Everything Disc Management Handout - tmlf2

People Smarts
for Leaders
TH!NK, LLC * WWW.THINK-TRAINING.COM * 808-224-6694

People Smarts for Leaders | Page !2
Section 1: Understanding Yourself and Others ...............................................3

Behavior Shopping Spree .........................................................................................................................4
Course Description ................................................................................................................................... 5
Why Are You Here? ..................................................................................................................................6
Relationship Pathway ............................................................................................................................... 7
Relationship Pathway ............................................................................................................................... 8
The DiSC Styles: Psychological Needs .................................................................................................9
Time Management and Decision Making ................................................................................................10
Create Your Ideal Community ................................................................................................................. 11
People-Reading and Moving Your Dot ....................................................................................................12
Section 2: ........................................................................................................13
Adapting Your Management Style ..................................................................13
Motivation: What Do Employees Really Want? .....................................................................................14
Survey: Motivation & You .......................................................................................................................15
Case Study: Motivating Your Team ........................................................................................................16
Video: Motivation for Different Employees ..............................................................................................17
Lets Practice! .........................................................................................................................................19
Lets Practice! .........................................................................................................................................21
Lets Practice! .........................................................................................................................................22
Directing and Delegating ........................................................................................................................ 23
The Importance of Development ............................................................................................................24
DiSC Development Preferences ..........................................................................................................25
Section 3: .........................................................................................................26
Field Assignments ...........................................................................................26
Field Assignment #1: Wordle .................................................................................................................27
Field Assignment #2: Creating a Motivating Environment ....................................................................28
Field Assignment #3: Directing and Delegating to Different Employees ................................................ 29
Field Assignment #4: Developing Others ..............................................................................................30
Field Assignment #5: Working with Your Manager................................................................................ 31
Field Assignment #6: Comparison Reports ...........................................................................................32
Keeping DISC Alive................................................................................................................................. 33
DiSC is a registered trademark of Wiley www.think-training.com

Section 1:
Understanding
Yourself and Others

Behavior Shopping Spree
Walk around the room and find a person who believes a behavior listed on the right hand
side of the page accurately describes their leadership style/preference.
Have the person sign your paper. Each person can sign your paper up to 2 times.
Give a celebration call when you are finished with the entire page.
Name Behavior
I usually like to provide ambitious goals.
I tend to show enthusiasm to energize my team.
I have a hands-o leadership style..
I tell it like it is.
I like to use a friendly approach when mentoring someone.
I prefer to get, and give, early warnings of change.
I see myself as direct and to the point.
I support ideas with logic and facts.
I value accuracy over speed.
I prefer to give people ample time to make decisions.
I believe employees feelings at work impact the business.
I tend to want to see action.
I focus on the quality of my teams work.
I focus on how to promote collaboration and dialogue.

Course Description
There are no good or bad relationships, only relationships that require more or less energy
to bridge the gap than others.
A leaders cannot lead with only one style. In fact, most successful leaders understand how
to adapt to peoples needs in order to bring out the best in their team. Adaptability requires a
high degree of emotional intelligence. Emotional intelligence, or People Smarts, is
developed when a leader is clear about what drives his or her leadership behaviors and
becomes more adaptable in different situations.
By the end of this module, you will:
Assess your natural behavior style to become more aware of the impact your leadership
style has on your team.
Practice the art of people-reading so that you can become more adaptive and effective in
a wide range of leadership situations.
Create a motivating work environment so that your employees are self-directed,

productive, and inspired to do their best work.
Learn how to adapt your directing and delegating approach to different peoples behavior
style so that you can build the capacity of your team.
Hone your leadership approach to create a workplace where people feel comfortable
sharing their ideas openly and without hesitation.
Engage in meaningful 1-1 conversations with your employees to build trust and reduce
misunderstandings.

Why Are You Here?
Before we begin the class, it is important to have a strong WHY. We dont often times walk
into a training or meeting with a strong intention, but what if we did? Answer some or all of
the following questions to help you develop your intention for these classes.
How are you making a

dierence with your team
today?
What are you working towards What do you want to gain from
that you could use help with? this experience?
In one word, what do you

want to get more of and how
would it benefit your team if you
got it?

Relationship Pathway
The Relationship Pathway is a visual model that shows the 5 stages of building
relationships. How would you rank the following stages on a continuum of least comfortable
and effective to most comfortable and effective?
The five stages of a relationship are:
Understanding Judging Appreciating
Respecting Valuing
Most comfortable
5______________ and effective
4______________
3______________
2______________
1_____________
Least comfortable
and effective

People Smarts for Leaders | Page 8
!
Relationship Pathway
Relationships move on a fluid pathway from judging to valuing. A relationship in the judging
stage can be filled with distrust due to a lack of acceptance. People can work their way up
the relationship pathway by understanding behaviors, respecting perspectives, accepting
differences with their heart and ultimately truly valuing each others unique qualities. Moving
up the relationship pathway takes intention, focus, and energy.
People Smarts For Leaders explores tools and strategies that helps people understand
behaviors in a way that build high value relationships.
VALUING

I seek out your dierences to make me be3er.
05 I ask you to be on my team for all the reasons
that we are dierent.
APPRECIATING
I enjoy having you on my team.
04 I like that we are dierent.
RESPECTING
I respect your views.
03 I am willing to tolerate your perspec=ve,
but I dont love your behaviors.
UNDERSTANDING
02

I know more about you and now I can relate to you be3er.
I work to understand why we are so dierent.
JUDGING
If you are like me, you are awesome.
01

If you are not like me, you must be the problem.
I only focus on our dierences.

The DiSC Styles: Psychological Needs
DiSC is a psychological needs based model. This means that one key factor driving a
persons behavior is psychological need. Knowing DiSC helps people:
Become more self-aware in order to be able to learn and grow.
Be more compassionate and accepting by understanding what drives peoples

behaviors.
Build committed and trusting relationships by adapting their communication to peoples

needs.
The DiSC Styles: Psychological Needs

Time Management and Decision Making
Reviewing page 4 of your Everything DiSC profile, answer the following questions.
1. How do your time management tendencies affect the people you manage?
2. How do you think your decision making tendencies affect the people you manage?
3. Are there any actions that you should take based on your answers to the questions
above?

Create Your Ideal Community
Congratulations! You are in your DiSC families. You probably feel very comfortable now
that you are with your DiSC people :). It is time to create a poster of your ideal community
on flip chart paper. Your community poster, and debrief, to the class will help the rest of the
class understand your DiSC style better. Please discuss the following questions in your
group and write your responses on the flip chart. Be creative with color, words, and
graphics. You have 15 minutes to complete your poster.
1. What is the name of your community?
2. What is your communitys mascot and why?
3. What is your communitys slogan?
4. What do people in your community do for enjoyment?
5. What is a crisis in your community?
6. What are 3 qualities of your ideal mayor?
Lessons learned from this exercise.

People Smarts for Leaders | Page 1! 2
People-Reading and Moving Your Dot
People-reading is a tool used to increase your comfort and effectiveness in relationships by

first identifying someones DiSC style. People-reading is not a stereotyping tool. Instead, it
is a springboard to begin adapting in relationships. After identifying a persons DiSC style,
you are better able to understand a persons needs, and then adapt your communication/
leadership style to their DiSC style.
2 2

Section 2:
Adapting Your
Management Style

Motivation: What Do Employees Really Want?
AUTONOMY
Employees have an
innate desire to be
self-directed.
PURPOSE
Perhaps the greatest
employee motivator is
cultivating a sense of purpose.
If employees feel like they are
contributing to the greater
good, they will be driven and MASTERY
energized in their tasks.
People simply want to get
better at what they do.
Overcoming a challenge of
finding a creative solution to
a problem is a characteristic
that strongly motivates
employees.

Survey: Motivation & You
Instructions: Quickly read these phrases that are potential motivators. Then, check
two items that you find most motivating at work.
______________________Taking on new challenges
______________________Solving problems
______________________Knowing I made other people happy
______________________Meeting new people
______________________Being in charge
______________________Building connections with co-workers
______________________Making steady progress toward goals
______________________Being able to express my opinions freely
______________________Getting public recognition
______________________Analyzing all the options
______________________Working on team projects
______________________Being in a constantly changing environment
______________________Helping others succeed
______________________Getting closure on projects
______________________Doing a high-quality job
______________________Being in the limelight
______________________Taking risks
______________________Being the expert on a topic
______________________Producing concrete results

Case Study: Motivating Your Team
Imagine that this group is an actual work team. Based on the team survey you just
conducted, you now have information about what is meaningful to this team when
creating a motivating environment.
In your groups, analyze the survey data and use the following questions to identify
practices you would implement with this team.
Motivator #1: ________________________________________________________
1. Which DiSC needs are linked to this motivator?
2. As a leader, what three specific practices would you start to do with your team to meet
those needs?
Motivator #2: ________________________________________________________
1. Which DiSC needs are linked to this motivator?
2. As a leader, what three specific practices would you start to do with your team to meet
those needs?

Video: Motivation for Different Employees
MOTIVATING THE D
What did Greta do that was demotivating?
CARLOS What did you observe about Carlos that let you know he was
demotivated?
What did Greta do differently in the 2nd interaction?
_________________________________________________________________________________
MOTIVATING THE i
What did you observe about Anna that let you know she was
demotivated?

MOTIVATING THE S
What did you observe about Christiana that let you know she was
demotivated?
_________________________________________________________________________________

MOTIVATING THE C
What did you observe about Michael that let you know he was
demotivated?

Lets Practice!
Person A: You will play the role of the leader who is having a conversation with
an employee. In this conversation, practice adapting to your employees DiSC
style in order to meet your goal of the conversation. The following are some
adapting tips.
D - Dominance
Power and authority motivate people with the D behavior style. They like to know
they are in charge. They need information that allows them to make decisions quickly
and get tangible results. Be clear, specific, and to the point. Deal with facts and ask
for their opinion. Dont waste time by making small talk.
I - Influence:
People with the I behavior style are motivated by interacting with others and by
positive recognition. They need to know you are on their side. They appreciate the
information that allows them to move, create and take action. Ask them to tell you
about their opinions, ideas, and goals. Show lots of enthusiasm and excitement.
Dont talk down to them or over emphasize the details.
S - Steadiness
People with the S behavior style are motivated by appreciation and cooperation.
They like to build personal relationships. They want warmth, understanding,
friendship, and trust in their communications. Start with a personal connection to
break the ice. Be casual and non-threatening. Provide assurances and guarantees.
Show them a step-by-step plan for accomplishing tasks and dont rush into business.
C - Conscientiousness
People with the C behavior style are motivated by quality and respect for their work.
They value attention to detail. Communication must be logical and carefully worked
out. Stick to business. Use task-oriented action words rather than feeling words.
Dont be vague and disorganized.

! 0
Person B: You will play the role of the employee in the scenario. You will also
be given a DiSC style to incorporate into your behaviors during the
conversation. The following are tips for behaving
Dominance Influence
Be focused on results
Act energetic and enthusiastic
Be quick to respond and make decisions

Be warm and friendly
Speak with a faster pace

Speak with a faster pace
Be direct
Show optimism
You want to know the bottom line You want recognition

Conscientiousness Steadiness
Be analytical
Be focused on procedures for doing
Be focused on the details
things
Be methodical
Be a good listener
Speak at a slower pace

Speak at a slower pace
You want to do things correctly Ask questions for clarification
You want to be a dependable player

! 1
Lets Practice!
Person C: Feedback
Leader Name: _______________________________________________________
1. Leader projected confidence. 1 2 3 4 5 6 7 8 9 10

Comment:
2. Leader created a comfortable environment. 1 2 3 4 5 6 7 8 9 10

Comment:
3. Leader adapted to the employees DiSC style. 1 2 3 4 5 6 7 8 9 10

Comment:
4. The conversation was motivating. 1 2 3 4 5 6 7 8 9 10

Comment:
I thought you did well on.
For improvement, I suggest

Lets Practice!
Person C: Feedback
Leader Name: _______________________________________________________
1. Leader projected confidence. 1 2 3 4 5 6 7 8 9 10

Comment:
2. Leader created a comfortable environment. 1 2 3 4 5 6 7 8 9 10

Comment:
3. Leader adapted to the employees DiSC style. 1 2 3 4 5 6 7 8 9 10

Comment:
4. The conversation was motivating. 1 2 3 4 5 6 7 8 9 10

Comment:
I thought you did well on.
For improvement, I suggest

Directing and Delegating
1. What comes to mind when you think of directing people to do a task and delegating a
task?
2. What is the difference between directing a person to do a task and delegating a task?
3. List two of your strengths with directing and delegating? What is the impact on your
team?
4. List two of your challenges with directing and delegating? What is the impact on your
team?

The Importance of Development
What is development?
Development is the process in which someone, changes and becomes more advanced. The
goal of development is to help someone evolve their skills, mature in their decision making,
and gain knowledge that they did not have prior to working with you.
Why develop your team?
Help employees capitalize on their potential
Support their long-term growth
Retain top talent
Improve customer satisfaction
Succession planning
Personal Reflection
1. What has a manager or mentor done to help develop you? How did it help you?
2. When was the last time you spent time developing someone?
3. Who should you focus on next?

! 5
DiSC Development Preferences
1. What may be challenging for you when developing someone with the D style?
2. What may be challenging for you when developing someone with the I style?
3. What may be challenging for you when developing someone with the S style?
4. What may be challenging for you when developing someone with the C style?

Section 3:
Field Assignments

Field Assignment #1: Wordle
What is a wordle?
Wordle is an activity we do to help create a motivating environment by communicating to

people we work with how valuable and special they are to the team. A wordle is a word
cloud that describes a person and focuses there most positive qualities. You can see
sample word clouds below:
How do you make a wordle?
There are many different word cloud website on the internet. One of our favorites is
wordart.com. You can use other word cloud sites, but here are instructions on how to create
a word could on wordart.com.
1. Go to worart.com
2. Click on Create
3. Type in the list of words you want to form the word cloud. Your words should be:
Positive
Specific to the person, who they are and what they bring to the team
Include the persons name in a prominent way
4. Click on repeat of you want the word used more than one time.
5. Choose your shape
6. Choose your font
7. Click on visualize
8. If you like it, save and print it out. Bring a printed copy with you to class. If you
dont like what you visualize, make another one.

Field Assignment #2: Creating a Motivating Environment
Employee Name: Employee DiSC Style:
Use the page about this persons style in the Everything DiSC Management Profile:
Motivation section to write an action plan for creating a more motivating environment
for him or her.
STEP 1: Understand the Current Environment

Read the first three sections of this page to learn about this persons motivational
needs. Write down ideas, words, or phrases, as you read, that apply to your current
interaction with this person.
STEP 2: Plan to Create a More Motivating Environment

Read the last two sections of this page to discover strategies for creating a motivating
environment for this person. Write down two bulleted statements that you think will
make the greatest positive impact on this persons motivation.
Write down specific actions you will take to use these strategies to make the work
environment more motivating.

Field Assignment #3: Directing and Delegating to Different

Employees
Employee Name: Employee DISC Style:
Step 1: Task/Project
Think of a task or project you might delegate to this person.
Step 2: How Your Employee Likes To Work
Read the first paragraph about how this person likes to work and write down things to keep
in mind when delegating this task or project.
Step 3: Potential Problems Working With Together
Read the second paragraph about potential problems when working together and write down
what you might find most challenging about adapting your style when giving direction to this
person.
Step 4: Experience Level
What is this persons experience with this type of task?
Step 5: How To Be Effective
Read the last paragraphs, focusing on the areas that are relevant to this persons
experience level. Write down specific actions yo will take to effectively adapt your style
when directing him or her. Consider things such as confidence level, preparation on your
part, words and phrases that you will use, resources you will provide, follow-up actions, etc.)

Field Assignment #4: Developing Others
Employee Name: Employee DiSC Style:
Use the page about this persons style in the Everything DiSC Management Profile:
Developing Others section to write an action plan for creating a more motivating
environment for him or her.
STEP 1: Current Development Activities

Write down what you are currently doing to develop this person.
STEP 2: Areas of Strong Potential

Read the first paragraph about the ares of where this person may have strong
potential. Write down things that resonate with you about him or her. Reflect how
these areas align with current development activities
STEP 3: Obstacles and Strategies in the Development Process

Read the paragraphs about possible obstacles and strategies in they persons
development process. Choose two strategies to focus on that would help in the
creation of a development plan for this person.
STEP 4: New Steps

What will you do differently to be more effective when developing this person

Field Assignment #5: Working with Your Manager
Managers DiSC Style:
Using the page about this managers style in the Everything DiSC Management Profile:
Working with Your Manager section to complete the table and write an action plan for
improving how you work with your manager.
Step 1: Evaluate the Current Relationship
Read the paragraph about advocating and getting buy-in with your manager, and complete
each column with 1-2 statements from the page. Then, repeat the process with the
paragraph about dealing with conflict.
Step 2: Plan To Improve on Advocating and Getting Buy-in
Write down specific actions you will take that describe how you will improve your approach
for getting buy-in from your manager.
Step 3: Plan To Improve On Dealing With Conflict
Choose one statement you wrote in the could do better column about dealing with conflict.
Write down the things you will do differently next time you find yourself in conflict with your
manager.

Field Assignment #6: Comparison Reports
We would like to congratulate you for choosing to take DiSC to the next level by having a
comparison report conversation with a fellow team member. Comparison Report
conversations are designed to walk team members through a conversation with the intent of
developing strategies for a more comfortable and effective working relationship.
Here are the steps to completing the process:
1. Schedule a meeting time with your comparison report partner. You will see your
partners name on the front cover of your Everything DiSC Comparison Report. You
should have the comparison report that has your name listed first. For example, if
Sarah and Cindy did a comparison report, Sarah should have the report that says
Sarah working with Cindy and Cindy should have the report that says Cindy working
with Sarah.
2. Each individual should read through the comparison report prior to the scheduled
meeting. When reading through your Everything DiSC Comparison Report pages 3
9, make the following notes on your report:
- Next to items that you agree are accurate for your working relationship.
X Next to items that you feel are NOT accurate for your working
relationship.
? Next to items that you are unsure or unclear if they are impacting your
relationship.
3. Have your meeting and share your answers on pages 3 9. Feel free to ask
questions for clarity. This is a conversation, not a download.
4. On your Everything DiSC Comparison Report page 10, rank the traits in order of
importance when it comes to creating a more comfortable and effective working
relationship.
5. Under the column titled reflection and dialogue on the Everything DiSC Comparison
Report page 10, write one (1) action item for your top three (3) priority traits.
6. Make an intention to follow through on your commitments for the next 30 days.
7. Set an appointment for 30 days from now to see if you have both kept your
commitments and to see if it is time to set new agreements.

Keeping DISC Alive
DiSC TOOLS: KEEPING DiSC ALIVE
1) FOCUS ON TEAM
Everything Disc Team View Report and Facilitator Reports
2) SHARE YOUR STYLE
DiSC Out Loud Cards
3) BUILD STRONGER RELATIONSHIPS ONE RELATIONSHIP AT A TIME:
Everything DiSC Comparison Reports
4) REINFORCE DISC & STAY CONNECTED
www.Myeverythingdisc.com

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People Smarts

TH!NK, LLC * WWW.THINK-TRAINING.COM * 808-224-6694

Section 1: Understanding Yourself and Others ...............................................3

DiSC is a registered trademark of Wiley www.think-training.com

DiSC is a registered trademark of Wiley www.think-training.com

Behavior Shopping Spree

I usually like to provide ambitious goals.

I tend to show enthusiasm to energize my team.

I have a hands-o leadership style..

I tell it like it is.

I like to use a friendly approach when mentoring someone.

I prefer to get, and give, early warnings of change.

I see myself as direct and to the point.

I support ideas with logic and facts.

I value accuracy over speed.

I prefer to give people ample time to make decisions.

I believe employees feelings at work impact the business.

I tend to want to see action.

I focus on the quality of my teams work.

I focus on how to promote collaboration and dialogue.

DiSC is a registered trademark of Wiley www.think-training.com

By the end of this module, you will:

Create a motivating work environment so that your employees are self-directed,

DiSC is a registered trademark of Wiley www.think-training.com

Why Are You Here?

How are you making a

In one word, what do you

DiSC is a registered trademark of Wiley www.think-training.com

The five stages of a relationship are:

Understanding Judging Appreciating

5______________ and effective

DiSC is a registered trademark of Wiley www.think-training.com

DiSC is a registered trademark of Wiley www.think-training.com

The DiSC Styles: Psychological Needs

Become more self-aware in order to be able to learn and grow.

Be more compassionate and accepting by understanding what drives peoples

Build committed and trusting relationships by adapting their communication to peoples

DiSC is a registered trademark of Wiley www.think-training.com

Time Management and Decision Making

DiSC is a registered trademark of Wiley www.think-training.com

Create Your Ideal Community

1. What is the name of your community?

2. What is your communitys mascot and why?

3. What is your communitys slogan?

4. What do people in your community do for enjoyment?

5. What is a crisis in your community?

6. What are 3 qualities of your ideal mayor?

Lessons learned from this exercise.

DiSC is a registered trademark of Wiley www.think-training.com

People-Reading and Moving Your Dot

People-reading is a tool used to increase your comfort and effectiveness in relationships by

DiSC is a registered trademark of Wiley www.think-training.com

DiSC is a registered trademark of Wiley www.think-training.com

Motivation: What Do Employees Really Want?

DiSC is a registered trademark of Wiley www.think-training.com

Survey: Motivation & You

______________________Taking on new challenges

______________________Knowing I made other people happy

______________________Meeting new people

______________________Building connections with co-workers

______________________Making steady progress toward goals

______________________Being able to express my opinions freely

______________________Getting public recognition