool
(02:38):
like many right we know of otherbehavioral tools, the DISK assessment is slightly
different in that it's a simple andeffective way to identify inherent traits and preferences
of individuals. So essentially, whatis your individual style? And it's different
than other assessments for Exampler's brigs ofthe MBTI, which is more about your
(03:00):
personality, the DISC is really lookingat behavior as to excuse me, observable
behaviors. So the DISC looks atobservable behaviors that are identified for yourself.
It's something that you can use toalso look at behaviors and styles of others,
and it can really be effective whenused in relationships, so in a
(03:22):
working group or with a team.Amazing, thank you for that introduction.
So could you give us some ofthose sort of best use cases for the
DISK assessment. Absolutely, I'm actuallygonna start with how it should not be
used. Okay, that's the right. Yeah, different ways that you know
(03:45):
behavioral tools and assessments are used,but the DISC is not the best one
for would be something like hiring orperformance because again the DISC is about personal
style and we don't want to sortof penalize someone for that because it's essentially
looking at your preferences. What theDISC can be used for and is really
an excellent tool for, is buildingyour self awareness again, identifying what your
(04:09):
priorities are, your style, yourpreferences, and with you. When used
in a group, it can bereally powerful for team building, leadership effectiveness.
The DISC is something that can beused to harness trust and establish empathy,
either individually or collectively. It's somethingthat can be used as a powerful
(04:31):
tool and conflict resolution again kind ofbuilding out what it is that different people
lean on, right or kind ofdefault too. When used individually, you
can talk about you can use itto talk about your personal branding. You
know, what is it that definesmy style and how does that impact how
I show up in my leadership brand? And it's really effective with international collaboration
(04:57):
again, identifying different styles. Somethingcan be used in developing adaptability right in
the variable sort of complex environment thatwe find ourselves in today. So quite
a variety of tools, both individually, so excuse me, a variety of
applications both individually and collectively. That'svery interesting and amazing all the different sort
(05:20):
of variable use cases. You know, I've always tended to think about disc
as something that would be great forusing in a team setting, but it's
actually interesting to hear about how anindividual can use it to build awareness about
their own style and their personal branding. Can it be used in the sense
(05:41):
of helping an individual and not justunderstand who they are, but in order
to maybe help with behavior change,Maybe they want to develop certain preferences in
certain ways. Absolutely, So whatyou get when you go through the fifteen
minutes or fifteen minute fifteen question discassessmentsis essentially an identification of your preference again,
(06:05):
your style, So that would beD C or S, right,
and I can run through that quicklyand 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 reallytends to be direct, firm, strong,
willed, forceful, also tends tobe very results oriented, right,
(06:28):
so really going for it. Istands 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 beeven tempered, accommodating patients, humble,
(06:53):
tactful, again really important maybe whenyou're talking about negotiations, right or something
similar. And C is about beingconscientious, right, So these people tend
to be more analytical, reserved,precise, systematic, right, great people
to have when you're talking about anythinganalytical, process oriented, data driven,
(07:15):
etc. So you can see howdisc these different you know, different preferences,
these different styles can actually be reallyeffective and really powerful in different settings,
right, in different roles, righton different types of work or projects.
And one of the key principles ofthe DISK assessment is that number one,
(07:36):
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 bereferred to a sort of your home base,
if you will, right, you'rekind of default, and you are
(07:56):
also a combination of the other preferenceis in there. And I think when
it comes to personal brand, knowingwhat your home base is knowing what your
kind of default is is the reallyimportant thing to raise your self awareness so
that you can make choices about howyou want to show up in different settings.
Because the other part of this isknowing that you can adapt and flex
to the other preferences of the otherstyles will really help you as well.
(08:20):
Right, So, if you're ina situation where you tend you know,
you need to have a bit moretact right, or maybe it's something that's
a really sensitive relationship, having thats that steadiness factor go up will really
help you with your brand and reallyhelp you with your performance. And similarly,
if there's something that just needs tobe driven through and get done and
(08:43):
you know, get over the finishline, you know the inverse that de
component, you know, being ableto flex that is something that will also
really help you and may actually supportyour team as well. So I think
when it comes to personal brand,knowing your your style, your preference,
and knowing how you can adapt andflex using the other preferences, preferences and
styles is really how to leverage thisto increase the impact wherever you are.
(09:09):
That's amazing and it's an amazing description. I love this idea that we are
actually a blend of all worthies thatwe 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 placewhere if you, let's say you're
naturally one of these let's say you'renaturally dominant, but you need a situation
(09:33):
where you need to slow down andbe the steady presence, the green or
then so is that a situation wherecoaching can help you sort of develop that
ability to adapt? Absolutely? Absolutely, I mean one of the greatest gifts
of coaching is self awareness, becauseonce you become aware of your blind spots
(09:56):
or aware of kind of different elementsof your style that you may be you
know, don't use all the timeor aren't fully kind of in touch with,
you can then make different choices orconscientious choices the least about how you
want to throw up right. Soabsolutely, coaching is a way to kind
of not just delve into, youknow, what is my style, but
(10:16):
also what are the other styles here? Right? How can I adapt?
How can I connect in with youknow, the different motivations, the different
fears or limitations of the other stylesthat can benefit me and can benefit my
team and those around me. M'sthat's amazing. That's a great, great
(10:39):
summary of how coaching can really supportsort of that flexibility. Just one final
question here, because we're almost ata time you know, there are there
are a lot of different assessments outthere, and one of the things that
we are seeking to do is reallyeducate our audience of about the different assessments
(11:01):
and how they can help them.So I imagine you have a wide array
of choices that you could have chosento 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 mostimpactful in the work that you do.
Absolutely right, there are a numberof assessments out there, no shortage,
(11:26):
and they all serve a slightly differentpurpose. And I was drawn to the
DISC, I mean countless different assessments. Myself. I was drawn to DISC
as kind of a starting point frommy own certifications, largely because it is
simple, it's fairly intuitive, andtherefore it's easy to remember. It's you
(11:52):
can apply it to so many differentsettings, 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 soit's relatively easy to do. And I
(12:16):
you get a lot on the backend of that, right you. So
that that's what I wanted to gowith the DISC myself, and what I
have found in using it with ussure is that that all that holds true,
willing to it over time in acoaching environment so that it's really impactful
(12:39):
and in a team setting. There'sa great Ben Franklin quote where he says,
tell me and I forget, teachme and I may remember, Involve
me and I learn. And Ithink involving teams in the DISK assessment is
incredibly impactful, getting them to standup, if they're together, move around
right to talk about what the implicationsof this are. And even virtually I'm
(13:03):
debriefing a team next week and we'regoing to be doing breakout rooms and we're
going to be utilizing the chat andyou know, other tools, backgrounds,
et cetera to really involve everybody andand really cement this learning. So I
think the DISC is accessible, it'smemorable, and it's impactful, wonderful,
And on on that note, youknow we're gonna we're gonna. I'm gonna
(13:26):
say thank you Coach Moura for sharingyour your insight into the disk assessment today
and to our audience. If youwould 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 forlistening. Please subscribe wherever you listen
(13:46):
and leave us a review. Findyour ideal coach at www dot viid mix
dot com. Special thanks to ourproducer Martin Maluski and singer songwriter Doug Allen
Welcome to Idemics Performance and Wellness,where world leading coaches and scientists explain how
their research can help you achieve yourpersonal and professional goals. Foster hi It's
Sanjayanti, co founder and CEO ofIdemics Coaching. Coaching has played an important
role in my life. It's helpedme through my journey to become a powerful
(00:24):
leader, mother and wife. IDMXcoaches help you increase your self awareness,
improve your problem solving skills, andevolve your habits to achieve your goals,
all things I'm grateful to have learnedand done through my own coaching journey.
Our easy one minute assessment matches youwith an Idemics coach that best fits your
needs and values. Each Idemics coachis vetted and experienced. It helps clients
(00:46):
mad and achieve their wellness, professionaland business goals. If you or someone
you know could benefit from coaching,visit our website at www dotidemics dot com.
We also know that not everyone caninvest in coaching right now, and
that's what we provide free coaching inour Coach Shorts episodes. If you think
someone you know would benefit from it, please share our podcast with them.
(01:07):
Thanks for listening and see you nexttime. Welcome to Coaches to Know,
a podcast short designed to help todemestify 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 totalk about the DISK assessment. Coach Mora
(01:29):
has been coaching for nearly fifteen years. She works at the intersection of business
and culture, particularly in international peoplestrategy and management consulting. She has spent
twelve years living and working outside ofthe US, and in addition to her
international experience, she holds an MBAand a degree in cultural anthropology. Her
(01:52):
clients are culturally diverse, high achieversand leaders across a range of industries,
as well as entrepreneurs and young professionalswho 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 getright into it because we don't have a
(02:15):
lot of time. So today we'rehere to talk about the DISK assessment.
Could you please share with us whatis the DISK assessment and what is the
assessment based on? Absolutely? Thankyou, Jamie, very excited to be
here and talk to you. Aboutthis tool which is really impactful and something
that has a lot of applications.So the DISK assessment is a behavioral tool
(02:38):
like many right we know of otherbehavioral tools, the DISK assessment is slightly
different in that it's a simple andeffective way to identify inherent traits and preferences
of individuals. So essentially, whatis your individual style? And it's different
than other assessments for Exampler's brigs ofthe MBTI, which is more about your
(03:00):
personality, the DISC is really lookingat behavior as to excuse me, observable
behaviors. So the DISC looks atobservable behaviors that are identified for yourself.
It's something that you can use toalso look at behaviors and styles of others,
and it can really be effective whenused in relationships, so in a
(03:22):
working group or with a team.Amazing, thank you for that introduction.
So could you give us some ofthose sort of best use cases for the
DISK assessment. Absolutely, I'm actuallygonna start with how it should not be
used. Okay, that's the right. Yeah, different ways that you know
(03:45):
behavioral tools and assessments are used,but the DISC is not the best one
for would be something like hiring orperformance because again the DISC is about personal
style and we don't want to sortof penalize someone for that because it's essentially
looking at your preferences. What theDISC can be used for and is really
an excellent tool for, is buildingyour self awareness again, identifying what your
(04:09):
priorities are, your style, yourpreferences, and with you. When used
in a group, it can bereally powerful for team building, leadership effectiveness.
The DISC is something that can beused to harness trust and establish empathy,
either individually or collectively. It's somethingthat can be used as a powerful
(04:31):
tool and conflict resolution again kind ofbuilding out what it is that different people
lean on, right or kind ofdefault too. When used individually, you
can talk about you can use itto talk about your personal branding. You
know, what is it that definesmy style and how does that impact how
I show up in my leadership brand? And it's really effective with international collaboration
(04:57):
again, identifying different styles. Somethingcan be used in developing adaptability right in
the variable sort of complex environment thatwe find ourselves in today. So quite
a variety of tools, both individually, so excuse me, a variety of
applications both individually and collectively. That'svery interesting and amazing all the different sort
(05:20):
of variable use cases. You know, I've always tended to think about disc
as something that would be great forusing in a team setting, but it's
actually interesting to hear about how anindividual can use it to build awareness about
their own style and their personal branding. Can it be used in the sense
(05:41):
of helping an individual and not justunderstand who they are, but in order
to maybe help with behavior change,Maybe they want to develop certain preferences in
certain ways. Absolutely, So whatyou get when you go through the fifteen
minutes or fifteen minute fifteen question discassessmentsis essentially an identification of your preference again,
(06:05):
your style, So that would beD C or S, right,
and I can run through that quicklyand 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 reallytends to be direct, firm, strong,
willed, forceful, also tends tobe very results oriented, right,
(06:28):
so really going for it. Istands 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 beeven tempered, accommodating patients, humble,
(06:53):
tactful, again really important maybe whenyou're talking about negotiations, right or something
similar. And C is about beingconscientious, right, So these people tend
to be more analytical, reserved,precise, systematic, right, great people
to have when you're talking about anythinganalytical, process oriented, data driven,
(07:15):
etc. So you can see howdisc these different you know, different preferences,
these different styles can actually be reallyeffective and really powerful in different settings,
right, in different roles, righton different types of work or projects.
And one of the key principles ofthe DISK assessment is that number one,
(07:36):
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 bereferred to a sort of your home base,
if you will, right, you'rekind of default, and you are
(07:56):
also a combination of the other preferenceis in there. And I think when
it comes to personal brand, knowingwhat your home base is knowing what your
kind of default is is the reallyimportant thing to raise your self awareness so
that you can make choices about howyou want to show up in different settings.
Because the other part of this isknowing that you can adapt and flex
to the other preferences of the otherstyles will really help you as well.
(08:20):
Right, So, if you're ina situation where you tend you know,
you need to have a bit moretact right, or maybe it's something that's
a really sensitive relationship, having thats that steadiness factor go up will really
help you with your brand and reallyhelp you with your performance. And similarly,
if there's something that just needs tobe driven through and get done and
(08:43):
you know, get over the finishline, you know the inverse that de
component, you know, being ableto flex that is something that will also
really help you and may actually supportyour team as well. So I think
when it comes to personal brand,knowing your your style, your preference,
and knowing how you can adapt andflex using the other preferences, preferences and
styles is really how to leverage thisto increase the impact wherever you are.
(09:09):
That's amazing and it's an amazing description. I love this idea that we are
actually a blend of all worthies thatwe 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 placewhere if you, let's say you're
naturally one of these let's say you'renaturally dominant, but you need a situation
(09:33):
where you need to slow down andbe the steady presence, the green or
then so is that a situation wherecoaching can help you sort of develop that
ability to adapt? Absolutely? Absolutely, I mean one of the greatest gifts
of coaching is self awareness, becauseonce you become aware of your blind spots
(09:56):
or aware of kind of different elementsof your style that you may be you
know, don't use all the timeor aren't fully kind of in touch with,
you can then make different choices orconscientious choices the least about how you
want to throw up right. Soabsolutely, coaching is a way to kind
of not just delve into, youknow, what is my style, but
(10:16):
also what are the other styles here? Right? How can I adapt?
How can I connect in with youknow, the different motivations, the different
fears or limitations of the other stylesthat can benefit me and can benefit my
team and those around me. M'sthat's amazing. That's a great, great
(10:39):
summary of how coaching can really supportsort of that flexibility. Just one final
question here, because we're almost ata time you know, there are there
are a lot of different assessments outthere, and one of the things that
we are seeking to do is reallyeducate our audience of about the different assessments
(11:01):
and how they can help them.So I imagine you have a wide array
of choices that you could have chosento 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 mostimpactful in the work that you do.
Absolutely right, there are a numberof assessments out there, no shortage,
(11:26):
and they all serve a slightly differentpurpose. And I was drawn to the
DISC, I mean countless different assessments. Myself. I was drawn to DISC
as kind of a starting point frommy own certifications, largely because it is
simple, it's fairly intuitive, andtherefore it's easy to remember. It's you
(11:52):
can apply it to so many differentsettings, 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 soit's relatively easy to do. And I
(12:16):
you get a lot on the backend of that, right you. So
that that's what I wanted to gowith the DISC myself, and what I
have found in using it with ussure is that that all that holds true,
willing to it over time in acoaching environment so that it's really impactful
(12:39):
and in a team setting. There'sa great Ben Franklin quote where he says,
tell me and I forget, teachme and I may remember, Involve
me and I learn. And Ithink involving teams in the DISK assessment is
incredibly impactful, getting them to standup, if they're together, move around
right to talk about what the implicationsof this are. And even virtually I'm
(13:03):
debriefing a team next week and we'regoing to be doing breakout rooms and we're
going to be utilizing the chat andyou know, other tools, backgrounds,
et cetera to really involve everybody andand really cement this learning. So I
think the DISC is accessible, it'smemorable, and it's impactful, wonderful,
And on on that note, youknow we're gonna we're gonna. I'm gonna
(13:26):
say thank you Coach Moura for sharingyour your insight into the disk assessment today
and to our audience. If youwould 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 forlistening. Please subscribe wherever you listen
(13:46):
and leave us a review. Findyour ideal coach at www dot viid mix
dot com. Special thanks to ourproducer Martin Maluski and singer songwriter Doug Allen
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