Understanding the "I" style

Posted by Bill Harshman on

This is the 2nd in a series of individual blogs increasing your understanding of the four DISC styles – ONE at a time.  Our focus here is on the “I” style which stands for Influence.   Before we begin, let’s remember the rules:  There is no perfect style AND everybody has some degree of all 4 styles: Dominant, Influence, Steady, Conscientious

                    

As referenced in a previous blog, your DISC style is determined by two aspects:  PACE & PRIORITY.  The model above helps explain this important concept.  Simply put, DISC helps you decode the needs, preferences, and priorities of people.  The spectrum for the aspect of PACE goes from one end consisting of descriptors such as faster-paced, active, assertive, and bold.  The other end of the PACE spectrum consists of descriptors such as smoother-paced, deliberate, thoughtful, moderate, calm, and careful.

The other aspect of PRIORITY consists of one end of a spectrum including people-oriented, accepting, receptive, and agreeable.  The other end of the PRIORITY spectrum consists of task-oriented, questioning, logic-focused, and challenging.  Where you lie on these two aspects of PACE & PRIORITY helps determine (decode) a person’s DISC style.

When we look at someone with a strong “I” style, we see that they are faster-paced (similar to a “D”), and people-oriented (dissimilar to a “D”).  The above chart shows clearly where they are placed in the 4-quadrant DISC model.  Other words which help you understand the high “I” style include, but are not limited to:  expressive, collaborative, optimistic, and enthusiastic.

If you have a higher/stronger I style (Influence):

Strengths as a co-worker may include:

  • Well networked; brings resources to a team
  • Friendly and persuasive, leveraging your social and motivational skills
  • High energy and collaborative

Limitations MAY include:

  • Easily distracted, requiring refocus in meetings and projects
  • Selective listening
  • Time management skills
  • Action first, research second

Improve effectiveness by:

  • Request clear and specific job descriptions
  • Better organization and process
  • Control over times

As ALWAYS, the key to effectiveness through DISC is understanding your and others’ styles, then using that knowledge for improved interactions.


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