1. Management Development Essentials 2012
Understanding your communications style and the style of others
Improved communication skills is the key to having better business
relationships
Leaders and managers need to be good communicators. However persuasive communication skills require a high level of self-
awareness. Understanding your personal style of communicating will go a long way toward helping you to create good and
lasting impressions on others. By becoming more aware of how others perceive you, you can adapt more readily to their styles
of communicating. This does not mean you have to be a chameleon, changing with every personality you meet. Instead, you
can make another person more comfortable with you by selecting and emphasising certain behaviours that fit within your
personality and resonate with another.
So regardless of whether you are having a meeting with your boss, a one to one with a team member, or conducting an end of
year performance appraisal with some one planning what and how you are going to say is essential. When you have a clear
understanding of your communications style and intent, then you can eliminate a number of obstacles that typically hinder an
organisation’s ability to work well together well.
This four page guide will help you better understand the communications based on the DISC profile assessment tool. It will
help you understand the communications style / traits of the people you work with in the organisation and it will give you clear
direction how to practically improve communications within your team. Lastly, it will also help those of you who have sales or
client facing roles to profile some of the key people who you need to influence and interact with. Get your communication
correct and business will follow!
The Evolve Consultants
What is a DISC Profile
The DISC profile is a quadrant model that is often used to examine the behaviour of individuals in their work environment
or within a specific situation. It focuses on their styles and preferences of such behaviours. It organises the characteristics
of behaviour into four major "behaviour styles" and they tend to exhibit specific characteristics common to that particular
style.
All individuals possess all four, but what differs from one to another is the extent of each. It is non-judgmental personal
assessment tool that helps people get a snapshot of their behavioural preferences and allows them discover similarity/
behavioural differences with others. Like all assessment tools it does not take ‘learned behaviours’ into account. It is a
great starting place to improve your ability to influence others. However, before you can improve your communication
skills you need to be very consciously aware of how you come across currently.
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2. The Driver (Red) The Expressive (Yellow)
The Red is Results Oriented . The Yellow is Intuition Oriented
1. Reds give the appearance that they know what they 1. Yellows frequently seem to spend much of their time and
want and seem to display little difficulty expressing their efforts moving toward a dream for the future.
conclusions about anything that concerns them.
2. This tendency causes some Yellows to react in flighty,
2. For many Reds, the following slogan applies: “Let’s get it impractical or emotional ways. Yellows can work up
done and get it done now”. excitement in others about the future.
3. Reds tend to focus primarily on the immediate time 3. It’s easy for Yellows to skip from one idea or activity to
frame with little concern for the past. another, seeming impatient to find the most exciting vision
of the moment.
4. Their responses appear swift, efficient and to the point.
They know what they want and become impatient with
4. Yellow behaviour can become intensely stimulating, exciting
delays.
and fun for those who get caught up in Yellow dreams.
5. Reds appear to show little concern for the feelings of
5. Yellows focus on their attention upon the future with
others or for personal relationships. Some may consider
intuitive visions and with their natural outspoken
the Reds actions to be harsh, severe or critical since they
characteristics. Thus, they tend to appear more imaginative
seem to give such limited attention to relationships.
and creative with their ideas than to the other styles.
Others may consider this behaviour efficient, decisive
and action oriented which provides the direction
needed. 6. It’s also easy for Yellows to make mistakes because they act
out opinions, hunches, intuitions, rather than deal with the
6. Reds seek control through the use of power. They often harsh reality of hard facts.
do so when they perceive power as a means to an end.
You can begin to validate your earlier assumption that the
person you named is indeed a Yellow by using the following
You can begin to validate your earlier assumption that the checklist. Again, the more checks, the higher the Yellow
person you named is indeed a Red by using the following tendencies.
checklist.
Y/N Tends to be exciting and Y/N Playful
*The more checks, the higher the Red tendencies. stimulating
Y/N Restless Y/N Likes power and authority Y/N Inspiring Y/N Likes participating in groups
Y/N Competitive Y/N Freedom from control and Y/N Generates enthusiasm Y/N Persuasive
supervision
Y/N Convincing Y/N Wants freedom of
Y/N Independent Y/N Wants direct answers expression
Y/N Strong willed Y/N Pioneering Y/N Often dramatic Y/N Freedom from detail
Y/N Assertive Y/N Outspoken Y/N Confident Y/N Likes stimulating ideas
Y/N Wants Y/N Decisive Y/N Open and friendly Y/N Likes change
immediate towards others
results
Y/N Charming Y/N Optimistic
Y/N Self reliant Y/N Persistent
Y/N Likes working with Y/N Talkative
Y/N Causes action Y/N Argumentative people
Y/N Vigorous Y/N Desires to help others Y/N Likes recognition for
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accomplishments

3. The Amiable (Green) The Analyser (Blue)
The Amiable is Relationship Oriented The Analyser is Logic Oriented
1. The Green style displays a relationship-oriented thrust. 1. The blue style lives life according to the facts, principles, logic
Greens interpret their environment on a personal basis and consistency one can find in reality.
and get involved in the feelings and relationships
between people. They frequently speculate on “who did 2. Because Analysers tend to behave in ways which fit into their
what to whom and why”. overall theory and ideas about the world, others may view them
as lacking in enthusiasm or appearing cold or detached.
2. Persons displaying this style look for personal motives in
the actions of others. They may find it difficult to believe 3. Blues project the image of great planners, organisers and
that some people react purely from a personal principle problem solvers with the ability to work out a task systematically
of practicality or simply from a desire to make the future from beginning to end.
sound more exciting.
4. Because of their concern for fact and logical, serious, consistent
3. Because they concern themselves about how others feel organisation of thought, coupled with a desire to be “right”.
and with relationships between people. They can often Analysers may sometimes display a reluctance to declare a
lend joy, warmth and freshness to a social situation. personal point of view.
4. Persons displaying Green style can also appear slow or 5. Analysers have a need to analyse all significant possibilities in an
reluctant to change opinions which hold personal attempt to avoid any chance of making illogical or inconsistent
meaning for them. decision.
5. Green frequently stick with the comfortable known and 6. Facts, logic and faith in principles appear to assume greater
tend to avoid decisions which might involve risk with the importance than personal friendships or personal gratification to
reactions of people. an Analyser.
You can begin to validate your earlier assumption that the You can begin to validate your earlier assumption that the person you
person you named is indeed a Green by using the following named is indeed an Analyser by using the following checklist. Again, the
checklist. higher the Analyser tendencies
(The more checks, the higher the Green tendencies)
Y/N Y/N Prefers no sudden
Orderly or abrupt changes
Y/N Dislikes conflict Y/N Minimal work infringement
Y/N Cautious Y/N Harmonious
on home life
Y/N Patient with others Y/N Expects credit for work Y/N Performs precise work Y/N Checks for
accomplished accuracy
Y/N Thorough Y/N Lenient Y/N Likes controlled circumstances Y/N Humble
Y/N Generous Y/N Obedient Y/N Diplomatic Y/N Obliging
Y/N Takes time to listen Y/N Accommodating Y/N Likes assurance of security Y/N Tends to be
serious and
Y/N Demonstrates Y/N Neighbourly persistent
loyalty Y/N Utilises critical thinking Y/N Respectful
Y/N Considerate of Y/N Takes time to make
others’ needs decisions Y/N Soft spoken Y/N Devout
Y/N Likes security and Y/N Wants guarantees before
Y/N Follows directives and standards Y/N Well disciplined
stability change prescribed
Y/N Satisfied Y/N Wants others to agree Y/N Agreeable Y/N
Y/N Likes status quo
unless given reason
for change
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4. HOW TO WORK AND COMMUNICATE WITH ME
Working with the Driver (The Red) Working with the Amiable (The Green)
People of this style tend to be “results oriented” and tend to be less concerned Of the four basic interaction styles, the Amiable is the most
about the needs of other people. Thus they may appear to be independent, relationship oriented. The Amiable style person works with and
competitive, reserved and even aloof in their relationships with others. The Driver through other people in achieving results or influence, as opposed to
interaction style characterises a person who tends to make things happen. Drivers directing things to happen. Their friendships and their close
relationships are the highest priority. Amiables tend to be the most
may be assertive or even aggressive at moving toward goals. The Driver loyal to both the organisation and to their families: however they also
interested in getting things done efficiently and personal and group productivity is tend to seek security and maintain status quo. Amiables tend to be
of high importance. The Driver will tend to judge others by his or her own personal slow to change and to be low risk takers except in service to other
interaction style and will expect others to operate in the same style. people.
Though group decisions or meetings may be important within the organisation, Because of the systematic and thorough approach to both tasks and
Drivers would prefer to work alone because they perceive other people as moving people, the Amiable is often perceived by Drivers and Expressives as
too slowly and interfering with his/her ability to get things done. Drivers are often too slow or wishy-washy in making decisions. This can cause
frustration, especially when change is necessary. Yet these
perceived as people who exercise power and control over their environment, both
characteristics of thoroughness, dependability and loyalty are often
in terms of the people involved and the physical surroundings. However, a Driver the factors that hold an organisation together. To work most
can appear very pleasant and warm but usually on his or her terms. effectively with the Amiable, you need to support the individual’s
feelings and relationships with others and to show appreciation for
To work most effectively with the Driver be prepared to show how your ideas can what they do.
get the results that he or she is looking for. Spend time working with these people as individuals and time
dealing with their personal situations, their families and their
It is not necessary to build a personal relationship unless that is obviously the interests.
desire of the Driver. Prepare your case in advance and don’t be disorganised or
Be specific messy.
If you agree with the position of the Driver, support the results desired rather Establish a cooperative effort with the Amiable and avoid
than supporting the Driver personality. Personal support is not important to her overstating what you can realistically accomplish together to
or him, but support of the ideas and the objectives is important achieve the objective.
If you disagree with the position of the Driver, disagree with the facts not the Communicate patience and take time to listen and draw out the
person. Avoid personal criticisms. Try to present options to the Driver so that personal goals of the Amiable
she or he can make the decision.
Working with the Expressive
Expressives tend to appear warm, to approach other people in an outgoing and
Working with the Analyser (The Blue)
animated way and to be competitive. Expressives will involve you and other
This style may appear to be uncommunicative, distant and guarded in
people in their thinking and their feelings and in decision making and they like to relationships. Analysers tend to judge others based upon their own
work with groups of people. The person who has an Expressive style tends to frame of reference which is the need for perfection in their work. A
work fast and will often make impulsive decisions. Expressives tend to have a person of this style tends to be sensitive and to worry about things
high consideration for the needs of other people, tends to seek out social approval being done properly. They are very accurate in their work and have
and likes to have a lot of “air time”. great need for knowing exactly how things are supposed to be done.
Thus, they require detailed explanations, are usually slow to change,
The Expressive wants other people to take a personal interest in what he or she and tend to be low risk takers.
thinks and does. Personal recognition is important and when there is high
visibility, it is motivating. Too many facts or details will often interfere with the The Analyser makes decisions and judgements based upon facts and
process. Someone else will need to take care of this. *Take time for relating with will communicate these facts to others. They also separate emotion
them and for some socialising from fact and tend to have difficulty understanding people who are
To work most effectively with Expressives you need to support their ideas and Know your facts and figures - detail counts.
intentions. Keep conversations and questions very structured.
Look for their opinions and things that they find most interesting, particularly Be organised and be accurate
in those areas in which you would like to develop a working relationship. Keep dialogue focused on the issues unless directed otherwise
Plan to ask questions about their ideas and their opinions and Don’t take their investigative style personally – it’s just business!
take time to listen to what they have to say. Make sure you are familiar with processes and protocols - they
Spend some time exploring the stimulating ideas and also will expect you to follow them
possible solutions both from your point of view and from theirs.
You will be expected to be well versed
Don’t deal with details but put them in writing.
Ask for their opinions and ideas regarding people
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