.For Executive Assistants, effective communication and understanding interpersonal dynamics are crucial for success.
One powerful tool that can aid in this endeavour is DISC profiling which was developed based on the work of psychologist William Marston in the 1920s. Marston theorised that people exhibit predictable behaviours under certain circumstances. His model was further refined and popularised by Walter Clarke in the 1950s and 60s.
DISC profiling is widely used in various settings, including workplace environments, personal development, team building, leadership training, and conflict resolution. It helps individuals and organisations understand behavioural tendencies, communication styles, strengths, and potential areas for development. By identifying one's own DISC profile and that of others, individuals can improve their interpersonal relationships, communication effectiveness, and overall teamwork.
The Basics of DISC Profiling
DISC is a behavioural assessment tool that categorises individuals into four primary personality types:
Dominance (D): Individuals with a high Dominance score are results-oriented, decisive, and often take charge. They thrive in competitive environments and are motivated by challenges and achieving goals.
Influence (I): High Influence individuals are outgoing, enthusiastic, and persuasive. They value social interactions and are often the life of the party, motivated by recognition and relationships.
Steadiness (S): People with a high Steadiness score are reliable, patient, and good listeners. They value stability, cooperation, and are often seen as the supportive backbone in a team.
Cautiousness (C): High Cautiousness individuals are detail-oriented, analytical, and methodical. They strive for accuracy and quality, often motivated by understanding and structure.
The DISC Graphs
The results of a DISC Analysis can be presented in many ways however one of the most common are the three DISC graphs below.
How Others See Me (Left-Hand Graph)
This graph illustrates how you present yourself to the world, often referred to as your "public self" or "mask." It reflects the behaviours and traits you believe are necessary to succeed or fit in with your environment, such as work or social settings.
How I React Under Stress (Middle Graph)
This graph reveals your natural tendencies and instinctual reactions when you are under pressure or stress. It often shows a more unfiltered version of your behaviour, as stress can cause you to revert to your most ingrained personality traits.
How I See myself (Right-Hand Graph)
This graph represents your self-perception, which is your view of your natural or inherent personality traits. It reflects your understanding of your own strengths, weaknesses, and general behaviour patterns without the influence of external factors.
How DISC Profiling Can Benefit Executive Assistants
As an Executive Assistant, understanding DISC profiling can significantly enhance your ability to understand yourself, manage your executive, and interact seamlessly with your colleagues.
Self-Understanding: By identifying your own DISC profile, you can gain valuable insights into your strengths, weaknesses, and preferred ways of working. For instance, if you have a High Cautiousness score you may excel in organising and detail-oriented tasks but might need to consciously work on being more spontaneous and adaptable in fast-paced situations.
Tailored Communication: Understanding the DISC profiles of others allows you to tailor your communication styles effectively. For example, when communicating with a Dominant executive, being direct, concise, and focusing on results will be appreciated. Conversely, when dealing with a Steadiness colleague, a more collaborative and patient approach would be more effective.
Conflict Management: Knowing the DISC profiles of team members can help anticipate and mitigate conflicts. You can serve as a bridge between differing personalities, ensuring that each person’s communication style is respected and understood. This can lead to a more harmonious and productive working environment.
Enhanced Support for Your Executive: By understanding your executive's DISC profile, you can provide more personalised support. For instance, a high Dominance executive may prefer quick updates and autonomy in decision-making, while a high Cautiousness executive might appreciate detailed reports and thorough analysis. Adapting to these preferences can significantly improve the executive-assistant relationship and overall efficiency.
Team Dynamics and Collaboration: As an Executive Assistant, you often act as a central hub in a team. By understanding the DISC profiles of your colleagues, you can facilitate better teamwork and collaboration. For instance, you can pair team members with complementary DISC profiles for projects, ensuring a balance of strengths and minimising potential friction.
Practical Steps for Implementing DISC Profiling
Take the Free ACEA® DISC Assessment: The first step is for you to take the free DISC assessment, provided by ACEA® Training, to understand your own profile. To get started, consider downloading a Free DISC Assessment Toolkit from www.acea.training/DISC.
Encourage Team Participation: Suggest that your executive and colleagues also take the DISC assessment. This can be part of a team-building exercise or professional development initiative.
Analyse and Apply Insights: Once the profiles are identified, analyse how these can impact day-to-day interactions. Create strategies for communication and task management based on these insights. For example, you can create a quick-reference guide summarising each team member’s DISC profile and preferred working style.
Continuous Learning: DISC profiling is not a one-time activity. Encourage ongoing learning and adjustment as individuals and team dynamics evolve. Regularly revisiting DISC profiles and updating strategies can ensure continued effectiveness.
Additional Resources
For those looking to delve deeper into the principles of DISC profiling and how to leverage it in everyday interactions, the book "Surrounded by Idiots" by Thomas Erikson is an excellent resource. It provides an engaging and insightful exploration of the DISC profiles, offering practical advice on how to understand and communicate with different personality types.
Conclusion
DISC profiling is a powerful tool that can significantly enhance your ability as an Executive Assistant to understand yourself and others, leading to more effective communication, better conflict management, and improved overall efficiency.
By leveraging the insights gained from DISC profiling, you can foster a more harmonious and productive work environment, ultimately contributing to the success of your executive and your organisation.
About the Author: Richard Arnott, BA, FInatAM, FIToL, is a Director of BMTG (UK) Ltd, and the author and lead presenter of the groundbreaking, globally recognised Advanced Certificate for the Executive Assistant: ACEA® program. Richard also sits on the editorial board of Lucy Brazier OBE’s Executive Support Magazine.
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