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Understand why you don’t understand and get understood. Strengthen communication, collaboration and change management with workshops and a DiSC profile. With a DiSC profile, you get a tool for testing and analyzing personal types.
In order to achieve the objectives of its strategies, it is important to create the best conditions. Here, a DiSC profile can be a solid tool for testing and analysing the types of people to be put together in teams at work.
New measures will often face resistance. This is one of the things we focus on in the LSV Group. Therefore, we introduce the DiSC®, which is a profile analysis and an evidence-based method to understand and recognize the different personality types we have.
With a DiSC profile you can help create the best conditions for communication, collaboration and change management.
Tom Malone
LSV Group offers a certified DiSC consultant to hold lectures, workshops and create personal DiSC profiles.
DiSC Personal and team behavioral profile are available i many versions and languages.
DiSC consulting, sparring and coaching
The DiSC lecture lasts 2 hours with 25 participants and gives you renewed unity and teamwork.
DiSC® profile analysis is a tool that is used to assess behavior. The letters D-i-S-C represent the personality traits, behavioral traits or energy factors that characterize the four sides that together make up our entire personality. We have more or less of every behavior in us.
DiSC helps us recognize the human differences and helps understand the people in our workplace and communicate with them.
We are working with two dimensions of human behavior. Although DiSC describes four behavioral styles, the model at its core is two-dimensional. The two dimensions reflect the basic aspects of human nature, and can be considered as independent constructions.
The vertical dimension is best be described as an activity level ranging from active to thoughtful. People with DiSC behavioral styles at the top of the circle are typically fast and often described as powerful, dynamic and courageous.
Traditional interpretations of the model show that these individuals typically see themselves as stronger than the surrounding environment. Because of this view, they tend to try to change their surroundings.
Conversely, people with behavioral styles at the bottom of the circle will typically have a slower pace, and are often described as thoughtful, methodical and cautious.
The traditional view is that these individuals are included as less powerful than the surrounding environment and thus are more likely to adapt to the existing environment.
These characteristics are typically explained by the fact that these individuals perceive their surrounding environment as hostile. In other words, they will instinctively hesitate to rely on outsiders and ideas until these foreign elements have been thoroughly tested.
Conversely, people with behavioral styles in the right side of the circle are more receptive and are often described as person-focused, empathetic, and comfortable. It is usually said that these individuals see a clash between the surrounding environment and their own interests.
They will basically tend to evaluate people and ideas in the surrounding environment positively, and will therefore naturally tend to show confidence.
The D-style (Dominans) is active and interrogative. It characterizes people who are direct, powerful and with a straightforward attitudes.
The i-style (indfluence) is active and accepting. It characterizes people who are outgoing, enthusiastic and lively.
The S-style (Stability) is thoughtful and accepting. It characterizes people who are gentle, accommodating and patient in relation to the mistakes of others.
The C-style (Competency Seeker) is thoughtful and interrogative. It characterizes people who are analytical, reserved and accurate.
Although the DiSC dimensions form four different behavioral styles, it is more appropriate to consider the DiSC circle as a continuum. All four behavioral styles overlap with their adjacent behavioral styles in the same way that colors blend in a color wheel. Red and yellow are different colors and when mixed they form a new color, namely orange.
The D and I styles are also different, but the area between them on the circle also reflects different behavioral traits. People with the Di style are e.g. typically more likely to describe themselves as daring and convincing than people with the D-style. A person with the iD style will typically describe themselves as more charismatic and dynamic than a person with the i style. In both cases, the two styles (Di and iD) have something in common with the D style and the i style, but they also have characteristics that distinguish them from these pure behavior styles.
There is consistent work on saying and writing “someone with the C-style” instead of just writing “a C-type”. With this small linguistic difference, we try to avoid the temptation to stall people. Although a C-style person will typically exhibit C-style traits, he or she will also possess elements from the other three behavioral styles. For example, the person will could easily listen patiently to a colleague describing his hurt feelings, although this is more of a trait one associates with the S-style.
The continuous shape of the DiSC circle helps us relate to the idea of custom behavior. One can consider one’s personal style of behavior as the home base or comfort zone. A C-style person may prefer to work alone with analytical projects that require accuracy. However, there will be times when he or she must participate in social functions in professional contexts. In these situations, he or she must extend towards the i-style of the circle.
A person with the C-style, with their plotting point close to the center of the circle, will surely find it uncomfortable but manageable to be part of such a social function. A person with the C-style, whose point lies completely at the edge of the circle, is likely to find it very stressful to participate in such a social function. Here, the person has to operate far outside their comfort zone and it requires much more energy. As a rule, people with points close to the center of the circle will be more easily adapted to adapt to other DiSC styles when necessary.
People with points on the edge of the circle may be forced to stretch if they want to adapt to a different style of behavior. However, these individuals have more pronounced DiSC styles, and at the same time, give them some more pronounced special strengths.
Quality * Accept = Effect
The DiSC® tools, that are based on more than 40 years of research, provides us with a language to explain and deal with the diversity we experience among the people around us. When you gain knowledge about your own or other DiSC behavior profiles, you can with more ease handle and customize your behavior in relation to your colleagues. For example, it is essential if you are dealing with a change project where communication is key.
When you adjust your behavior to what you want to achieve, its easier for you to get the results you want and to achieve your goals. DiSC profile analysis is an exceptionally good tool for that.
It is important to note that DiSC profile analysis is not about putting yourself or your colleagues in some good or bad categories. And the system also does not provide any kind of grades for certain behaviors. There is a constant focus on how we can become even better together by utalizing ourselves and others the best way possible.
DiSC consideres the natural behavior of your or your colleagues. That would be, the behavior style that is usually the most comfortable and that requires the least amount of energy and concentration. It illustrates the way you or your colleagues usually respond.
Contact Karin Krogh about DiSC
Phone: +45 88 77 60 06
E-mail: info@lsvgroup.com
Thank you for a very inspiring workshop on the subject. Disc. Time flew off, the mini test was sharp and pushed me a little beyond an edge that I got good advice on how to fly up from and on in my development as a leader and human being. Karin is extremely skilled at catching/embracing/including the audience, and I sincerely look forward to reading her book “Expression – Impression-imprint. Strengthen your personal impact “.
Dorte Fris Jensen, Department Manager
Chr. Hansen A/S
I attended Karin Kroghs DISC Workshop on 11 June 2018. Karin is a very inspiring presenter who manages to infect his participants with his great dedication and his in-depth knowledge of the product.
Annemarie Lindstrøm, secretarial officer/Executive Director
Danish Cultural Institute
At The workshop we learned about the tools, to understand and accommodate oneself and colleagues.
We got many tools to identify the different types of DISC profiles and at the same time we learned about communicating and understanding the needs of others.
It was a fun and educational workshop that can be highly recommended to others who want to get to know each other a good start for future collaboration.
Gitte Schrøder Garde, Manager-Project Assistance
NNE
This means that the LSV Group has access to the latest knowledge of the DiSC® in the form of new reports, toolkits and other material, and finally there is the possibility of upskilling within the field in the form of courses and conferences.
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