Fred Abaroa

There are basically two ways to get your employees to work, Obligate them to or invite them by collaboration. The later is more productive and promotes less turnover. But how is it done. Many managers who are great at this use DiSC. DiSC is the four quadrant behavioral model based on the work of William Moulton Marston Ph.D. (1893 - 1947) to examine the behavior of individuals in their environment or within a specific situation. (otherwise known as environment) It therefore focuses on the styles and preferences of such behavior. The beauty of this model is that it can teach you how to communicate on your directs level. Here are some basics:

• Dominance: People who score high in the intensity of the "D" styles factor are very active in dealing with problems and challenges, while low "D" scores are people who want to do more research before committing to a decision. High "D" people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering. Low D scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.
• Influence: People with high "I" scores influence others through talking and activity and tend to be emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic. Those with low "I" scores influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.
• Steadiness: People with high "S" styles scores want a steady pace, security, and do not like sudden change. High "S" individuals are calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced. Low "S" intensity scores are those who like change and variety. People with low "S" scores are described as restless, demonstrative, impatient, eager, or even impulsive.
• Conscientious: People with high "C" styles adhere to rules, regulations, and structure. They like to do quality work and do it right the first time. High "C" people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, and tactful. Those with low "C" scores challenge the rules and want independence and are described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and careless with details.

This link to a cheat sheet found on http://www.manager-tools.com is one of the best tools I keep with me. http://www.manager-tools.com/podcasts/BeEffectiveWithDISC.pdf . Learning how to communicate with others is key to management and marketing. I gave a DiSC seminar to some web developers last year. It is always fun to do this because most developers are high "C" developing for the majority profile high "I". Studies show these two behaviors have a really hard time understanding each other. So you can see where this seminar came in really useful and shot these developers to the top of their field.

Fred Abaroa aka “CostaVidaFred”
The Marketing Imagineer

Twitter: @CostaVidaFred
Blogs:
www.CostaVidaFred.com
Podcasts:
WordOnTheTweet.net
MakingMountainsOutOfMoleHills.com