Solving People Puzzles

People tend to go about everything they do—from how they solve problems at work to how they drive a car—based on their personality style.

For example, technical people tend to have a very analytical, task-oriented approach to life. We see life as a collection of problems that need to be solved; severe disorder that needs to be organized.

Other equally intelligent and capable people see the world in terms of personal relationships and fun. Remember the Sales manager from the cover article? She isn’t acting like she does to give the technically oriented manager a stroke. Most likely, she just sees the world differently. She has a different paradigm.

One way of explaining these different paradigms is with what is commonly known as the DISC model of human behavior.

Years ago, Harvard psychologist Dr. William Moulton Marston, developed a theory that people tend to develop a self-concept based on one of four factors – Dominance, Inducement, Steadiness, or Compliance. This is the basis of the DISC theory that is commonly applied today.

Later psychologists and behavioral specialists developed a variety of practical tools to apply Marston’s theory. Currently, there are many assessment and measurement tools based on the DISC model.

Dr. Robert Rohm – founder and president of Personality-Insights, Inc. of Atlanta, Georgia - has developed the best practical application of the DISC model. Through his work, his publications, and a network of Human Behavioral consultants certified to teach his material he has reached millions of people around the world.

In the DISC model as taught by Dr. Rohm, the full range of normal human behavior is defined by a circle divided in quadrants.

Divide a circle in half horizontally. The upper half represents outgoing or fast-paced individuals. The lower half represents reserved or slower-paced people.

 The circle can also be divided vertically. The left half represents task-oriented people. The right half represents people-oriented people.

 Combining these two circles completes the model description…

     “D” type individuals are outgoing and task-oriented

               - they tend to be Dominant and Decisive

“I” type individuals are outgoing and people-oriented

        -  they tend to be Inspiring and Influencing

“S” type individuals are reserved and people-oriented

        -  they tend to be Supportive and Steady

“C” type individuals are reserved and task-oriented

        -  they tend to be Cautious and Conscientious

Where does conflict develop? Here’s an example, the fast speech, lack of details, and tendency of a high-I person to speak about feelings rather than facts might frustrate a high-C person, who is Cautious and Conscientious.

Likewise, the high-C person’s slower pace, constant questioning, and apparent lack of concern for people could frustrate the high-I person who is Inspiring and Influencing.

So how does understanding personality style information help to avoid conflict and build a better team?

Simple, understanding personality styles gives us a framework for understanding other people’s actions. It helps us to see people who behave differently from us as different rather than wrong. And it enables us to adjust our behavior to meet their needs more effectively.

“If I understand you and you understand me, doesn’t it stand to reason that we will be in a better position to have a better relationship.”

            -  Dr. Robert Rohm