One of the great advantages of being an Accredited DiSC Facilitator is being able to use Everything DiSC not only as an individual behavioural profile but also a team profiling tool. Its great power is raising individual self-awareness of people’s preferences and then to take their preferred styles and plot them onto a DiSC team map (see below) to allow the team to discuss the overall team profile and what it means for performance.
Team Map
D = Dominance
i = Influence
S = Steadiness
C = Conscientiousness
In order to get the most from the team session, trust and psychological safety need to have been created before the team looks at and then reviews their map. This means making sure the cornerstone principles of DiSC are clear to everyone:
- DiSC measures preferences and tendencies
- All styles are equally valuable
- We are a blend of all styles
- DiSC does NOT measure skills and abilities
- DiSC is a tool for dialogue not diagnosis
Once these are understood and adhered to, it opens a space for the team to engage in invaluable discussion about performance. We suggest using a three-step process to get the most from these discussions.
Step 1
Show the map to the team and capture initial reactions. What do you notice? What resonates with you? Then probe a little more, what does this show us about your culture? How does this play out in the workplace? This is such a great opportunity to gain insight into peoples unfiltered view on the team. It can be a little challenging at times but, if facilitated effectively the responses are a wonderful opportunity to build understanding.
Step 2
As a DiSC Accredited Facilitator, you will be able to generate an Everything DiSC Facilitator Report which highlights the teams Primary Culture. What the team members value most and what does the team reward and recognise. This can be crossed referenced with the discussion and outputs from Step 1 and widen the discussions.
Step 3
The first two steps have now created a space to ask questions, such as, how can we maximise our DiSC priorities? What do we value in each other? How best to give each other feedback? What do we need to do to improve performance? What do we need from one another? How do we need to behave and support each other when things get tense and pressurised? How do we make decisions? Are we making the most of our diversity to make the best decisions? How are we seen by the rest of the organisation?
If these 3 steps have been successfully facilitated, then it moves people from personal insight/discovery/self-awareness to team actions and a clear action plan will emerge. For example, as an individual contributor, what do I need to stop, start and continue to do to help the team improve? As a team what do we need to stop, start and continue to do to improve overall performance?
The real magic starts to happen post Step 3, when the team is back working on its purpose. If they can embed DiSC (and their team actions) into their day-to-day work, for example, revisit it before meetings, 121s, meetings, and review actions/commitments made, then you see relationships start to grow, understanding between members flourish and ultimately performance improvement.
If you would like to know more about adding DiSC to your professional toolbox and helping people and teams develop performance, please contact us.
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